Corebridge Financial (NYSE: CRBG), formerly American International Group, Inc. (AIG) Life & Retirement, is one of the largest providers of retirement solutions and insurance products in the United States. We are passionate about giving people the power to help reach their financial goals. We offer industry-leading tools, engaging experiences, and expertise to fuel your success. We deliver an expansive portfolio of products to serve your unique needs, and we proudly partner with financial professionals and institutions to make it possible for more people to take action in their financial lives for today and tomorrow. At Corebridge, we believe no one achieves a financially secure future by accident—great things happen when people take action.As the Head of People Analytics, I am responsible for developing a Center of Excellence to support critical data and analytics demand of insights and trends. I ensure that people, processes, and technologies are in place to effectively meet the high demand of data insights and partner with internal customers and stakeholders in posing questions and solving challenges presented by data. I provide thought leadership and bring best practices to the enterprise.

Forbes Human Resources Council is an invitation-only organization for senior-level human resources executives across all industries.

American International Group, Inc. (AIG) is a leading global insurance organization. Building on 100 years of experience, today AIG member companies provide a wide range of property casualty insurance, life insurance, retirement solutions, and other financial services to customers in more than 80 countries and jurisdictions. These diverse offerings include products and services that help businesses and individuals protect their assets, manage risks and provide for retirement security.As the Head of People Analytics, I was responsible for developing a Center of Excellence to support critical data and analytics demand of insights and trends. I ensured that people, processes, and technologies were in place to effectively meet the high demand of data insights and partner with internal customers and stakeholders in posing questions and solving challenges presented by data. I provided thought leadership and bring best practices to the enterprise. Our team successfully separated, migrated, and validated our data warehouse, infrastructure, ETL process, integrations, and reporting in preparation for the Corebridge Financial IPO.

Since its founding in 2003, Perceptyx has been revolutionizing the employee survey and people analytics industry, delivering enterprise-level employee surveys and people analytics to more than 30% of the Fortune 100 and 20% of the Fortune 500. With an unrivaled technology platform and a personalized, flexible approach, the Perceptyx technology makes it easy for managers and HR or business leaders to discover insights deep within large and complex organizations, driving meaningful action to improve business outcomes. Driven by a deep intellectual curiosity and culture of innovation, Perceptyx is challenging the status quo – to help people and organizations thrive.I had the pleasure of leading people analytics, where our team solves a wide range of challenges for clients at the intersection of people data and business outcomes and serves as the source insight for employee listening and people analytics.

Global Talent Management Science helps Amazon grow and retain the best talent by measurably improving every people decision made across the company. I led a team responsible for talent mobility: With more than 43K (21%) L4+ employees transferring to new roles, we developed mechanisms and resources for managers to discover best-fit talent and employees to discover best-fit roles. We do this by discovering signals in workforce data, infusing intelligence into Amazon’s talent processes, and guiding HR leaders to pursue opportunities with tangible returns. Our multi-disciplinary approach spans field research and behavioral sciences, data engineering, reporting and exploratory analytics, and applied sciences such as economics and machine learning.

Talent Plus, Inc. is the leading talent assessment partner and a premier, global human resources consulting firm with over 400 world-class, growth-oriented clients. Based on empirical data, Talent Plus has developed reliable, validated instruments that allow clients to assess an individual’s aptitude to perform a specific job with excellence.As Chief Science and Consulting Officer at Talent Plus, I led a team of nearly 40 research, leadership, and management consultants. Together, we are responsible for developing and implementing innovative and high-impact solutions that identify and grow talent—a person’s capacity for near-perfect job performance. Our clients have the benefit of knowing that the solutions they receive are built with the highest degree of scientific rigor and integrity so that they can make wise decisions in the selection and development of their teams. As part of the executive team, I helped develop the long-term vision and strategy for Talent Plus, as well as helped guide Talent Plus in areas of quality and innovation.

