Head of People Analytics: • Leader for 40+ person enterprise and functional people strategy and analytics function inclusive of research, insights, governance, reporting, data engineering, architecture, and science. Develop and maintain a source of truth, recommend actions and bodies of work from insights, and demonstrate organizational agility alongside shifting business priorities.• Responsible for enterprise HR data strategy, AI innovation and strategy, and process/operational… Show more Head of People Analytics: • Leader for 40+ person enterprise and functional people strategy and analytics function inclusive of research, insights, governance, reporting, data engineering, architecture, and science. Develop and maintain a source of truth, recommend actions and bodies of work from insights, and demonstrate organizational agility alongside shifting business priorities.• Responsible for enterprise HR data strategy, AI innovation and strategy, and process/operational mapping that supports execution across HR org. • Leader for ES narrative, based in data, within Balanced Scorecard product, Board of Directors presentations, and all cascaded materials across the enterprise.• Lead research and insights strategy and execution for ES to include major topic areas like innovation, manager effectiveness, employee engagement, performance and attrition.• Primary consultant and source of truth for people data, including designing and delivering strategies for Org Health, for COO and CPO at Salesforce.Why we exist-Ensure Salesforce is making effective, high-return investments into people products, processes, and experiences.-Build a shared, comprehensive understanding of the needs of our candidates and employees.-Design (with business leaders and product owners) against identified needs, in ways that solve real problems related to outcomes like productivity, engagement, and retention.-Lead members of different teams to achieve progress along shared priorities.-Strengthen org capability related to data-driven experience design and decision-making inclusive of new and innovative technologies. -Provide leadership and strategic partnership to people product owners, resource designers, and executive leaders. Show less

Performance psychologist for executives leading Fortune 500 companies. Including: 1-1 coaching, team coaching, crisis intervention, qualitative 360 assessment, and pre and post hire integration assessment.

• Member of the team responsible for designing and linking organizational design with business needs. Including full-scale go to market, talent strategy, and product recommendation as it relates to Cisco's desired bottom line.• Conducting research and analysis to inform product and general business across Cisco's portfolio. Emphasis on easy translation to stakeholders across the business and quick execution.• Developing an understanding of, and staying current with, the competitive… Show more • Member of the team responsible for designing and linking organizational design with business needs. Including full-scale go to market, talent strategy, and product recommendation as it relates to Cisco's desired bottom line.• Conducting research and analysis to inform product and general business across Cisco's portfolio. Emphasis on easy translation to stakeholders across the business and quick execution.• Developing an understanding of, and staying current with, the competitive landscape across Cisco’s product portfolio.• Gathering data relevant to GtM, engineering, and operations through research synthesis and customer interviews.• Performing quantitative and qualitative analyses/modeling on strategic issues relevant to Cisco’s long-term future and success.• Facilitating joint problem-solving with senior-level business partners and consultants. Heavy collaboration required.• Authoring and delivering high-impact, articulate presentations and plans for a variety of senior audiences.• Working closely with business units to identify organic and inorganic opportunities that tangibly move the business forward. Show less

• Subject matter expert and sr. coach to executive leadership in a large, matrixed organization with a broad portfolio of product. Responsible for strategically aligning psychological insight to business needs and desired impact. Provided organizational design, team design, and long-term, big picture strategic recommendations.• Conducted individual executive leadership assessment of internal, external (program lead), and acquired talent. Including 15-21 stakeholder interviews, developing… Show more • Subject matter expert and sr. coach to executive leadership in a large, matrixed organization with a broad portfolio of product. Responsible for strategically aligning psychological insight to business needs and desired impact. Provided organizational design, team design, and long-term, big picture strategic recommendations.• Conducted individual executive leadership assessment of internal, external (program lead), and acquired talent. Including 15-21 stakeholder interviews, developing hypotheses about the subject of the interview and pursuing lines of inquiry, writing a nuanced report summarizing findings in a style both honest and consumable, and debriefing results to a variety of executive stakeholders. • Provided perspective and coaching with regard to executive talent and team development, remained up to date on changing market requirements of leaders, and differentiating between leader potential within short, medium and long-term needs of the business. • Coached individual executives as they relate to the individual, the team, and the business. Strenghs certified via The Marcus Buckingham Company. • Facilitated executive team building for both newly formed and long-tenured teams.• Designed selection systems for all levels of leader within every business line of the company.• Managed and designed specific hypotheses regarding the future of leadership and carrying research through to fruition. Show less

Responsible for: Conducting job analyses, test validation, project management, developing tests/assessment tools, researching and applying innovative statistical methods and techniques to solve complex human resource management and business problems.

· Completed a full scale job analysis to create a new role, and inform selecting the right candidates, building effective teams, and shaping the perception of the organization toward the increase in capability. · Developed research-based, statistically rooted assessment tools to complement historic selection methods. · Aided in the creation and deployment of quick action teams. · Collaborated closely with selection and training organizations to investigate easily altered areas for… Show more · Completed a full scale job analysis to create a new role, and inform selecting the right candidates, building effective teams, and shaping the perception of the organization toward the increase in capability. · Developed research-based, statistically rooted assessment tools to complement historic selection methods. · Aided in the creation and deployment of quick action teams. · Collaborated closely with selection and training organizations to investigate easily altered areas for greater impact.· Applied novel statistics to investigate hypothesized trends across the organization.· Fundamentally altered selection systems as a result of in depth, complex systems of research. · Built teams as a result of increased selection capabilities. Show less

Our mission is to bridge the gap between the Millennial generation’s desire to work in the social impact space and the organizations operating therein using both research and practical application.