Developed a specialized program to serve ~ 6,000 colleagues (85% of former First Republic colleagues) through an unexpected merger with JPMorgan by finding new roles for ~1,500 colleagues, supporting the remaining 4,500 colleagues through their transition, and leading the change management and communication of relevant processes and policies

Drove adoption of HR shared services model, platforms, and tools; lead operational process alignment that improves and operationalizes end-to-end service delivery model; research and develop new strategic approaches to drive continuous improvement of systems, processes, and policies

• Lead the design, development, delivery, and evaluation of innovative learning solutions that support professionals’ performance and growth• Lead project teams including development specialists, instructional designers, SMEs, and vendors to drive development and delivery of experiments, pilots, courses, and programs • Align project teams and stakeholders to implement highly effective and innovative learning solutions, including technology-enabled content, proficiency / skill measurement, individualized learning journeys/ paths, and professional development in the flow of work

• Led seven project teams of 2-6 team members to design, develop, and deliver courses and programs; 100% of programs were delivered on schedule• Identified and incorporated various innovative learning solutions into design of a learning program designed for 1,000+ experienced seniors, resulting in: o Reduced seat time by 17% in virtual classroom o Increased facilitator feedback (via focus groups) o Improved learner experience (via survey / evaluation data)• Converted the new hire program (roughly 40 hours of live content) to a fully virtual learning experience as a result of Covid-19; assessed each of the 22 modules within the new hire program, determined the correct learning format by module, virtualized module materials, and delivered the fully virtual new hire program in four months• Created, prepared, and managed a budget of $1.5M

• Partnered with CEO and senior leadership to design and develop custom client-facing consulting proposals• Designed and developed consulting client-facing materials including synthesizing analyses and recommendations to clients• Led OWI’s Working Group, a community of over 70+ senior executives, changemakers, subject matter experts, and investors who advance the identity ecosystem through discussion, collaboration, and publication; ongoing responsibilities include:

• Advised the new data management team at a Fortune 500 banking and financial services company on the approach to communicate team’s purpose and responsibilities to all 262,700 employees within the enterprise• Led 4-person team to design and develop Deloitte’s Audit Learning Program, transforming 45 hours of technical, traditional learning content into a 40-hour real-life scenario-based simulation, intended for annual deployment to an audience of 300+ Audit employees, saving 1,500 billable hours annually• Partnered with executive leadership of national telecommunications company to determine new HR function structure as a result of recent divestiture; resulted in clear roles and responsibilities for 200 employees and streamlined processes across the HR function• Designed and developed a new customer-centric training program for Fortune 500 banking and financial services company for 500+ employees in five call center locations nationwide. As a result, employees who went through the training program: o Consistently outperformed the control group by an average of 10% based on customer surveys o Reported higher first call resolution by an average of 7% based on customer surveys o Decreased repeat calls from customers by 1.5% in comparison to employees who had not been through the new training program• Designed a comprehensive, engaging technology-based onboarding program and experience for all new employees to address issues of turnover, employee engagement, and slow time to productivity; onboarding program spanned 180 days, included over 50 individual tasks, and impacted 18,000 employees nationwide• Analyzed learning program at a Fortune 500 company in response to $7M in regulatory fines; identified process improvements and influenced leadership to make changes to prevent future violations

• Led customer service follow-up efforts by regularly connecting with customers in regards to services completed by consultants• Provided consistent support to Technical Account Managers • Assisted consulting business with various talent management tools to increase the customer experience and create efficient systems within businesso Created and implemented skill matrices for 25+ consultants through internal dashboardo Offered assistance in sourcing for talent for Vice President of Consulting

• Assisted with communications to key stakeholders, project management and office assistance• Supported small business dynamics, not limited to: financial management, strategic planning and direct service with clients• Improved client / prospective service communication and follow up by being responsible for contacts and references• Shadowed and gave support to Humanergy consultants during sessions / events with various clients• Developed tools and modules to be used during consultation sessions / events to increase value to clients

• Assessed pain points throughout 7 EG locations to provide recruiting assistance to client service specialists • Focused on new recruiting methods by bringing innovative approaches to recruiting strategy • Established metrics to evaluate effectiveness of current recruiting plans by creating quarterly acquisition code report; increased visibility into sourcing efforts• Evaluated social media sites and provided best practice guidelines to see more visible activity and traffic along with increased apply rates to company website (EmploymentGroup.com)

• Worked directly with U.S. Recruiting Leadership team on time sensitive projects to include:o Creation and implementation of new Global Sourcing & Social Media Strategyo Build and maintenance of Global HR SharePoint site and Recruitment Team Site o Support in content creation for internal and external messages• Solely responsible for ongoing management of company’s social media recruitment including: Facebook, LinkedIn &Twitter• Developed and co-lead a new Career micro site within company website (KelloggCareers.com)• Coordinated and facilitated Career site photo shoot at Headquarters on behalf of entire company• Utilized Employer Brand and was responsible for coaching others on appropriate tone and use

• Processed and filed strictly confidential employee information and documentation• Assisted in the completion process for coordination of background checks, drug screens, and procedural changes• Provided customer service support to Shared Services during annual benefits Open Enrollment