Global large-scale change and culture strategist. Develop evidence-based business rationale and strategies for DEI. Consultant to Executive Leadership team (CEO, President, COO, and business unit leaders) to facilitate implementation of DEI across the employee lifecycle, enhancing socially responsible employment branding, and employee engagement. Build infrastructure, governance model, employee experience and engagement action planning processes, talent development and talent management systems. Assist organizations in designing learning organizations, metrics, and next generation retention programs. Develop learning and curriculum associated with DEI, culture, anti-racism and implicit bias. Build train-the-trainer tools for D&I Councils and Employee Resource Groups. Implementation of web-based performance management systems, partnering with Human Resources e.g. Success Factors. Author of "Interrupt: Finding Your Voice Amid Adversity", I&D Express Tools, and designer of the Collaborative Change Model. Certified facilitator in Implicit Bias, Dialogue and Deliberation. Prosci Change PractitionerABOUT DIALOGUE AND CREATIVE WORKS, LLC (No proprietary or confidential information, including privately-held company revenues.)Dialogue and Creative Works is a boutique management consulting firm that collaborates with national partners to facilitate the delivery of expert-level human capital and talent management services, specializing in diversity and inclusion, leadership development, coaching, and women's leadership development. Delivers end-to-end consulting services to public, private and nonprofit organizations across the globe.

DeVoe School of Business - Masters in Human Resources Program - Human Resource Management, Strategic Planning, Training and Development, Organization Development, Diversity, Global Business Practices

Responsible for the ongoing development, implementation, and oversight of the organization's Diversity, Inclusion, and Belonging (DIB) strategy. Identify and champion strategic priorities for the organization and work to translate strategies into practical and actionable solutions. Primary objective is to promote the awareness of DEI opportunities both internally and externally while working closely with stakeholders to focus on areas of the employee lifecycle – talent acquisition and retention, member care, marketing, community engagement, and other related areas. Works across the system to identify opportunities to further support the DIB strategy through new initiatives while continuing to evaluate and monitor existing ones.

Thought leader to executive leadership team to design and execute multi-year diversity, inclusion, cultural competence and pay equity plans. Led initiatives addressing diversity and inclusion for faculty, staff, patients and families. Articulated and deployed long-term strategy and metrics for six employee resource groups. Evolved leadership development, high-potential and learning strategy to foster an inclusive culture. Embed DEI into human resource policies, procedures and practices throughout the organization to promote objectives. Scorecard implementation. Organizational assessment with 100 leaders. Integrated diversity and inclusion into annual employee engagement model.Directed inclusion, gender identity, equity and cultural competence initiatives pursuant to Title IX, Title VII, OFCCP Benchmarks, CLAS and Joint Commission Standards. Partnered with Talent Acquisition and Talent Development to develop attraction, education and retention strategies. Utilized evidence based data driven approach to strategy development. Expanded internal/external strategic relationships to align with strategy. Improved diversity hiring from 1% to 3% moving toward 8% goal.

Executed enterprise-wide inclusion and diversity alignment systems, governance model, infrastructure and diverse talent strategy. Partnered with Talent Acquisition Business Partners and Talent Development to develop diverse talent solutions. Oversaw learning strategy for diversity, inclusion and cultural competency.Consultant to Executive Leadership team, Executive Sponsors and Executive I&D Council. Executed organization-wide D&I strategy designing both aspirational and quantitative goals and metrics. Implemented the D&I scorecard and dashboard. Partnered with executive leadership team to embed D&I in all policies, practices, and hiring tools. Benchmarked best practices, evolved D&I through internal quality measures. Launched the inaugural D&I and Sustainability annual report. Directed curriculum design and execution for organization’s first Women’s Leadership Development initiative. Increased number of women leaders by 85% and underrepresented minorities by 26% over 3-year period.Launched and led 30 diversity councils, 9 Inclusion and Diversity State Steering Committees and 4 Employee Resource Groups across 16 states. ABOUT NISOURCE (No proprietary or confidential information, including privately-held company revenues.)NiSource is a fully regulated utility company, one of the largest in the U.S., serving approximately 4MM customers. They are also an employer to more than 7,000 associates dispersed across 7 states.

Led and managed the organization-wide organization development, learning and diversity strategy in the largest private residential school system in the U.S. Provide strategic leadership to organization development and leadership development in managing and designing, implementing and evaluating overall learning function in alignment with the organization's strategic plan. Build and align talent capabilities in support of business model. Develop and execute the diversity strategic plan working with the Board of Managers, build and align HRM and HRD systems including selection, on-boarding, change management, organization design, teambuilding, performance management, succession planning and engagement, e-learning and web-based performance and learning management system. Facilitate the design and execution of six-month executive leadership program and quarterly Top 150 Leadership Summit. Consultant to HRBP's and HRIS.

HR Manager three manufacturing facilities Distribution Center - Dowagiac Mi, Cleveland TN Brakes Axle Hilliard OhManager & Internal OD Consultant- Dana Univ.

OD consultant to Executive Leadership team, managers, first-line supervisors and employees. Responsible for sustaining culture and the Dana Style of leadership in a 55,000 employee organization. Designed and developed core leadership curricula and launched inaugural competency-based career development system for seven functional groups including Human Resources, Marketing, Operations, and Supply Chain. Managed the action planning process for employee engagement, and led strategic planning sessions, sexual harassment training, and corporate university program design. Launched and executed the Diversity & Inclusion program design and training in the U.S., Mexico, and England. Consultant to senior leadership team, Human Resource Business Partners and HR Managers. Partnered directly with CEO as Project leader for transformation of the corporate university aligning core curriculum to business model.