• Responsible for the development and implementation of procedures, guidelines, processes and tools that support the talent development initiatives. • Evaluates the effectiveness of current talent development initiatives and implements process improvements. • Creates tools, resources and training templates for managers, employees and HR in all areas of talent development. • Creates and manages project plans that drive content, process, system and change management deliverables in a matrixed environment. • Tracks project steps, responsibilities, issues, stakeholders, milestones, etc. • Performs analysis on key process metrics and recommends process improvements that maximize efficiencies. • Leads the execution and communication of employee engagement initiatives. • Acts as lead for the biennial enterprise-wide employee opinion survey and the semi-annual pulse survey. • Assists in strategy development, design and execution of best-in-class talent development solutions in areas of high potential development and career development/management.

Consulted with key stakeholders to assess organizational needs to design and develop the strategies for implementing talent life cycle processes; onboarding, training and development, performance management, and succession planning. ▪ Partnered regularly with HR Centers of Excellence and business executives to develop and implement effective employee career pathing and development programs with quantitative measurable outcomes. ▪ Implemented organizational Succession Management Process (SMP) through identification of measurements and metrics for selection of suitable successors and creation of development pathways to invest in future leaders. ▪ Provided oversight of a Performance Management Cycle that enhances employee engagement and supports ongoing feedback, coaching, and development. ▪ Developed functional and organizational competency models supported by role-specific development plans and training coursework.

Consulted with business partners and key stakeholders to identify opportunities for learning and development within business areas. ▪ Developed collaborative relationships with leaders and executives to gather source content for curriculum development which closes performance gaps and enhances employee performance. ▪ Analyzed the effectiveness of training interventions and recommending adjustments to curriculum, presentation, or supporting documentation to increase knowledge retention and implementation. ▪ Participated in the delivery of 360-degree feedback, Myers-Briggs personal assessment results, and senior leadership coaching. ▪ Partnered with leadership in the establishment of performance and development programs that supported corporate values, growth initiatives, and role competencies. ▪ Facilitated engaging and effective classroom training courses to enhance the leadership abilities of employees from the manager level to the executive level.

Delivered classroom style training on sales and customer service to new hires and incumbent employees. ▪ Developed and implemented training classes based upon required skills for successful service and sales interactions. ▪ Worked closely with managers and retail staff to set goals and identify measurements of successful outcomes. ▪ Coaching and development of all levels of employees on skills sets necessary for world-class service interactions. ▪ Created internal staff competitions and games to motivate and incent employees for performance above standard expectations, and provided recognition for those who perform. ▪ Formulated strategies to increase employee awareness of products and services and provide a knowledge center to which employees can refer for support.

Delivered classroom style training on sales and customer service to new hires and incumbent employees. ▪ Identified areas of improvement within course curricula and partnered with instructional design team to implement new strategies and improved versions. ▪ Interacted closely with the retail banking business support functions and managers to assess training needs and implement effective solutions. ▪ Visited Financial Centers to coach existing employees on the sales process and ensure accurate and thorough product knowledge.