Support and guide clients through career transition, exploring and setting career goals, crafting communications, developing strategies for networking and job hunting.

Collaborated to develop and implement Performance Management, Succession Planning, Employee Development and other Talent Development solutions. Worked with HR Business Partner teams supporting select revenue-generating departments. Some highlights include:• Co-led cross-functional project to design new multi-level firm-wide competency models.• Developed toolkit for establishing and implementing mentoring relationships.• Consulted on, created and implemented development plans for leaders including activities such as coaching, training, 360-degree surveys and personality assessments.• Coached senior leadership development program participants individually and as a team.

Led leadership development program for newly promoted and newly hired front-line leaders. Work with HR Business Partner team to support Talent Development needs for all employee levels within select corporate functions and revenue-generating departments. Some highlights include:• Increased impact and accessibility of frontline leader program by redesigning format, content and delivery method.• Managed 4 cohorts per year (140+ leaders total) through year-long leadership program, including facilitating discussion sessions, leadership courses, and individual coaching.• Co-facilitated 2 administrations of Women’s Leadership Program with 32 emerging leaders total.• Supported department merger by customizing and co-delivering change management training for ~45 leaders and ~125 associates (leaders-specific and 3 associate-specific).• Led employee engagement action planning process by designing roles and responsibilities, support materials and working with vendor to customize manager training and system.

Consulted to Learning teams to evaluate learning effectiveness by ensuring program alignment to business strategies and objectives and by defining, developing and analyzing relevant measures. Directly supported Consumer line of business and enterprise-wide professional development and learning for all International lines of business (Europe/Middle East/Africa, Asia Pacific). Some highlights include:• Led design and implementation of performance support intranet site providing Learning teams with tools and resources to help develop and implement program-level measurement strategies.• Collaborated to evaluate and enhance skill level of test developers by developing and scoring skills assessment, designing executive and manager reporting on results and developing related performance support materials.• Developed and implemented evaluation strategy for enterprise-wide New Hire interactive orientation website including site usage metrics and surveys targeting different point in tenure.• Conducted job/task analysis and evaluation of questions and alignment to job tasks to prepare test for use in job promotion decisions.

Led employee opinion program and employee insights project. Over the course of 3 years, began to see a shift in culture from operations-focused management to one of leadership and engagement. Conducted meetings and developed communications and training designed to increase support, buy-in and capability. Consulted to employees at all levels, predominately those at the junior executive and executive levels. • Designed and launched New Hire and Exit survey program for Corporate business unit, including 5 strategically aligned survey versions developed to provide insights into the employee lifecycle.• Led cross-functional project team to design and administer employee engagement surveys, including communication & training, results reports and analysis, with customization for each business unit and employee level:o 2009 Census - Employee base of over 230,000 across 3 major business units and 4 countries; 9 survey versions, some translated into Spanish or Simple Chinese.o 2008 Census - Employee base of over 200,000 across 2 major business units; 2 survey versions, translated into Spanish.o 2008 Pulse – Surveyed ~480 stores each quarter for 3 quarters.• Led efforts to design and administer employee opinion and training needs assessment survey to ~200 Asian employees in 4 overseas locations.• Associate-led a cross-functional team to develop and administer a company-wide employee opinion program; 2007 survey included ~220,000 employees across 4 major business units.

Created method for measuring and assessing training investments. Facilitated prioritization of resources and decision making regarding training needs. Educated program managers and instructional designers on the utility of measurement and moved the department from order-taking to a consulting style of support.

Focused on enterprise competency project, creating core competency models for Managers and Individual Contributors. Developed common lexicon for discussing KSAs and integrated into HR processes. Wrote procedures manual for developing competencies at business unit and department levels.• Enterprise Competency Project:o Aligned learning and development resources to the organization’s core competency framework.o Composed behavioral interview questions for core competencies.o Coordinated 48 Critical Incident Interviews and 28 focus groups; co-facilitated focus groups.o Gathered, analyzed and reported on validation survey data and participant data across all stages.o Tracked and reported common themes in existing competencies across lines of business.• Wrote rater training material for company’s enterprise performance management system.• Wrote executive summary and created presentation for encoder selection revalidation study results.• Developed the project plan, process, and assessments for graduate intern selection.