As SVP Organizational Development, People, and Culture I orchestrate an equitable, consistent, and inclusive operational employee lifecycle that resonates with the company’s people strategy. This multifaceted role entails overseeing recruitment, compensation, onboarding, benefits, people analytics, training, retention, and systems. As the leader, I spearhead a spectrum of strategic and tactical initiatives to provide seamless support to our employees and managers, all in alignment with our organizational goals. • Developed the strategic vision & roadmap for our learning programs that supports our talent strategy• Built company-wide programs from scratch, including a great bias for action, robust change management and communications in the roll out, and the ability to articulate both measurement and impact of their programs• Built career and skills-development programs that enable our team members to grow their career and are customized to meet the needs of both ICs and Management• Partner with senior executives to own, role model, and champion all talent initiatives• Assessing, reporting, and delivering critical data/metrics related to talent processes to key leaders and stakeholders across the business that measure performance against our established goals• Experienced in designing, implementing, and directing a major, equitable, complex program or project of strategic importance, including managing finances, supervising a network of multidisciplinary professionals and teams, and coordinating the work of partners with overall accountability for outcomes.

My responsibilities were to own the vision, strategy, and execution of talent acquisition, development, and stewardship throughout the organization. In this role I was responsible for:• Providing board level leadership in developing and executing human resources strategies in support of the culture and profitability of the company.• Executed the building and development of organizational development through: talent management/succession planning, change management, organization and performance management, training/development, team building, and compensation. • Designed, developed, and implemented talent initiatives with appropriate strategies and change management solutions and metrics to demonstrate ROI. • Led the initiative to establish and change the corporate culture to streamline business by increasing trust resulting in greater efficiencies and profitability. • Led the Human Resources department through perceptional change from a cost center to a strategic business partner.

Two of the largest, fastest growing nonprofits in California at the time. $68m annual budget. I was brought in to revitalize a dying brand and bring a vision and effective reorganization. I played a pivotal role in leading the strategic and operational management of all operations. This involved collaborating with internal and external teams, supporting the Chief Executive Officer (CEO) and the leadership team, while executing priority projects to ensure organizational sustainability and long-term success. The support for the team involved coaching, development, mentoring, and accountability towards individual and corporate goals ensuring we were all rowing in the same direction for the good of the organization. This also included leading as the thought partner to promote diversity, inclusion and equity within the organization's culture. Coaching introverted leaders to conserve and channel their energy into more effective influencing and visible leadership skills; hard-charging and sometimes abrasive executives who get results but need to learn how not to alienate direct reports and colleagues; overwhelmed leaders who are trying to do too much themselves; leaders who need to revisit their career direction for the next phase of their lives.The results were ensuring the availability of a pipeline of successors for critical positions.The deliverables of this initiative within 24 months were:1. Identifying high potentials2. Developing a competency framework3. Designing and implementing a development intervention4. Systematic long term employee engagement