Responsible for the strategy and execution of talent management, learning and performance enablement initiatives globally.

Rippleworks supports the fastest growing, most impactful social ventures in the world. Rippleworks engages executive-level volunteers with deeply relevant experience to help ventures tackle their top operational challenges through short-term, high-impact projects.Worked as an advisor/mentor to the executive team at Recidiviz. Recidiviz is a social impact start-up made up of a team of technologists committed to getting decision makers — from policymakers and corrections leaders to individual probation and parole officers — the data they need to drive better criminal justice outcomes.

Lead the teams responsible for the Carbon Health Talent Strategy: Talent Management, Talent Development & Talent Acquisition. Founded in 2015, Carbon Health is a high-growth, human-centered hybrid healthcare provider using the power of technology to make great care more accessible.Drove the effort to build and implement Carbon Health’s first holistic, enterprise-wide talent review and succession planning strategy, intentionally identifying high-potential talent from historically underrepresented high-potential groups for advancement and working directly with the CEO to develop executive succession for board socialization. Partnered with the CEO and senior leadership to evaluate long and short term corporate strategy, identify current & future skill gaps, calibrate business-critical roles, and develop personalized talent plans for all people leaders.Designed and executed multi-faceted development strategies for C-level executives and mid-level leaders that included 360 feedback, coaching, dynamic cohort development experiences, and individual development planning. Reinvented the talent lifecycle activities across the enterprise including hiring, goal setting, feedback and performance reviews by co-creating a customized, inclusive Leadership Capability model aligned to business goals.Scaled Carbon’s digital-first strategy by launching learning pathways across the enterprise tied to leadership and professional development as well as onboarding and training for clinical functions with the deployment of an LMS.Co-created the design & implementation of talent scorecards for all people leaders, leveraging a data dashboard for each leader to monitor talent data including hiring, turnover, demographics, engagement, performance & potential.Successfully expanded Carbon’s footprint into 12 countries, including new global entities in Turkey and Columbia.

Built and led the team responsible for the hims & hers talent ecosystem which includes talent development, leadership development, talent management, performance management, employee engagement, and the DEI strategy. Spearheaded the strategy and design for organization-wide career frameworks and a customized performance management system/process.Elevated the Employee Engagement experience, leveraging new tools and reporting to influence business decisions as well as coaching to support senior leaders with enhancing team culture.Acted as an advisor and business partner to the executive leadership team regarding people operations to execute the hims & hers growth vision.Reinvented the onboarding experience and quickly scaled leadership development, leveraging design thinking to build and deliver experiences that meet learners where they are in our fast-paced, ever-changing business. Supported the integration process for acquired brands, helping define the philosophy and approach to ensure brands could continue to operate autonomously while also leveraging hims & hers capabilities.Scaled the people team and enhanced processes within the recruiting engine to fuel significant growth, from 230 to 400 team members in just over six months.

Established an integrated, holistic, and scalable accelerated leadership development system ensuring critical talent was ready to lead business growth at every level. Overhauled Comcast’s global Accelerated Leadership Development strategy, leveraging Comcast’s Long-Term Plan, machine learning and workforce planning analytics to optimize the process of identifying critical talent and their unique development needs, ensuring that learning experiences support long-term talent planning and movement. Drove the change effort to build and implement dynamic learning pathways, products, and services aligned to a leadership system that defined and differentiated expectations across leadership levels. Strengthened internal job movement rates of our most senior high-impact talent to prepare them for critical executive roles. Engaged Employee Resource Groups to identify and accelerate the development of diverse leadership talent.Decreased the time spent building solutions by pioneering the use of design thinking to develop human-centered solutions leveraging data, diversity of thought, business feedback, and product iterations. Founded Camp Comcast, a five-week virtual summer camp full of engaging content and experiences for children and dependents of Comcast and NBCUniversal employees. Project was nominated for a Circle of Success Award for Most Innovative Product in 2020.

Fostered the growth and transformation of Comcast’s Talent Programs that developed an average of 700+ leaders annually, readying the bench of successors all leadership levels across the enterprise. Strengthened the bench of ready-now successors for critical and VP & SVP roles by 40% through the establishment of Comcast’s first Functional Executive Boot Camps., resulting in 40% promotion rates. Drove alignment on learning outcomes with the Sales & Marketing Organization and built Comcast’s first role-based, director-level high potential leadership program, resulting in a 60% promotion rate and shortening the time to fill rate of the director role by an average of 44 days. Maximized the business impact of talent programs through the introduction of Design Thinking as a methodology for leaders to solve real business problems. Program projects consisted of transforming processes and enhancing the customer experience.Improved cross-functional movement and deepened talent pools for critical director-level roles by successfully influencing senior stakeholders and managing the learner experience. Reduced the amount of time learners spent in the classroom and transformed talent program experiences with experiential, digital and personalized learning solutions focused on individual development goals. Streamlined the design and delivery of Comcast’s front-line leader talent program, ensuring effective, geographically dispersed execution.Represented Comcast University on Comcast’s Joint Diversity Council in 2015 and 2016.

Collaborated with University staff, business partners, and senior leaders to support the learning needs of the Comcast’s Business Units (HR, Sales & Marketing, Finance, Audit) including conducting focus groups, facilitating professional development curriculum, and influencing the learning strategy.Built and launched The Business of Comcast, Comcast’s first national business acumen program for mid-level leaders by successfully engaging stakeholders, completing thorough needs analysis, and expert execution. Served as training lead for the CIFA Oracle R12 project by supporting the development and implementation of training for over 20,000 employees.Managed the strategy for the CU 2015 Vision project through the facilitation of sessions with CU Senior Leadership and their teams, the creation of a project prioritization exercise, and the ongoing collaboration with CU leaders to present project status updates and clarify next steps.Conducted a needs analysis with Finance executives and coordinated with HR business partners to build the 2014 Development Roadmap for over 3,000 Comcast Finance employees.

Built course curriculum and encouraged students to participate in in-class discussions and to help them learn the value of group work. Skilled at learning the operation of new technology and using it to facilitate and enhance learning. Courses taught: ODL 200: Career and Personal DevelopmentODL 320: Leadership and DevelopmentODL 330: Issues in Organizational Psychology

Built and executed the organization’s first Leadership Development Strategy, providing individual and organizational learning solutions that supported business strategies and improved organizational effectiveness.Conducted learning and development interventions that simultaneously promoted organization goals and met client expectations. This experience includes addressing individual and group process issues such as communication, trust building, personality style differences and diversity awareness.Analyzed, researched, designed, and facilitated all training and development programs for employees at all levels. Created and managed various employee development programs that focus on Leadership, Mentoring, and Employee Recognition.Researched and deployed the company’s first virtual learning platform, transforming classroom content into synchronous online learning events.

Named “One of the Absolute Best Training Professionals in the Country” in October of 2006 by SkillPath SeminarsSought after trainer who brought award winning customer service skills and the ability to connect with learners across the US & Great Britain by offering practical tools that allowed them to tap into their own reserves of strength, talent and ability. Analyzed current training techniques and coordinated programs using interaction, relevant examples and just the right amount of showmanship to present participants with practical business tools that they could remember and easily employ. Topics developed and facilitated included Customer Service, Leadership, Professionalism, Assertive Communication, Managing Emotions, and Time Management.

Hired by the Director of the Entertainment Department as the Cruise Staff Assistant and promoted in March of 2003 to Social Host/ Assistant Cruise Director. Worked onboard Carnival’s ships Elation, Holiday, Pride, and Miracle. Created a fun and exciting environment by organizing activities and managing the entertainment department, a department of 50, onboard.