Aon Hewitt is the consulting arm of Aon plc (NYSE: AON) and is among the top global human capital and management consulting firms. I was a Consultant in Aon Hewitt’s Research and Innovation team—part of the Assessment, Selection & Leadership group within the Performance, Reward & Talent Consulting practice. I spent the majority of my time on research and innovation activities focused on creating, maintaining, and enhancing personnel assessments and consulting practices. I worked closely with a number of Fortune 100 companies to implement innovative, impactful, and legally defensible assessment and selection solutions, which have included traditional and adaptive logical reasoning, mechanical comprehension, reading, personality, leadership potential, biodata, and situational judgment tests—taken by over 10M candidates annually.Specific projects I led included technical documentation and continuous improvement activities of Adaptive Profile Reasoning (AP Reasoning) Test, parameterization and computerized adaptive testing (CAT) simulations of Adaptive Profile Quantitative (AP Quant) Test, documentation of the equivalence between adaptive and flat (conventional) Industrial Suite tests (Industrial Reading & Skills; Mechanical Comprehension), refinement of legacy flat-form tests to better support new, CAT offerings, securing internal stakeholder support and funding for the development of both Aon Hewitt’s Scientific and Legal Advisory Boards (SAB; LAB), managing test translations in over 20 target languages for implementation at a Fortune 100 client, and development of a holistic, tailored solution that enhances comprehensiveness of assessment and overall validity for a specific job, while allowing for rapid implementation without the need for immediately collecting local criterion-related validity. In addition, I wrote a client-facing position paper in response to The Wall Street Journal's "Are Workplace Personality Tests Fair?”

Wonderlic, Inc. is a recognized leader in the development, delivery, and support of both employment and educational assessments. I managed a team of Industrial-Organizational Psychologists who were responsible for the creation, maintenance, and enhancements of assessments and consulting services. More specifically, I was responsible for leading and advising assessment development efforts to enhance the psychometric quality of Wonderlic offerings. I designed and built content and psychometric systems to support Wonderlic’s evolving business needs, led technical activities in support of approval/compliance efforts with government regulations, and documented and presented findings to support the validity of Wonderlic products and services. During my tenure, five assessments were launched to market: Automated Reference Check, Wonderlic Basic Skills Test – Non-Proctored (WBST-NP), Wonderlic Advanced Skills Test – Non-Proctored (WAST-NP), Student Engagement Survey, and Motivation Potential Assessment (MPA). The MPA, which measures key characteristics and work preferences that were shown to be strong indicators of employee engagement and performance, is the fastest growing, non-cognitive assessment in Wonderlic’s 75+ year history. In addition, I helped secure the U.S. Department of Education’s approval of the Wonderlic General Assessment of Instructional Needs (GAIN), an assessment that measures advances in educational functioning levels (EFLs) for learners in Adult Basic Education programs. Lastly, I refined both Wonderlic's Research Donation Program and Research and Development Internship Program, collaborating with over 100 faculty members.

The mission of the Center for the Study of Family Violence and Sexual Assault (CSFVSA) is to promote research that informs prevention, intervention, and treatment related to family violence and sexual assault. As a Research Fellow, I focused my effort primarily on exploring the psychometric properties of the Child Abuse Potential (CAP) Inventory, a highly-regarded and widely-used questionnaire that was designed to provide an estimate of parental risk in suspected cases of child physical abuse. In addition, I designed social-cognitive experiments to assess aggressive behaviors and aggression accessibility in at-risk parents.

I was responsible for the design, implementation, and analysis of a safety management system questionnaire. Furthermore, I designed and conducted the evaluation process for the Closed Point of Dispensing (POD) programs for San Diego Department of Health and St. Louis Department of Health. Lastly, I wrote a handful of member communications, some of which were published in the annual Injury Facts. These analyses and reports included:•The effect of comprehensive safety management systems on occupational injury rates•The impact of economic recession periods on motor-vehicle death rates•Employer policies and employee behaviors regarding using electronic communication devices while driving•The recent rise of unintentional deaths due to drugs

•Contributed to an enhanced, interdisciplinary, understanding of the sociotechnical factors and dynamics influencing the effectiveness of virtual organizations (Center for Research on Collaboratories and Technology Enhanced Learning Communities; Cotlco; Syracuse University)•Conducted a comparative mixed-methods meta-analysis and model development of “virtual organizations as sociotechnical systems” (VOSS)•Trained and managed undergraduate research assistants on data collection, data entry, and the research process•Organized and maintained a lab work schedule for 17 research assistants•Critiqued manuscripts for publication and recommended reviewers for submitted manuscripts for the Journal of Experimental Social Psychology and Journal of Business Psychology•Aided professors in teaching the graduate-level ANOVA and Regression statistics courses, each containing 30 students•Taught two sections of introduction to psychology, each containing 55 students•Created and delivered a “tips and tricks of SPSS, Excel, MediaLab, and DirectRT” seminar•Collaborated on multiple research projects with tenured professors and graduate student colleagues

•Statistical analyst for the Communication Sciences and Disorders department•Analyzed sabbatical research data for a member of the Speech Communication department