A 26 year HR leader with proven experience in culture, employee engagement and 13 year Strategic Culture, Diversity, Equity, Inclusion and Belonging leader driving culture transformation and change management work throughout global organizations and systems addressing biases, microaggressions, cultural competence issues, discriminatory practices, and systemic inequities.

• Strategic Workforce Planning • Performance Management • Culture & DEI• Leadership & Management Development • Employee Relations • Talent Acquisition • Internal Communications• Talent Management (L&D) • HR Legal • Community Engagement & Philanthropy• Employee Engagement

Strategize & Execute Diversity, Equity, n& Inclusion & Culture Strategy: Create and manage DIB program for organization with 7000+ employees nationally.Responsible for building an enterprise wide D&I strategyServe as trusted advisor to the Chief Executive Officer, Chief People Officer, and executive leadership, and People Leadership Team (PLT) on how to best communicate with and engage employees on D&I.Research and advise on external diversity & inclusion trends and best practice.Develop and partner with Employee Resource Groups (ERGs) or employee-run affinity groups to drive membership, garner feedback and support an inclusive environment.Partner with People team Centers of Excellence, ERGs and business leaders on the implementation of strategies, tools and communications that promote D&I.Evaluate existing policies and practices and make recommendations for change that support equity and inclusion. Cultivate and maintain relationships with key external diversity organizations and vendors to improve employer brand.Aggregate and analyze employee demographic data and conduct research on data findings Develop and evaluate metrics that measure the success of program initiatives; prepare summary reports, dashboards and recommendations based on analytical insights for review with key stakeholders.Leadership Responsibilities and Integration: Play a lead role in the creation of a Company leadership diversity counsel to support strategic and tactical diversity and inclusion efforts and initiatives; Engage Executive leaders in inclusive leadership behaviors and leading inclusive teams Advise Senior Leadership on issues pertaining to diversity and inclusion; Work closely with Learning and Development team on training, education, and various programs to support diversity and inclusion initiatives.Work closely with Human Resources and Senior Executive Leadership on Leadership Development pipeline and Succession Planning

• Acquired By Siemens Healthineers.• Compensation oversight and strategic planning (Sr. Manager - Compensation, 2 - Compensation Specialist reported to me)• Talent Acquisition oversight (1 - Sr. Manager - TA & DEI, 11 - Recruitment Coordinators) • Performance Management (1 - Manager - Talent Performance, 3 - Performance Specialist)• Talent Development (2 - Sr. Managers - Training & Development, 7 - Corporate Trainers)• Culture (1 - Director - People & Culture, 2 - DEI Specialist, 1 - Corporate Culture Advisor)• Leadership Development (1 - Director - Organizational Development & Design, 5 - OD Specialist & Advisors)• strategically lead and manage the people function for organization with 11,000+ employees globally across 47+ countries. • Responsible for building an enterprise wide D&I strategy and program following a review of existing state of organization compared to external best practices.• Serve as trusted advisor to the Executive Leadership Team (ELT) on how to best communicate with and engage employees on D&I, to increase awareness of leadership behavior and the deeply held assumptions and biases which may exist in our business today.• Evaluate existing policies and practices and make recommendations for change that support the cultural shifts necessary to provide an inclusive work environment for all our people.• Cultivate and maintain relationships with key external diversity organizations and vendors, with the intention of working together and improving employer brand.• Support and guide the Talent Acquisition team to help create a brand that appeals to diverse applicants and remove biases from hiring practices • Aggregate and analyze employee demographic data and conduct research on data findings  • Develop and evaluate metrics that measure the success of program initiatives; prepare summary reports, dashboards and recommendations based on analytical insights for review with key stakeholders.

an internal professional development program for entry to senior level executive professionals on business acumen, strategic thought, leadership, critical thinking, executive presence, inclusive culture, managing up, managing workplace stress and more. This program host multiple executive leadership coaches during the program that come to share in areas such as innovation, courageous leadership, and leading inclusively and strategically.

Develop & Implement Talent Acquisition Strategies:  Expert on Strategic Workforce planning  Developed strategic initiatives for diversity and culture at the department level Developed, implemented, and supervised Annual College Internship Program  Developed, implemented, and supervised New College Graduate Program  Implemented New Applicant Tracking System (Taleo)  Supervised, Revised and Enhanced Employee Referral Program Served as EEO/Diversity Officer  Handled minimal employee relations/performance management situations  Supports internal promotional recommendations by researching internal data.  Maintains information systems for the collection, retrieval, accessibility and usage of employee information.  Researches system and data integrity issues. Acts as Subject Matter Expert as it relates to the ADP Talent Module and ATS.  Compiles the EEO/Affirmative Action Plan data. Reviews existing plan and establishes reports to monitor and track employment practices and provides recommendations to management for promoting and improving Affirmation Action Plan for the coming year.  Exercises discretion in administering their responsibilities to minimize liability to the credit union based on human resources practices. Supports the growth of the credit union in a manner that is aligned with the credit union’s mission, vision and values.  Develop and Implement Diversity & Inclusion Strategies:  In collaboration with Senior Leadership, lead Company in the development and execution of a strategy that supports the strategic, operational, and talent initiatives.  Provide thought leadership and subject matter expertise and partnership to senior leadership and management to drive equity, diversity, and inclusivity awareness and training.  Develop strategies to support the identification of relevant, national and local diversity organizations and resources that enable greater access to diverse talent.

• Supervised a team of four Talent Acquisition Coordinators I and II. • Managed EEO, Diversity, Equity and Culture initiatives

• Recruited graduates from many local colleges and universities such as UC, Irvine; UCSD; SDSU; USD

• Supervised a team of eight Retention Specialist and Retention Analyst • Administered Performance management for my staff• Experience with leading our Retention Initiative for an organization of 11,000 military personnel• Decreased retention loss by 34%. • Executive leadership strategist for retaining high performing talent.