Lead team responsible for executive talent management across the enterprise, including the strategy and approach for succession planning, talent planning, talent assessment, executive development, and performance management

Lead team responsible for broad-based associate and people leader development across Danaher, including development framework, ongoing development, development assessment, and immersion. Partner with DBS organization to build DBS capability in associates through immersion and development experiences.

Responsible for global talent development strategies and initiatives including development assessment, president/senior leader immersion, and senior leader learning of the Danaher Business System.

Designed and implemented the end-to-end talent strategy for the J&J global HR function and developed the pipeline of current and future leaders in Human Resources globally. Partnered with the CHRO, HR executive committee, and HR-for-HR across the regions to develop global talent pools. Led global team responsible for the development agenda for the function, development offerings, and a talent pipeline program of >60 early in career talents. Led assessment and recommendations for global succession planning approach, reviewed by J&J's executive committee.

HR business and talent partner to EMEA (Europe, Middle East, and Africa) Finance Pharmaceuticals. Worked with the organization on building capability and led the talent workstream of a large organizational transformation. Led the design and implementation of Talent Connected, an enhanced, integrated approach to talent management across all sectors, subfunctions, and tiers of Finance.

Developed strategies to identify and develop talent across the enterprise for J&J using talent assessment and insights, and collaborated across talent management to integrate this work with other key talent processes. Built the talent assessment capability of HR and business leaders globally.

Identified and created meaningful ways to use assessments to select and develop talent globally for J&J. Also had responsibility for the assessment analytics strategy, executive coaching, and efforts related to succession planning, leadership development, and competency models.

Led a range of projects focused on senior leader assessments, assessment capability of the organization, development program and assessment impact studies, strategy for developing emerging leaders, reporting and analytics, executive coaching, and a global process related to Johnson & Johnson's Credo, among others.

PhD consultant & research/teaching assistant while a student in MSU's Organizational Psychology program.Conducted applied projects with a diverse range of companies including Amazon, The Christman Company, Burns & Wilcox, Ford Motor Company, The United Methodist Church, and the Michigan Wildlife Division, among others. Taught college courses in industrial/organizational psychology and statistics.Example research topics: interpersonal influence, leadership, assessment, positive workplace behavior, and teams.

Worked on and led a variety of talent related projects, including the evaluation of leadership development programs, interview development (vice president level through frontline level), employee engagement survey results analysis and dissemination, work sample assessments, and more.