At the County of Orange, we believe a commitment to our workforce is a commitment to our community. That's where my team comes in. Learning & Organizational Development is responsible for talent development for a workforce of over 16,000 people, including professional and leadership development, countywide talent processes, and coaching and consulting services. Together, we help people be their best so they give their best to the citizens of Orange County!

Established the first countywide organizational development function. Built a team of talented OD practitioners who serve as strategic change agents focused on facilitating positive change, transforming culture, and designing organizational strategy. Using a client-centered, consultative approach, our team provides practical and impactful consulting services and designs talent processes to support department and enterprise-wide needs that drive performance, engagement, and retention.The team is responsible for thought leadership and delivering countywide services in five core practice areas: Performance & Engagement, Career & Succession Development, Onboarding & Transitions, Team Development, and Coaching & Consulting Services.

Senior HRBP responsible for strategic oversight, design, implementation, and management of multiple countywide engagement and talent management initiatives, and organizational development projects. Lead talent management and organizational effectiveness divisions. Oversight for multiple programs, including consultants and staff.• Redesigned the performance management process for managers, with a focus on shifting feedback and coaching practices• Lead for Integrated Talent Management System implementation and change management• Designed and implemented strategy for HR professional development• Provide ongoing coaching and consultation or departments, leaders and in-tact teams re: performance, leadership, career, strategy, change management, and organizational health issues

Senior manager responsible for strategic visioning, design and oversight of countywide engagement, leadership development and organizational effectiveness initiatives, including leadership development, organizational development/effectiveness and talent management. Lead a large team of consultants and professional level staff, while serving as a senior HR business partner (HRBP) to executive management.Initiatives included establishing strategic direction for launching a center of excellence model and countywide leadership and organizational development services for a start-up team, facilitating cultural and engagement initiatives across the enterprise, performance management, leveraging technology through the implementation of an integrated talent management system, and succession development through strategic leadership development.

Senior team lead responsible for strategic oversight, design, implementation, and management of multiple countywide engagement and leadership development initiatives. Oversight for individual contributor and management leadership development programs, including consultants and staff.• Designed dynamic program structure and competency-based content for countywide leadership development program targeting all level managers, including implementation, stakeholder management, team management, and strategic project management.• Talent acquisition for newly established countywide learning & organizational development function.• Constructed the division’s financial structure, including methods for full cost recovery.• Organizational development consultation to departments regarding organizational structures, policies, succession development, mentoring, leadership development, coaching, change management, and training. • Co-led acquisition of the County’s first integrated talent management system.• Initiated the Senior Leader Network and established multiple informal learning solutions enabling networking, collaboration, and knowledge management.• Reduced the total operating costs of an award-winning legacy leadership program by 50%, while also improving the branding, communication outreach, and increasing access to courses.• Forged partnerships with local universities for reduced tuition rates, including negotiating increased discounts.

Senior manager responsible for identifying needs, creating business solutions, implementation, management and evaluation for all leadership development, succession development, and organizational development initiatives. Served as an HR Business Partner for executive team members. Established the Learning and Organizational Development Division, building it from the ground up, helping to cultivate a culture of learning and engagement. • Managed a multi-disciplinary and evolving team, leading them to increase quality and streamline processes.• Implemented performance consulting approach to encourage proactive employee relations interventions.• Designed and facilitated OD interventions focused on organizational structure and culture.• Increased enrollment of an existing leadership development program by 120% in the first six months.• Designed and facilitated content for award-winning leadership programs, including all levels of employees.• Designed and launched a formal succession development program for senior managers.• Coached all levels of employees on performance, career, and leadership, including 360°s and IDP creation.• Reimagined and launched a new, comprehensive onboarding process capturing our ‘why.’• Created a career development program.• Authored a mentoring guide for naturally-forming mentoring pairs.• Designed and implemented a performance management training program, later launched countywide.

Supported multiple business lines, including public safety and public aid. Lead for personnel record and transaction management, leave management and return to work, workers’ compensation, talent acquisition and onboarding.

Instructor in the Leadership for Public Agencies certificate program: https://extension.fullerton.edu/leadershipdevelopment/