Lead a team of 70 in talent management and learning and development functions who support a business group of 17,000+ associates. Develop talent and learning strategies to support business objectives and foster a work environment centered around associate development, career readiness, and workforce optimization. Build world-class high-performance talent identification, talent development, and succession planning programs.★ Oversaw a complete reset of the learning organization to acquire capabilities to meet functional goals—established a new leadership team, hired new team members, and improved talent pipeline by offering a new on-the-job instructional design development program for existing early career customer service associates. ★ Designed an organizational health study to pinpoint strategic business priorities following massive changes in the talent footprint, championing overall stabilization efforts with a particular focus on senior leadership team assimilation, normalizing operating models, and onboarding support.★ Achieved strong feedback from L&D programs including learner satisfaction of 91%, leadership program satisfaction of 96%, and 45% of associate exploring discretionary learning opportunities.★ Lead team in developing a multi-year plan and prioritizing budget requests, setting the stage for future human capital investments to ensure achievement of aggressive 8% year-over-year growth.

Lead the talent management process for a business group of 7,500 associates, managing 4 directors of leadership and talent in shaping the organization’s Workplace Solutions/Workplace Investment landscape. Created an overarching leadership development strategy and curriculum, partnering with HR peers to craft a comprehensive management development strategy and baseline leadership curriculum for front-line to mid-level leaders. Direct the sourcing, vetting, and selection of content, technology, and consulting partners key to the design and deployment of best-in-class talent identification, succession planning, and talent development tools and resources. Coach and career-path own team, driving continuous improvement through targeted mentorship.★ Designed and staffed the Workplace Investing Management Development function and co-led the development of front-line and mid-level leadership development strategies. Produced a scalable strategy outlining a “significant upgrade” from past developmental approaches.★ Apply creativity and innovation to talent management and leadership development, earning a reputation for being “extremely action-oriented,” using “superb judgment,” and applying the leadership principle Pace Over Perfection to take “smart risks” and apply “fresh perspectives.”★ Displayed a “deep knowledge” of how to leverage analytical approaches, adult learning techniques, and psychological theories to improve workplace performance. Applied insight to fuel data-driven decisions in learning and development, workplace investing, and OD/OE.★ Surpassed performance scorecard metrics through rigorous focus in implementing the front-line and mid-level leader development programs, partnering with key internal and external stakeholders to increase engagement and talent management contributions enterprise-wide.

Partnered with a peer consulting firm in the development of talent reviews and assessments for executive leaders.

Played a key role in shaping a high-performance, engaged culture, securing mission-critical support from corporate and field leaders. Directed a 5-member cross-functional team in the design and implementation of global learning and development strategies and core curriculum for associates, managers, and executive leaders across North American, Australian, and Asian markets. Steered talent acquisition and development initiatives, providing critical direction for emerging leader and MBA talent pools, bench strength development, and engagement and retention of next-generation leaders. Crafted the vision and mission of the Inclusion & Diversity Advisory Board, defining objectives, tracking performance indicators, and shaping go-forward D&I initiatives.★ Fueled $2 million in cost savings from capstone projects completed by participants of managerial and frontline supervisory training programs, with 91% of participants reporting an increased level of engagement as a leader, and 88% reporting a higher standard of leadership.★ Reengineered the selection process within the MBA Emerging Leader Program, identifying and developing the tools to pinpoint desired leadership behaviors and improve hiring decisions.★ Spearheaded the design, validation, and implementation of a dual career lattice for technical talent, leading a cross-functional team in the creation of this talent engagement resource.★ Improved the effectiveness of HR delivery, partnering with department leaders to design a human resources delivery model, implementation plan, and key metrics to measure effectiveness.★ Created and piloted manager- and associate-level leadership development programs, converting legacy training programs to a new e-learning format to better reach a global audience, meet employees’ emerging development needs, and fuel the identification of new leaders.

Consulted with a nonprofit board—providing childcare scholarships to at-risk children—on program development and efficacy.

Conducted in-depth assessments to uncover gaps in talent management and development, succession planning, change leadership, and culture shaping, responding with strategic coaching and training programs to drive organizational development and effectiveness. Led team effectiveness workshops for multiple management and functional groups, equipping individual contributors and managers with the tools to adopt improved work practices.

Championed change and adoption of an enterprise-wide, end-to-end procurement initiative, coaching senior leaders on evangelizing change, crafting a thoughtful communication strategy, and leveraging behavioral change methodology to drive desired outcomes. Supported continuous improvement and performance transparency through design of appraisal processes, working with organizational leaders to understand the connectivity between KPIs, business objectives, and compensation plans and incentives.★ Captured $2.7 million in cost savings through implementation of new procurement technology platform and processes, installing the systems and tools to ensure sustainable results.