Lead, direct, and manage the performance management and workforce development functions. This includes setting the strategic direction of the Agency-wide performance management and workforce planning activities that impact the success of the ability to develop and retain staff. Also lead and develop continuous improvement of workforce analytics and implement workforce strategies that are data driven, creative and innovative.

Provide supervision to students in a variety of special education and regular classroom settings.Support student academic needs, as well as social, emotional, and self-care needs in a variety of settings as assigned.Collaborate with other paraprofessionals for the benefit of all students.Help students develop life skills.

Accountable for identifying, prioritizing, managing and optimizing partner strategy, structure and opportunities within Lifespark's Partner Network. Also responsible forfor managing the resources available to expand and deepen relationships specific to the Partner entities and ensuring value creation for all parties is identified, measured, communicated and monitored.Maintained close partnerships and congruent program roadmaps with the Partner Network internal and external teams. Responsible for all aspects of Lifespark Complete to Partners.Developed and managed the training roadmap to integrate new partners. This roadmap was to ensure success for partner integration as well as onboard new team members to feel confident and competent in their roles. Developed the onboarding training materials to onboard current and new staff at partner levels.The onboarding time was reduced from three months to three weeks. Accountable for on-demand, monthly and quarterly performance reporting across the Partners' portfolios. Lead quarterly business reviews with internal and Partners' Executive Leadership teams. Owner of the Voice of the Partner strategy and execution. Mapped partners' feedback and provided recommendations to enhance partners' NPS and quality of care.

I oversaw of the Organizational Development and Learning team and systems to strengthen employee knowledge and abilities and improve leadership capabilities to support the overall health of the organization. I partnered with the organization’s executive team to identify and diagnose organization needs, design programs, and initiatives to meet those needs, and ensured delivery systems were efficient and cost-effective. I provided support and guidance through change management strategies helping the organization adjust to large-scale transitions. Designed and implemented the following Programs: Leadership Development Cohort Strategy. This cohort approach meets leaders where they are at and prepares them for future roles. Virtual New Employee Orientation. This just in time, virtual orientation encapsulates the Mission, Vision, Employer Brand, Culture and our stance on Social Justice and Anti-Racism. Developing Leaders Within. This collaborative partnership among local nonprofits to recognize, value and develop staff at each participating organization. Emerging Leaders Program. This proactive training track is for individual contributors for career development of ready now internal talent. Education Assistance Program for staff to enroll in programs that fit the needs of the organization. This program has partnerships with many different college and universities, tuition benefits for current students and introduces staff to our Financial Counseling team to help with loan repayments. LMS Administrator. Created the strategy and communication plan to successfully launch the LMS. Moved utilization rate from 16% to 60% in under a year. Liaison to vendors for compliance and development courses in LMS. Renegotiated multiple contracts for maximum usage. Led a team of L&D professionals as well as oversight to business divisions for council of needs analysis, instructional & learning experience design, implementation of learning solutions, and evaluation of learning impact.

Owned end-to-end vision and successful delivery and execution of all aspects of team’s programs and projects. Spearheaded and managed complex projects; from ideation, road mapping, execution, and implementation. Brought value-add knowledge, expertise, and exposure of products and resources to leaders and external partners. Worked with internal and external stakeholders to ensure projects were completed within desired timelines and on budget. Created monthly measurements and tracking to meet desired KPI’s.Led departments’ programs (in agile environment) and served as knowledge expert on adult learning methodologies to creating a full suite of financial literacy curricula for consumers and leaders to purchase. Established key performance indicator (KPI) measurements and reporting of programs, ensuring success of programs’ launch implementation and hand-off. Co-led Employee Engagement Team that actively worked to develop and foster a positive employee relations climate, high employee engagement and be an employer of choice.Discovered learning opportunities with outside vendors, managing relationships and logistics

Provided strategic leadership for Organizational Effectiveness and Talent Management across PHS. Applied systematic processes (Lean Methodologies) of discovering and analyzing human performance gaps, plan for future improvements, and designed and developed solutions to close performance gaps.Created and successfully launched PHS Onboarding Program, taking employees from new and inexperienced to confident and competent sooner in their roles. Oversaw the Talent Management Strategy which identified high potential leaders, developed those key players and placed the leaders in new leadership roles. Led the overall redevelopment of Performance Management Strategy giving every employee in company the opportunity for formal performance reviews and development plans. Led the implementation the Executive Leadership Program, a four-level program that included but not limited to: leadership styles, strengths and how to be a servant leader. Co-wrote the HR Handbook that included all aspects of hiring, onboarding and training employees. Built a scholarship program using company dollars as well as grant writing to use state dollars allowing for employees to earn a higher degree.Provided leadership for Learning and Development Department, which included hiring, training, learning & development specialists, OE consultants, and instructional designers.Led project team on Workday Applications Talent Management/Performance Management and Learning as part of the overall Workday Program implementation team. Developed training curriculum around HRIS system applications as well as other software technology and trained users to effectively use the systems.

Led department staff supervision, problem resolution, team, and personal development. Established learning platforms for measuring and ensuring competence for new and tenured staff, i.e. competency models and Individual Development Plans.Created and led formal coaching and Leadership Development Program, which resulted in subject matter experts (SMEs) to become coaches and leaders within department.Designed and developed role-based training programs decreasing time to develop employees and increased employee impact. One role went from 13 months to 4 months for fully vested employees. Created first time leader development training which included three sessions on crucial conversations, performance review and development plan training and hiring best practices. Partnered with business leaders to create and implement change management strategies and training for managers for process changes and improvements. Ensured business process stability after system implementations and upgrades by understanding impact of system changes. Full cycle recruiter from job posting, procuring and screening candidate resumes, interviewing candidates and extending formal offers of employment. Discovered learning opportunities with outside vendors, managing relationships and logistics, i.e. new LMS vendor, allowing more soft skill training to employees.

Oversaw multiple campuses hiring and training practices for University’s Midwest region. Coached leaders and individual contributors from onboarding to writing individual development plans. Leadership Development Program Director.Facilitated 2-week in-class new hire training with final evaluation, delivering all tenured training for staff.Trained roll-out of new competency-based measurements to all staff at campus level successfully, setting employees up with professional development plans and providing the organization with talent tracks for associates.Designed and directed a 12-month LDP that focused on high potential individual contributors.