- Lead our team of People Science experts who use scientific insights to improve the employee experience and optimize our talent strategy- Employee Listening Program, Workforce Analytics, Assessments, HR Analytics Upskilling, and Employee Research Initiatives

- We gather and leverage people data to identify and solve our company’s biggest problems. - We craft compelling data stories that inspire change and influence intelligent choices. - We are designing the resources and education to build empowered, capable HR teams around the world who can leverage analytics to drive productivity, mitigate risk, and make smarter choices every day.

Simply put, my job is to make people data useful and impactful, bringing scientific principles to an applied HR settings. As the leader of Talent Analytics at Owens Corning, this includes...- Designing and implementing intelligent, data-driven workforce solutions- Leading in-house research and analytics projects to reveal powerful talent insights- Building compelling data stories and visualizations to drive understanding and inspire action at all levels of the organization (from C-Suite to admin)- Guiding the global HR organization on a multi-year analytics journey through the design and implementation of a strategic talent analytics roadmap - Driving organizational change as a member of Owens Corning's Analytics Leadership CouncilIn addition, I ensure the enterprise-wide success and efficacy of four annual, global talent processes: performance management, objectives management, enterprise talent review, and executive succession planning.

• Lead analyst for the Enterprise Workforce Planning department, serving as project lead for competency model and other talent planning and development initiatives• Supporting enterprise-wide initiative to embrace new, competency-based approaches to talent management; delivering compelling, data-driven business cases and presentations to support various change initiatives, secure buy-in, and address resistance • Designing and deploying organizational surveys to support needs assessment and program evaluation efforts to ensure our initiatives are meeting objectives• Developing and validating leadership and occupational competency models to plan for succession in pivotal positions and to align Human Resource Services’ selection, development, and performance processes • Reconciling data from multiple sources, including in-house surveys, consultant reports, and HR databases (e.g., historic career path trends); analyzing these qualitative and quantitative data and designing data visualizations and interactive tools to communicate results for impact and application • Leveraging advanced features of Microsoft SharePoint to develop a custom Intranet site for sharing competency models and associated development resources across the organization// Key Accomplishments //• Promoted from Intern to Analyst in August, 2015• Editing, design, and layout for final version of the Leadership Competency Model, to be distributed across the organization• Created digital workspace using SharePoint to support need for collaboration between departments (see video below for virtual tour)• Designed comprehensive collection of branded materials to represent our initiatives, including competency model graphics, departmental logos, marketing videos, tutorials, initiative icons, data visualizations, and research reports

Responsibilities:• Coordinated the university’s technology training program; set direction for the program and planned course offerings and curriculum development to align with campus needs and trends in education and technology• Provided learning technology consultation to faculty to ensure alignment of technology usage and of the instructional design and educational psychology literature• Analyzed and developed custom technology solutions for over 35 offices across campus to improve business functions and streamline process workflows (leveraging Microsoft SharePoint, Excel, and other office technology) • Campus’ Qualtrics (survey tool) Brand Administrator and primary Qualtrics consultant and troubleshooter supporting nearly 6,000 active campus researchers• Designed, deployed, and analyzed client feedback surveys and built data dashboards and reports to effectively communicate performance data• Recruited, selected, trained, and managed teams of entry-level technology staff in multiple specialty areas -- Promoted to Acting Training Coordinator July, 2010; Officially appointed January, 2011 --// Key Accomplishments //• Developed 18 original technical training programs of varying complexity for nine software titles• Successfully petitioned management to restructure support staff positions and increase dedicated software trainer hours by 166%• Developed and implemented new, competency-based systems for recruiting, interviewing, onboarding, motivating, and evaluating my staff of 25-30 technical support employees based on best practices from the industrial-organizational psychology literature; gathered metrics to assess the effectiveness over time of new processes• Developed a certification system to increase employee engagement and growth in which employees earned internal certifications for demonstrating mastery in technical competencies

Responsibilities:• Identified training needs of team and individuals; worked with team and individual players to set goals• Developed customized practice plans to target on areas for improvement• integrated research from sports psychology, educational psychology, and behavior modification literature to increase coaching effectiveness// Key Accomplishments //• Monitored several physical performance measures throughout the season to track positive changes in team's overall fitness levels: - Increased upper body strength (as measured by push-up test) by 141% - Increased cardiovascular endurance of team by 114& - Both increases are statistically significant (p < .05)• Led team to compete in D2 Midwest Playoffs (top 16 teams)

Responsibilities• Independently led group and individual trainings for faculty, staff, and students to increase campus technological proficiency; created original curriculum• Granted early access to the newly acquired Qualtrics Research Suite and entrusted with the responsibility to independently learn the tool and develop curricula and documentation to be used in teaching the tool across campus• Promoted from Software Trainer to Lead Software Trainer in 2008// Key Accomplishments //• Promoted to lead software trainer in July 2008 while maintaining administrative duties

• Educated high school juniors and seniors in the theory, skills, and tools of digital journalism• Researched emerging technologies to incorporate into curriculum// Key Accomplishments //• Independently developed an original curriculum, including lesson plans, classroom presentations, assignments, and assessment materials• Created a publishing website to showcase student work throughout the final quarter