-Led change enablement and communications team to design and implement a deployment and training strategy for Gen AI tools at a biotech client. Measures generated outcomes such as a 400% increase in use of a GenAI translation tool in 3 months and a 15% increase in ChatGPT Enterprise NPS during alpha and beta testing. ChatGPT users reported saving 2.3 hours/week-Designed and facilitated 12 focus groups and a survey, together reaching 301 manufacturing employees from high-attrition groups – Black and Latine staff, and women in management – to identify causes of disparate career outcomes. Conducted root cause analysis identifying 6 opportunity areas, and developed 19 corresponding countermeasures to resolve identified gaps-Redesigned the sales enablement operating model and org design for a leading sales software client following a series of acquisitions. The updated model supported unified and planned deployment of learning and enablement to frontline employees from marketing, sales BUs, product, compliance, HR, customer success, and sales enablement-Led executive communications and governance and supported strategic direction and vision workshops to stand up a multi-year job architecture and performance management transformation program at a professional services client

-Led PMO for an off-track workstream at a global bank worth 60% of a regulator-monitored program’s milestones. Brought the workstream from off-track to on-track in 4 months using a new operating model, SOP creation, and backlog prioritization -Facilitated AI-powered focus groups in Remesh tool for 425 R&D staff and 16 senior leaders at a biotech client to understand causes of attrition and test countermeasures. Conducted industry benchmarking for job architecture leading practices at 20 competitors and leveraged these to create refreshed titling, leveling guides, and career journeys impacting ~1,300 R&D staff -Led org design benchmarking workstream and supported operating model and skill workstreams with 13 industry expert interviews and Deloitte data lake analysis. Presented on future state operating model and org design options to a global semiconductor manufacturer CHRO to facilitate selection of a post-merger integrated org structure-Designed a DEI engagement plan, DEI champion network, and cross-functional governance to accelerate DEI adoption at a biotech client. Supported strategy workstream, including leading a trends and strategy lab for the Head of DEI in order to update client’s 5-year DEI strategy and define equity-centered accountability goals for business units-Led a firm initiative team to design and deploy a series of internal DEI operating model and org design playbooks, which supported DEI office initiation or refresh at 4 clients across life sciences, agriculture, and aerospace-Created a learning strategy playbook for training development and implementation during a global digital transformation for a biotech client. Included 5 regional learning needs assessments, 30+ content assessments, and process workshop facilitation

I worked directly with 50 scholars from under-resourced backgrounds to support their college application process through identifying goals, advising scholars through the application and financial aid process, discussing needs and wants in their institutions, and distilling a list of institutions that provide a good “fit” to which they should apply. 98% of students were admitted to a “most competitive college” as identified by Barron’s. 69% were admitted to at least one Ivy League institution, MIT, or Stanford.

I processed foster youth's enrollment in the financial literacy and savings match program and encouraged their advancement. This included youth outreach and engagement, connecting youth to personal finance and education resources, providing supplementary personal finance classes to address trends in participants' life situations, and counseling youth on major purchases. I also worked to drive greater savings match potential for young people active in the program and to optimize youth participation in surveys that tracked their financial success. Follow-up survey completion averaged 82% during my tenure. Program enrollment grew approximately 45% by number of participants and 50% by match dollars processed during my time in the position.

I operated a financial literacy training for Mississippi foster youth preparing to age out, or recently aging out of care. The program included a savings match for major purchases to get foster kids started towards a stable financial future. I also provided additional financial resources and counseling to individuals in the program, as well as regular adjustments to the curriculum.

I worked alongside the Director of Conservation Programs to help gather, analyze, and visualize data on unprotected yet imperiled native flora, such as the Amargosa niterwort and Tiehm’s buckwheat. I also collaborated with colleagues to author a proposal to list the Kelso Creek monkeyflower under the California Endangered Species Act.

In-person internship cancelled due to COVID-19, and substituted with an interactive virtual webinar series and development workshops, as well as a case challenge. My intern team presented a comprehensive, low-cost plan to scale up a virtual mentoring non-profit for first-generation, college-bound high school students.

While at Unum, I designed and facilitated allyship, authenticity, and inclusion trainings for senior people leaders and executives. I lead a project team across 7 campuses in 2 countries to raise identity self-reporting by up to 300% in categories such as "Preferred Pronoun" and "Sexual Identity." I provided strategic insight in designing LGBTQ+ awareness training for onboarding, as well as assisted in the compilation of a transgender employee toolkit. I liaised with 5 employee resource groups in identifying metrics for their success as well as using such data to speak to the effect the groups are having on the firm. I further developed a charter and handbook for employee resource group policies and procedures. I crafted guidelines for an employee resource group based mentoring program as well as a project plan to ensure its implementation after my departure. I also worked with a team of senior leaders across the enterprise to partner with the National Association of Black Accountants to help diversify our talent pipelines.

I worked with other Strategic Engagement Associates as a point of contact between Concordia and its members and sponsors. This included working with the CiviCRM, recruiting and retaining membership, and helping create external content and briefing documents. I also created proposals for Concordia's partners and sponsors, helped manage communications with points of contact at member organizations, wrote MoUs, helped archive documents on the organization's programming history, and provided logistical assistance at Concordia events.