Deliver strategic HR consultation to Legal Senior Executives that resulted in human capital strategies focused on the transformation of the department in the areas of workforce productivity and engagement, organizational design and performance, talent management, employee retention and diversity and inclusion. • Coached executives to increase leadership capabilities along with leading through significant change within the department and company to improve individual, team, and business performance. • Managed reorganizations of the Legal department to align with business needs.• Developed, and delivered on initiatives that elevated overall talent capabilities.

A talent agent to source and match top talent to roles and experiences aligned with both career aspirations and organizational need and participated in managing strategic and intentional long-term career and development plans for top talent across the company. Partnered with peers, Executive Recruiting, Sr. HR Business Partners and business leaders to ensure efficient and effective end-to-end experience. • Created the company Talent Mobility process by partnering on the creation of the project framework, processes, tools and communication plan which led to increased movement of talent across the organization. • Coached top Executives to help them achieve goals around development and career objectives.

Anticipated opportunities to influence and led change that improved individual team and business performance within Wells Fargo Assets Management (WFAM). Proactively assessed and consulted on the impact of human capital strategies and ensured execution of the plan. Identified and recommended initial opportunities, improvements and risks relating to HR programs and services, workforce productivity and engagement, organizational design and performance, and diversity and inclusion. • Consulted with Sr. Leadership team on organizational structure to increase revenue and decrease expenses.• Identified need and ensured delivery of leadership development to all managers and recommended approaches to reinforce learning’s which led to increased leader performance and employee engagement. • Golden Spoke award winner in 2012 for high performing contributions.

Served as strategist and advisor in support of the corporate communications and marketing organization. Designed comprehensive HR solutions that sustain key business requirements and align with the organization’s short/long-term business objectives. Analyzed and diagnosed problems; proactively resolved through organizational interventions and strategic solutions. Developed and implemented vital business and HR strategies, fundamental programs, and processes that drive business results through effective leadership and change management. Collaborate across the organization in design and development of top initiatives

Served as strategic consultant and HR Business Partner of the Microsoft Television Group for end-to-end emergence business consisting of future technology, product development, solutions, sales, and marketing. Maximized effectiveness and ensured delivery of optimal business results by developing and implementing key organizational development strategies; addressed workforce planning, organizational health assessment, change management, and international employee relations issues. Built exceptional skills and developed sound management capabilities in leaders through effective coaching and mentoring. Partnered with top leadership to design innovative solutions to address major and complex organizational health issues.

Director, HR Technology and Business Process Re-engineering April 2002 - May 2006. Led a top team of 20+ employees. Established the strategic direction for business process design and change management, which impacted Gap Inc. globally. Spearheaded development, implementation, and administration of HR technology solutions aligned with the organization’s top strategic business plans. Director, Human Resources, Corporate, IT Division: Lead HR Business Partner May 1999 – April 2002: Defined organizational requirements and devised HR practices, programs, tools, and solutions aligned with strategic objectives. Provided key support across the division, which consisted of 1600 employees and contractors. Addressed compensation, employee engagement, compliance, diversity, training, and OD issues. Managed all employee relations activities for division. Coached, mentored, and developed a top HR team.