Drives center-of-excellence to support enterprise HR talent initiatives and partner to create an integrated end‑to‑end talent strategy and approach in the continued evolution of the company's talent management operating model.

Partners with Global Human Resources executives to develop HR strategies that impact large, complex units within the businesses supported, which are global in scope. Develops and executes tactical plans at the business unit level to achieve strategic objectives, and combines strong organizational development skills and change management skills with core HR skills (staffing, compensation, employee relations) to help the business achieve its objectives.- Drives change and organizational health through organization design, execution of efficient organizational models, and effective workforce planning- Designs, develops, and delivers on organizational development / effectiveness initiatives focused on improving performance, productivity, and team cohesiveness- On-boards new executives, and provides executive coaching on an ongoing basis in partnership with learning & leadership development (L&LD)- Leads the year-end compensation process and market assessment considerations- In partnership with L&LD, drives talent management initiatives, including critical assessment of talent and resource rationalization

Partners with Global Human Resources generalist teammates and line of business clients to deliver solutions that ensure organizational effectiveness and alignment of organizational capabilities required to execute the business strategyClients in Wholesale Credit for Global Banking and Markets, Global Technology and Operations and Legacy Assets Servicing Organizational Design and Talent Development Strategy- Manage end to end organizational design including consultation with clients, organization assessment, design of organization, definition of roles, assessment of talent and communication plans - Create replacement plans for key roles, identify retention risks and mitigation plans, identify top talent and outline development strategies- Drive talent management routines to facilitate robust talent discussions and identify actions to develop key leaders and enhance the pipeline- Individual and team coaching using assessments Core Processes- Facilitate the performance management process for goal setting, mid-year reviews, ratings calibration and year-end reviews- Identify strong talent for development programs and maintain critical engagement plan for program participants- Source internal talent to create diverse slates for open roles and partner with leaders to execute talent moves as part of purposeful assignment management for rotational positions - Onboard senior leaders into the organization through customized plans and oversight of onboarding for lower levels- Conduct stakeholder reviews and 360 feedback to compose summaries for coaching leaders on strengths and opportunities- Support the title promotions process by selecting committee members and facilitating the due diligence meetings- Support employee engagement initiatives

Partnered with the Staff Support and LAS Leadership Development (LD) teams to drive enterprise strategies across the businesses supported; maintained the integration point with LOB LD teams, HR and Enterprise partners to drive successful execution of leadership development solutions- Established and maintained critical partnerships across the LD and HR teams support the Staff Support and LAS businesses; delivered deliberate and succinct messaging updates to LD and HR partners - Influenced Enterprise LD partners in strategic approach to the key processes with thorough understanding of key processes, timelines and deliverables for transparency- Managed, coached and developed team of LD Process leads aligned to the Staff Support and LAS organizations- Supported the Staff Support and LAS LD leadership team in business support routines (including weekly team meeting, monthly all-hands meeting, monthly LD community of practice, periodic off-site meetings, and maintenance of monthly Enterprise scorecard process for Best Place to Work metrics)

Provided leadership development support to the Global Marketing & Corporate Affairs organization- Provided thought leadership to the overall LD programs and processes that supported talent management and performance management activities across the GM&CA organization - Aligned the organizational structures and operating models to support customer-driven operating model - Upgraded and prepared leadership for execution of strategic plan- Drove comprehensive, ongoing talent routines with critical leadership teams across the organization- Assessed and coached talent in the two and three deep population- Partnered across the company, in support of the businesses, to drive integration and the leverage best practices, whether in the business or in leadership development

Drove Talent Management processes, including CEO and line of business talent planning, talent development and performance management activities, on-boarding plans, key stakeholder and assessment reviews- Provided process management consultative support for HR and LD executives, coordinated with enterprise team to ensure compliance with standards and regulatory requests, and implemented leadership development solutions that drive talent decisions and are directly linked to organizational and business goals- Managed executive slating routine in partnership with LD, HR and staffing to review business critical open roles and potential candidates to ensure we have associates with the values, skills, and experiences needed to grow the business- Integrated Enterprise repatriation process to identify potential line-of-business follow-on roles for associates on international assignment

Managed end-to-end learning programs and change initiatives that impact the Consumer, Technology and Operations business clients and support partners- Provided cross-divisional coordination, communication, influence, negotiation and range from low to high complexity- Oversaw all phases of the program life cycle from project initiation, definition, through effective implementation of the completed solution- Served as the primary contact for the overall program team with established management routines for monitoring progress and provide accomplishments against identified milestones- Partnered with training and print vendors, along with site-contacts to ensure materials fulfillment, adequate suppliers, room and equipment set-up, including coordinating ghosting of required software on training room computers

Relationship management for corporate meetings and conventions with individual clients to accomplish customer service needs through website design, telecommunications, reporting schedules, and financial transactions - Managed Rooms Division Team to service all convention accounts- Created systems for daily operations, procedures, and dashboard reporting to insure customer/client satisfaction- Coordinated all preliminary and on site client needs including meeting room set, meal selections, audio-visual production, vendor/exhibitor requirements, and attendee registration