Help inform the strategic direction of the University championed by senior leadership, ensuring the University's strategic direction remains on course and relevant to the changing, competitive business environment.Work with business units to define and prioritize initiatives that will most effectively allow the University to achieve its strategic objectives and ensures that business units' initiatives are aligned and support overall objectives.Assist business units in defining and articulating the value and appropriateness of proposed initiatives, allowing senior and executive leadership to make informed decisions.

• Develop and execute highly complex, strategic change initiatives.• Partner with executive leaders to drive change management strategies.• Lead cross-functional engagement to drive organizational alignment.• Collaborate with technology and other executive business leaders to design new process and operating models to improve organizational effectiveness and drive business results.

Develop strategic vision for organizational and leadership development initiatives for the university to strategically strengthen and align human capital with business needs. Employ acute diagnostic skills to identify business challenges and recommend or lead targeted interventions that improve business results. Evaluate initiatives to foster continuous improvement. Lead and manage cross-functional teams in a matrixed environment that improve organizational and leadership effectiveness. Manage budgets. Examples:● Partnering with VP/CPO, VP/CFO, and UNLV’s Learning and Development Alliance, created a pilot program to develop best practices culminating in UNLV’s Leadership Coaching Program (LCP), a program that contributes to organizational success by elevating leadership competencies (listening/communication, accountability, conflict resolution, performance management) across all levels of the organization. Led an ad-hoc committee through the RFP process to choose a group of external coaches to be matched with employees. 100% of participants who completed the program indicate their leadership competencies improved after engaging in LCP. ● Leadership Experience and President’s Fellows Program. Collaborated with leaders in the office of the President and Provost to create these programs to prepare and strengthen tomorrow’s campus leaders and enhance succession planning. Designed mentoring strategy for these programs. Educated participants on the role of mentor, mentee, and manager, and related expectations. ● Led and conducted organization-wide needs assessment to proactively identify leadership competencies required to improve business success and culture. Built strong relationships with internal and external trainers. Led design and implementation of the Management Training Academy to improve job performance. 93% of leaders who participated indicated the skills they learned would help them be more effective in their jobs.

I worked with large and small organizations with budgets ranging from hundreds of thousands to billions. I partnered with organizations to address comprehensive strategic issues. A sample of clients and outcomes includes:Banner Health (with assets of over $6.4B and employing 50,000 people). I engaged with C-suite and nurse leaders to improve nurse retention, leading to a savings of $1.7M in the first month of the project.University of Arizona College of Engineering, with a $3.5M annual budget and employing close to 350 people, engaged me to study their culture. Recommendations led to improved communication, stronger leaders, and more engaged faculty and staff .Pima Community College. I trained leaders of Pima County Public Libraries. This effort reached over 500 people and led to increased engagement, improved morale, and more effectiveness and efficiency in the main Library and its 26 branches.University of Arizona Health Sciences, the statewide leader in biomedical research and health professions training, with a budget over $1B and employing almost 5,000 people, engaged me to collaborate with them to improve the leadership environment and communication. The sum total of people Ms. Collier worked with were responsible for and monitoring budgets that totaled $126M.Vail School District (with an $80M budget and employing approximately 2,000 people) contracted with me to assess the capacity of its Community Programs during leadership transition. Through leadership development, succession planning, and strategy, they grew their programs and services and stabilized.University of Arizona Libraries (with eight departments employee over 200 employees) hired me to evaluate their HR policies and procedures. This work quickly focused on culture, with outcomes including empowered leadership; increased morale and trust; improved retention of employees; and streamlined, efficient policies and practices.See Projects also.