• Expansion of previous role to encompass full talent strategy and execution related to talent development & management, and employee engagement & experience

• Develop and execute the Talent Development strategy across the institution to improve the employee experience and support development while also enhancing our status as an employer of choice, while leading a team• Conduct research and benchmarking to guide the HR transformation, lead the change management, and influence team members and stakeholders to see and buy-in to the vision • Craft development plans for the entire HR team, and each function within the HR team to re-skill and up-skill individuals and teams to meet the needs of the new HR operating model• Serve as a project leader and provide SME expertise on talent architecture and career pathing as part of a campus-wide job classification and compensation project realignment study of ~2700 positions• Evaluate and amplify the employee and leadership development programs to meet the current and future needs of our workforce• Plan and execute the annual staff appreciation and award recognition banquet for almost 300 people, with a cross-functional team, within budget• Establish talent operations and norms so the team can effectively handle requests, work with SMEs to develop quality materials, and implement solutions

• Designed workforce development, non-credit, for-credit college courses, programs, and training materials with innovative and technology-assisted course delivery options while applying the Quality Matters (QM) rubric • Consulted and coached subject matter experts on learning experience design and training development for workforce development programs• Managed projects, provided faculty, instructor & SME consultation and support, completed ongoing course evaluation and revision, and ensured quality assurance• Improved processes and project management approach resulting in increased visibility, better communication & collaboration, and speed of execution• Co-chaired the first BOLT (Better Online Learning Together) Conference for online instructor education and networking

• Consulted and evaluated current state programs and made recommendations for improvement, scalability, and alignment across the organization globally• Developed training, resources, communication, and change management plans for key strategic talent initiatives such as: new employee onboarding, performance management, talent architecture and leadership development• Redesigned the employee onboarding program to better prepare and engage new employees to commit to the organization and be productive• Designed and developed learning experiences in a variety of modalities such as instructor-led training, self-paced eLearning, and job aids

• Managed the function and had strategic and operational responsibility for Learning and Development, Leadership Development, Employee Engagement, Reward & Recognition, Performance Management, and Talent Analytics for over 4000 employees globally, while leading a team.• Created the framework and oversaw the early talent development programs for college students and recent college grads such as the Professional Development Program (PDP) and internship program as the Program Manager• Redesigned the Performance Management framework and process with a new philosophy, approach, training materials, job-aids, communications, and website resulting in improved performance and increased use of continuous and ongoing feedback• Developed the employee listening strategy and developed, distributed, and analyzed quarterly employee engagement surveys, presented the results to executive leadership, and created action plans with business unit partnerships• Scaled training and HR Programs through exponential growth due to acquisitions and organic growth by focusing on change management, communications, training modality, sustainability and asynchronous work across time zones and countries• Designed, developed and executed onboarding strategy for training new employees as part of acquisitions and integrations, including: orientation, new employee onboarding roadmaps, checklists (employee and manager), and a mentoring program• Designed & operationalized curriculum for a variety of programs such as Management Essentials, Leadership Development and Presentation Skills• Participated as a core project team member on several cross-functional projects and company-wide initiatives such as the TMS UI Modernization Project, Rollout of Microsoft Teams, annual compliance training, new product releases, etc.• Acted as Project Manager for Talent/HR programs, projects, and initiatives• Wrote and distributed internal HR communications• Won “One to Watch” award from ATD

• Conducted needs analysis which resulted in designing, developing and facilitating a two-week blended training program for new employees with industry and transportation management system (TMS) content resulting in a 15% retention improvement for the first year of employment• Partnered with SMEs to develop specific technical and soft-skills training for different roles and departments with delivery methods including classroom, virtual, eLearning, and videos• Designed eLearning courses using Articulate Storyline and Rise, and videos using Camtasia. Managed the learning management system and distribution of content• Developed Train the Trainer sessions to educate others on effective facilitation and coach them through the process• Supported the Brokerage division as their HRBP by providing hands-on support, guidance, and recommendation for: recruiting, onboarding, training, talent management (talent reviews and succession planning), performance management, employee engagement and employee relations by analyzing the relevant data and telling the story• Evaluated and implemented a new LMS & improved employee training participation by 33%• Actively participated in several LSS Kaizen events, green belt and black belt projects• Partnered with internal support groups such as Corporate Communications to be a brand ambassador and IT to bridge gaps between different departments and build strong cross-functional teams• Led the culture committee with a focus on creating an inclusive and thriving work environment• Awarded the Transplace “Thrill the Customer” Challenge Coin

• Designed and developed instructor led and eLearning courses for over 1000 employees. Facilitated instructor led classes• Defined the philosophy and approach for what it meant to Thill the Customer. Developed and implemented ILT and VILT across all locations and led train the trainer sessions to scale. Developed marketing materials. This program resulted in the achievement of a 5/6 on our annual Customer Satisfaction Survey.• Managed the learning management system (LMS) as an administrator. Responsibilities included, but were not limited to: setting up automated enrollment/distribution rules, administering credit, uploading new courses, editing communication templates, and running reports• Managed the FLP (future logistics professional intern program for high school and college students) and relationships with high schools and universities• Coached employees one on one via “TMS Office Hours." This was an informal setting where employees could come ask me questions one on one about our transportation management system (TMS)• Built strong relationships with internal business partners, employees, and outside vendors• Managed the Tuition Reimbursement program• Won “Training Excellence Award” from Infor

• Maintained a healthy relationship with my customers (Ventor (previously Huntsman Pigments), KMG- Electronic Chemicals and KMG-Wood) and carrier base while taking care of their logistics, transportation and customer services needs • Actively listened to comments and concerns from customers, carriers, vendors and co-workers• Performed the daily tasks such as, but not limited to: entering shipments, planning & optimizing shipments, freight rate negotiation, tracking and tracing through delivery, solving problems, making difficult decisions, running business intelligence (BI) reports, creating Ad-Hoc reports, freight payment, and providing excellent customer service to both customers• Communicated effectively to exceed thrill the customer and exceed expectations through the system, phone, e-mails, and instant messages• Trained new team members who joined the office on the systems, technology, industry basics, and customer service

• Conducted job analysis to revise job descriptions for all roles in the office. • Modernized the employee handbook to address the needs of a growing organization. • Created the policy and procedure manual to ensure operations excellence as the company expanded. • Coordinated professional development sessions.• Screened applicant resumes & conducted phone interviews.