Lead the learning and development efforts for an employee-owned homebuilder that builds exclusively in Texas.- Managed a project to update a Word-based construction manual to a fully digital solution on SharePoint- Planned, curated, and executed annual Learning Week and monthly Learning & Development newsletters- Researched, selected, and implemented a new learning system and curated the library content providers- Outlined and got alignment with executives to launch a new annual performance enablement process for the organization with three specific touchpoints that replaced the outdated performance review approach- Created classroom and online training to support the performance enablement change and rollout to managers and frontline employees- Streamlined John Maxwell’s “5 Levels of Leadership” workshop materials and facilitated with two SVPs- Conducted coaching engagements that include 360-degree feedback collected by an anonymous survey

- Created onboarding orientation and checklist for first leadership development program- Planned and executed the first annual Learning Week

Contracted with a global insurance company to create their executive level development playbook. Playbook was intended to bring more awareness to the 17 different leadership attributes and to detail ways for the executives to improve. Each attribute included specific ideas to build capabilities through on-the-job experiences and educational resources (books, articles, videos, podcasts, and LinkedIn Learning courses).

Directed and implemented learning and talent development programs across the enterprise of 14,000 associates in the corporate office, 43 Full-line stores, 28 Last Call stores, e-commerce teams, and distribution facilities.- Designed a learning approach to support a company-wide cultural shift to a “Results-Only Work Environment” and created initiative branding, facilitator-led session materials, videos, job aids, and a SharePoint site- Accelerated a five-month rollout strategy to launch training in 4 days to 5000 selling team members virtually for a new iPhone app, enabling them to sell from home during the pandemic- Developed learning strategy and created content for the launch of LinkedIn Learning- Directed a multi-year change project to create a more balanced leadership and coaching model in all stores by managing the rollout approach, training in-store “Super Users,” facilitating a three-day onsite leadership program, measuring adoption through surveys, and monitoring performance indicators- Created and executed a strategy for the largest and most successful store opening in NMG history which included being onsite in NY to onboard and train 38 managers and 230 associates - Elevated annual VP leadership program by updating learning content and aligning delivery method to better meet participants’ needs, while shortening time commitment, increasing collaborative relationships, decreasing costs, and improving overall satisfaction- Planned and facilitated leadership development programs at annual meetings for VPs and Sales Managers- Curated 75 learning paths aligned with NMG specific leadership competencies in the LMS to provide targeted development at both the exempt and non-exempt levels- Directed the approach and training to improve coaching skills for 650 Sales Managers in preparation for a change to the Sales Associate Goal Setting and Performance Management process- Coached and developed 3 Regional Store Trainers to prepare them to teach in the field

Created and managed learning programs to improve sales and customer service in the 42 Full-line stores.- Conducted organizational design research, focus groups, and analysis to determine the best structural approach with job role and performance management changes for the planned cultural shift in the stores- Partnered with Stores SVP, HR, Operations, Visual, and PR during three new store openings to manage and distribute the corporate-wide calendar of set-up activities, in addition to, planning and facilitating all training - Improved Customer Service scores by 4.4% by targeting bottom tier stores with training aligned to customer’s satisfaction areas; and then later to all stores for an additional 2% improvement in company’s overall results- Established a new process for Corporate New Hire Orientation, facilitated monthly sessions, and conducted train-the-trainer sessions to transition this responsibility to other members of the L&D and HR team- Increased Sales Associate iPhone usage for customer outreach, while addressing communication etiquette, by creating courses that were conducted by each store’s “iPhone Champion” and then later created as eLearning- Implemented a new talent management system (Cornerstone OnDemand) and drove user engagement through contests, new eLearning modules, and by transitioning content from other internal websites to new "Communities"

Created learning programs for the Dallas-based Corporate Teams and 39 Full-line stores.- Organized all activities for management and non-exempt training for two new store openings which included creating agendas, presentations, participant materials/notebooks, facilitating sessions, arranging vendor product knowledge sessions, and communicating daily training activities to onsite management- Streamlined the instructor-led selling training program resulting in eight less hours in the classroom and a better learner experience by reducing video content, adding interactive exercises, and updating facilitator and associate guide design- Created content and managed webpages on "NMG University" for New Hire Orientation and Executive Development Programs- Improved the management onboarding experience through the creation of New Manager Learning Paths and published seasonal calendar of web conference offerings- Facilitated numerous Corporate ILT and store directed VILT sessions on business and leadership topics

Created and supported learning programs for the Dallas-based Corporate Teams and 37 Full-line stores.- Facilitated manager and associate training sessions at two new store openings- Developed and facilitated new ILT and VILT courses on leading and coaching teams- Redesigned New Hire Orientation from an outdated paper associate guide to a leader-led interactive presentation

Serviced and supported the Fort Worth Store Team which included 25 members of management and a store team of 200+ associates.- Hired quality candidates and managed their on-boarding and performance management process- Conducted all new associate training; including new hire orientation, register, diversity, and sales training- Increased sales associate productivity by coaching managers on ways to improve specific selling/service skills- Coordinated monthly and year-end recognition activities and events

Supported the Corporate Sales Support Divisions and 30 Full-line Stores.- Recruited, screened, interviewed, and hired quality talent for Corporate Sales Support positions in the downtown Dallas Corporate Organization and Senior Management positions in the Full-line stores