I set Talent Strategy and led Learning and Development, Leadership Development, Talent Management, Performance Enablement, Continuous Improvement, Employee Engagement, and Internal Communications programs across either across multiple business units and functions or enterprise wide. • Spearheaded global talent management and leadership development initiatives across diverse business units, resulting in enhanced leadership readiness and talent pipeline strength.• Developed and implemented a global leadership curriculum covering performance management, problem-solving, process improvement, and coaching skills, fostering a leadership culture across all levels.• Drove a new Learning Management System (LMS) implementation, creating 300+ e-learning courses and establishing taxonomy protocols that streamlined learning pathways and enhanced employee development.• Established mentoring and networking programs to increase top talent exposure to senior leaders, supporting career growth and succession planning for high-potential employees.• Designed competency models and oversaw tracking programs for high-potential talent, enabling targeted development and retention strategies to support organizational goals.• Developed regional talent programs for Europe, India, and Greater China, accelerating growth and capability in these key areas.• Facilitated sessions for over 1,000 leaders in certified core leadership competencies through training in programs such as Situational Leadership and Crucial Conversations, increasing managerial effectiveness and alignment.CERTIFICATIONS AND PROFESSIONAL DEVELOPMENT• Situational Leadership | Ken Blanchard• Crucial Conversations | Crucial Learning• Team Performance Model | Drexler/Sibbet• Korn Ferry Leadership Architect | Korn Ferry• DiSC Personality Profile | Wiley-Epic• Internal Six Sigma and LEAN certifications• Internal Coaching and Mentoring certifications• Internal Change Management and Change Leadership certifications

• Created multiple tools to enhance / replace legacy processes for core HR responsibilities: Rewards and Recognition, Compensation Planning, Mentoring, Performance Management• Created automated offline versions of online HR tools to support spin-off businesses become self-sufficient on day one• Owned maintenance process of back-end system, data integrity, and process analytical support for market data, global compensation strategy, and short- and long-term incentive planning including variable pay plans

• Started early-career Sales Development program partnering with local Universities for top business talent• Revamped succession planning process—adding structured and experiential learning programs to enhance employee promotability• Aided in a large-scale reorganization to embed sales organizations into GM-led business units• Acted as HR partner for national US sales team of 250, US Finance team of 30, US Customer Care team of 150 for a 1-billion-dollar business unit• Acted as Strategic HR support for Mexico and India Customer Care populations of over 200 people• Implemented incentive changes for Sales Compensation to maximize revenue generation while simplifying payout calculation and commission delivery• Led Salesforce redeployments to match market data and major reorganization efforts preparing for corporate spin-off activities

• Created a program and accompanying toolkit enhancing manufacturing training cadence and effectiveness• Developed a reward and recognition program that increased overall site productivity across all cells• Created tools and programs for greater HR team and people managers to align performance management processes and expectations

Labor relations / union exposure.Designed a competency model and learning plan for compensation and benefits information.Developed performance management and discipline tracking tool.

Business Experience:Led an internationally based team of technical support agents that handled escalated cases from a high-priority foreign client base of over 3,000 customer accounts in the Asia Pacific RegionPerformed cross-departmental research that resulted in a product offering realignment which decreased yearly account attrition from 16.2% to 1% for primary product offering HR/Learning Experience:Translated and presented on-boarding and mid-level training courses to managers and new hires at Tokyo home office Culture assessment and policy/benefit leveling project to standardize practices across two acquired offices

Business Experience:Oversaw day-to-day operation of a 12-screen movie theater, hired and trained staff of 10 supervisors and 40 employees, managed P&L, controlled inventory and responded to customer feedback.Partnered with local businesses for joint-promotional/marketing opportunitiesHR Experience:Developed an employee recognition and incentive program that decreased turnover by 25% and assigned high-performing employees to mentor and train their peers.Raised over $20,000 in donations attaining the second highest total and per-patron rate from a group of over 200 theaters by executing two month-long campaigns for the Children’s Miracle Network.• Created an experiential learning new-hire training program, rotational learning/training regimen for job progression, and performance management program.Managed payroll, staffing forecasts, and organizational design to drive maximum efficiency.