Lead teams to delivery highly complex business transformations, m&a, and technology implementation activities in the culture, change, leadership and organization design space.

Increase in role responsibilities tasked with assessing, advising, planning, and implementing complex change initiatives. Accountable for leading Organization Change Management teams to deliver work, maintain client satisfaction, and partner with cross-functional delivery teams. In addition, actively developing strategies and approaches to address root issues of client challenges through understanding the client context.

Promoted to lead a team to create and execute talent development initiatives and drive business results on a global scale. Responsible for identifying strategic priorities through partnering with Sr. Executives and HR business leaders. Develop and execute roadmaps while balancing priorities, pace, and business needs. • Inspired and directed the team through launching a new approach to leadership during a time of turmoil. Managed change effectively while we went through a reduction-in-force, acquisition, and restructuring. Leveraged the change to create a sense of urgency. • Assessed and clarified our Employee Value Proposition through survey data and leadership engagement. Created and interpreted 27 reports for global leaders. Provided the tools to communicate and respond to the results locally. Engaged 75 of our top leaders to clarify priorities and provide context to the results.• Orchestrated the Global Leadership Conference which led to identifying top challenges getting in the way of leadership effectiveness. Used outcomes to define leadership actions. • Enabled leaders to have visibility of enterprise-wide objectives, align strategies, set priorities for resource investments and establish accountability through developing an approach and format for our Balanced Scorecard. • Identified a business need and stretch project as an interim HR leader in the Asia Pacific (APAC) region (2015 – 2017). Provided strategic HR partnership to the SVP and built understanding of the APAC region.• Facilitated Marketing and R&D teams to greater effectiveness in their process and collaboration. Through an OD intervention conducted interviews, summarized observations, and created a process to bring the team to greater alignment around roles, leading to a more effective road mapping process. • Coached executive and team through an innovation approach leading to pilot application of new roles and process.

Oversaw the design and development of organization and talent development initiatives. • Identified content, designed, and coordinated our Global Leadership Conference annually for 70+ leaders.• Trained and educated HR team and managers on a variety of people skills and process. • Created change management toolkit. Provided training, consulting and implemented techniques.• Researched data, created communication, and empowered manager action around employee engagement • Pioneered monthly dashboard in order to track, summarize and understand leadership team strengths

During intensive study and graduate assistantship, led projects to continue building experience in various disciplinesAssociate Researcher, Wellbeing — (St Thomas, 2011 - 2012)• Co-designed research to determine whether employee wellbeing is related to presenteeism, proactive behaviors, destructive behaviors and performance. • Analyzed and communicated results to participating companies. • Conducted interviews with local CEOs and aggregated data to inform publication on innovation. Assistant OD Consultant — (The Bailey Group, 2011)• Administered and implemented The Bailey Group 9-factor Employee Engagement Survey in order to identify areas of opportunity within client companies for increased employee engagement and attainment of company goals.Employee Engagement Project Lead — (ReconRobotics, 2011)• Developed and implemented an employee engagement and satisfaction survey by conducting research, completing qualitative interviews and distributing an employee survey. • Analyzed and summarized results and recommendations to the senior management team on areas of satisfaction and engagement.

- Provided all Human Resource support for over 50 clients and 600 employees including anything from employee development to policy implementation.- Developed and maintained HR infrastructure within small and medium-size businesses in order to enable business owners to focus on their core business.- Worked with business leaders to assist them in understanding the impact of human resource principles in their organizations.- Coached, trained and guided business owners and executive management in HR related initiatives including but not limited to: recruitment strategies, hiring procedures, performance management, conflict resolution, employee communication, supervisor development, and corporate culture. - Created development plans for employees, enabling managers to facilitate performance improvement. - Identified and defined core competencies for positions within multiple industries and used them in recruitment processes and staff development.

- Provided all generalist support for a 350 employee financial sales company.- Partnered with management to create and implement a performance review process that encouraged employee growth and higher production.- Developed training and promotion plan for high-potential employees to become effective managers. - Identified talent gaps for more effective workforce planning.- Initiated, coordinated and administered the Corporate Wellness Program. - Improved process and conducted new hire orientations and HR system training for all sales and administrative staff. - Conducted exit interviews and developed a management plan based on feedback.- Trained and managed HR assistant on all duties including data entry and projects.

 Developed and implemented a plan for sourcing, recruiting, on-boarding and training for call center staff.- Worked closely with managers to ensure positive environment and constructive handling of employee relations issues.- Performed full life-cycle recruitment for all open positions from entry to director level for various departments and skill sets. - Provided all recruitment, HR administration and employee relations needs at a corporate site of roughly 300 employees - Active knowledge of basic employee and labor laws as well as ENH HR policies in order to carry out daily duties.