 Facilitate annual talent review and succession planning process: Train HR Business Partners to assess and calibrate talent, analyze results and report to Executive Management Board on bench strength, development needs and opportunities. Supported implementation of talent management functionality in Workday HRIS Conduct career development reviews for high priority talent, using assessments, interviews and coaching to validate potential and create individual development plans Administer assessments of leadership potential to internal and external candidates; analyze results for consideration in executive selection Lead semi-annual Promotion Panel process: design nomination process, manage communications, facilitate panel discussions Conduct 360 assessments: debrief individual results, train HR Partners to deliver results, aggregate and analyze results for leadership development themes Facilitate team effectiveness workshops using personality assessments Consult and support HR Business Partners: training needs analysis, talent strategy, leader development, change management

 Lead talent assessments, identifying high-potential colleagues for succession and development opportunities Consult colleagues and managers on individual and group development needs; provide coaching and team effectiveness interventions as appropriate, using psychometric assessments and 360 degree feedback Manage training budget: conduct training needs analysis; procure and deliver courses and modular programs to a range of audiences, per colleague need and business demand Design and deliver line manager training. Modules include: Managing Performance, Selecting Excellence, Coaching, Transitioning to Management  Design training program for incoming analysts and interns to emerging talent programs  Organize and lead Mentoring and Job Shadowing Programs

 Analyze people data and HR performance metrics, identifying trends and relationships of relevance to strategic business objectives. Report regularly to North America Executive Committee Manage the workstreams and stakeholders of HR projects with a focus on risk mitigation Manage North America headcount: track and assess the evolving organizational structure according to OD principles and best practices Analyze the activities of HR functional areas. Develop and implement process improvements, applying Lean Six Sigma techniques Design and analyze data collected through employee surveys, interviews and focus groups: Social Network Analysis – visualizing social capital, team strengths and opportunities Post-Change Culture Assessment – isolating vestiges of legacy organizational cultures to explain current team dynamics Engagement Focus Groups – validating colleague survey results and classifying obstacles to engagement  Colleague Exit Survey and Interview – data used to inform robust attrition analysis

 Facilitated offsite events, led team-building workshops regarding personality-driven group dynamics Coached colleagues and managers on individual development planning and goal setting Analyzed North America Diversity & Inclusion metrics Supported colleagues and managers in annual performance management cycle Designed and delivered training to managers regarding employee selection practices and effective performance conversations Processed the on-boarding of new hires; conducted orientations

Conducted role play exercises with participants in a leadership development training program.* Analyzed participants' demonstrated leadership skills and provided prompt, constructive feedback.* Conducted coaching sessions with role-play participants to provide further feedback and guidance.

* Supported R Baby Founders in the launch of this new charitable organization, focusing initially on "The Best Things in Life Come in Small Packages," a high-profile fundraising event attended by over 1,000 guests. Results: raised over $2.5 million and significant media attention for a life-saving cause.* Assisted in the planning and execution of the 2009 Mother's Day Race to Save Babies' Lives, a run/walk and family festival in Central Park.* Recruited and supervised interns for event planning assistance.PUBLICATION"It's more than a race." Mann On The Street magazine, August 2008.

Drafted correspondence, managed a full calendar, arranged travel, met all administrative needs of COO, CFO.* Designed and distributed monthly e-newsletter to employees.* Recruited, screened and trained administrative employees. Facilitated the selection process for candidates of all departments.* Planned and hosted team-building functions and corporate events.* Liaised with clients daily: responded to requests for information, scheduled and tracked investor meetings, updated marketing materials.* Supported the launch and subsequent BAU of R Baby Foundation (sponsored by Marathon Asset Management)