Talent Management: Led the Talent practice for Global Functions (~55k employees and 9 C-suite leaders) by designing a bespoke Talent Management Framework and launching an associated key Talent metrics/strategies platform for 9 functions to deliver best-in-class interventions, outline leadership development frameworks, and level-set Talent practices across the groups.Leadership Development: Redesigned a flagship Women in Risk leadership development program to target 30 high potential female leaders and align their development towards Citi’s core leadership competencies and securing mentors and advocates among the executive management team; consulted with senior leaders to run the leadership development program annual nomination cycle for 9 functions (55k employees) for placement across the full cadre of Citi LDP’s. Leadership Succession Planning: Led in the creation of 9 pressure-tested Succession Plans for C-suite leaders and their associated LT’s through innovative Talent Wall process which Brough focus to top talent using a Diversity lens; facilitated the standardized 2- and 3-down from CEO Succession across the Global Functions capturing ~ 900 senior leader succession plans and designations for ~9,600 employees at the SVP and above level. Leadership Development Planning: Coached senior leaders (up to C-suite direct report level) across functions to set, review, and measure individual development plans; program managed a Critical Role Successor Development targeting future slated talent for 106 identified critical roles at the firm and engaged successors through the assessment and development processes. Performance Management: Rolled-out a new Citi Performance Management process for key functions inclusive of direct HR and People manager education/change management the creation of innovative Performance Profiles to provide examples and methods for managers to set high quality goals with their teams.

Org Development/Leadership Principles: Researched, designed, and consulted with C-suite leadership to build a refreshed set of corporate values and accompanying individual Leadership Behavioral statements to help guide the entire agency. Org Effectiveness/Leadership Expectations: Designed, rolled-out, and globally managed communication of innovative Career Experience Maps, utilizing a novel approach to functional competency modeling, which provided Leadership and functional trajectory to over 5k employees across two large commercial functions. Succession Planning: Ran the Talent Review process through three annual cycles from the corporate center of a ~17k employee global advertising agency ensuring flawless execution for roll-ups to the CEO; designed process improvements including digitization of enterprise-wide process saving countless labor hours and enabling directive talent analytics.

Leadership Development Programs: Led program management design teams for implementation of multiple Leadership Development Programs to develop ~270 high potential cross-functional leaders; built ongoing personal coaching relationships with targeted participants. Leadership/Management Group Facilitation: Coordinated and executed broad-based Leadership Development Programs to develop the capabilities of over 300 associates to overwhelmingly positive feedback. Learning & Development: Designed and executed the Learning Plan for PepsiCo Chicago (~2,500 employees), performing needs assessment, course selection, delivery, vendor management, and LMS gatekeeper duties. Mentoring Programs: Led the Reverse Mentoring Program (pilot through sustained) in order to increase millennial engagement, created function-based Mentoring Circles to distill senior leader wisdom to larger in-direct groups.Talent Management/Leadership Effectiveness: Owned Performance Management process for ~1,300 North America Nutrition associates for two annual cycles, including creation of new 2016 Objective Alignment Sessions for LTs designed to increase organization alignment, boost the quality of yearly objectives, and foster collaboration; results personally presented to CHRO. Career Frameworks: Led the creation of career frameworks for two separate functions which included creating both function-specific and leadership-focused experience tracks and competencies to engage and retain key talent.Succession Planning: Played an incrementally increasing role across two sectors in leading yearly best-in-class succession and game planning of top executives for a final roll-up to the CEO in order to help shape the future direction of the company.Team Performance: Created and implemented a bespoke turn-key High Performing Teamwork Assessment & Intervention to use with LTs (up to SVP level) to increase team dynamics, trust, and collaboration across different organizations.

Business Analyst• Conducted in-depth research on government regulations to establish safety programs and certification requirements for a healthcare client• Researched rival companies to create thorough competitor analyses and institute best practice standards • Sourced industry trends for several clients allowing the successful development of future growth strategies• Initiated client interviews to compile information and the composition of a formal business planRecruitment • Partnered with senior consultant to develop selection methods to grow client human capital • Conducted resume reviews and background checks to staff an expanding companyCompensation Specialist• Conducted job description classification and banding for a municipal human resources department to streamline the compensation system of over 1,000 employees• Sourced state and local human resource best practices to aid senior consultants

Systems Analyst• Initiated a complete overhaul of compensation processes to improve accuracy• Designed and implemented an automatic payroll system through advanced Excel skills that increased office productivity• Partnered with senior I/O consultant in creation of a digital treatment summary system; promoting efficiency, cutting costs, and creating a paperless officeStaff Development• Served as the direct liaison between the CEO and staff in order to implement new policies and procedures • Conducted in-depth training, troubleshooting, and employee satisfaction sessions to foster employee engagementOperations Management• Performed self-directed facility administration duties including accounts management, client relations, tax reporting, and staff supervision• Partnered with senior I/O consultant in creation of a new budgeting system to track expenses and forecast future strategies• Implemented strategic plan through direct report supervision of administrative support staff to drive clinic revenue; monitored employee performance directly related to goals

Staff Development• Responsible for staffing and restructuring of three restaurants; recruitment, employee training, termination, scheduling, and payroll of over 60 employees leading to greater employee engagement• Control of retraining entire front of house staff to comply with new company policies, standards, and procedures thereby increasing overall efficiency• Design of an effective computerized service system that decreased wait times by 20%Operations Management• Restored and maintained a restaurant to code, passing biannual inspections with the Columbus Board of Health, Division of Fire, and Department of Commerce• Responsible for a 20 percent increase of total revenue after four months of start date• Completely autonomous development, design, and execution of a new bar menu with over 50 individual items that increased alcohol sales by 40%• Direct and daily management of a staff of approximately 30 employees• Performed inventory control for entire restaurant to ensure weekly preparednessOutward Marketing• Networked with local companies, newspapers, and online social media outlets on a weekly basis to increase revenue• Personal interaction with over 300 guests a day to improve quality assurance• Cross promotion with local charities to strengthen the reputation within the community