An executive leading a global team at this matrixed organization. Responsible for the development of a DEI strategy for the Advisory Services businesses centered around:• enhancing the organization’s internal culture, • driving talent solutions to attract and develop talent, and• impacting communities through client-facing initiatives, philanthropy, and supplier diversity.Partner with key stakeholders to drive implementation of diversity and inclusion strategies, programs, and policies, that will attract, retain, and promote a diverse workforce and foster an inclusive environment.Enhance inclusion councils and employee resource groups (ERGs) and leverage them to prioritize and drive business initiatives.Integrate DE&I practices into business practices across the organization throughout the employee life cycle.Creates an annual business plan and strategy that outlines recruiting, learning & development, retention activities, goals/objectives, and key aspirations.Monitor diversity metrics, report on the results to key stakeholders, and use data to drive future initiatives and policies. Partner with Legal team to measure risks of the implementation of DE&I initiatives.Collaborate with HR partners to broadly implement programs.Counsel staff as needed to ensure the necessary dialogue is continually strengthening a safe, open, collaborative and inclusive culture.Participate in external thinktanks to remain current on diversity programs by sharing best practices and trends.Responsible for a multi-million dollar fund that focuses on the staffing and development of economically disadvantaged candidates launching into commission-only roles.Partner with Marketing to provide DEI resources for client-facing teams. Built community outreach initiatives including a 28-week HBCU internship program, teaching diverse students the commercial real estate business.Represent the company externally at key community, DE&I, and supplier diversity events.

Supports Masters of Business Administration students in the following concentration programs: standard MBA program, International Business, Accounting, and Human Resource Management. Teaching areas include: management principles, human resource management, strategic organizational management, organizational behavior and development, and organizational intelligence. The teaching load is typically two courses per semester. Additional responsibilities include advising students, assessing student learning, curriculum development, and providing service to the department, college, and community. I also:• Initiate interactive activities that further the understanding and create a positive learning environment.• Encourage students to achieve their goals through open communication, positive feedback, and support.Course Titles:- Organizational Behavior & Development- Developing Organizational Intelligence- Strategic Organizational Management- Compensation & Benefits- Training and Development- Human Resource Management

As a coach, I enthusiastically assist clients in identifying personal goals, developing leadership skills and planning career and business moves. Duties may include: -Meeting with clients to discuss needs and goals-Developing strategies and plans for clients-Providing feedback on resumes or cover letters-Hosting interview prep sessions-Adjusting clients’ goal strategies as neededAs a keynote presenter, I provide thought-provoking, original speeches on areas of expertise. I serve as an emcee, a moderator or member of panels, and as a breakout or keynote speaker. I typically present at conferences, seminars, and workshops. Topics include:-Emotional Intelligence-Millennial Engagement-Diversity and Inclusion-Innovation-Motivation

• Motivate a team of professionals focused on developing measurable talent strategies and programs in consideration of business goals.• Serve as the subject matter expert in skill development strategy, employee and leadership capability enhancement, curriculum and content development, instructional design, adult learning theories, facilitation skills, learning needs assessment, and learning program effectiveness evaluation.• Lead and implement talent development strategies and learning programs across the company that incorporate organizational goals.• Create and execute diversity learning strategy for the company.• Grow our performance culture, people and engagement strategies.• Build a company-wide Training Ambassador Certification program to effectively host a decentralized tactical training program.• Rebrand and rebuild the company onboarding program and ensuring that our program is excellent and assimilates our new employees into the culture quickly.• Manage the strategy behind performance and talent management process.• Provide data-driven presentations to business leaders and HR colleagues that track and evaluate program effectiveness for improvement plans.• Understand the latest skill needs, make connections between employee’s capabilities and organizational requirements, gaps and provide employees with the right L&D offerings.

Talent Mobility is optimizing employees for growth, productivity and success, while keeping them engaged in their future. This enables the company to rapidly adapt to changing environments, with the ability to deploy and move key skills across projects as needed. The objective is to have the right talent at the right place at the right time to ensure business results.Giving employees the opportunity to develop key skills and grow beyond the standard linear career progression is in line with our leadership DNA: build and develop a dream team, have a ferocious curiosity and hunger to learn, focus on the future and thrive in change, and perform and transform. The organization benefits from building a talent mobility program, by increasing employees’ skills, tenure and engagement.While leading the team and setting the strategy for the enterprise, I:• Analyze people-related data and leading trends to better understand drivers of career development and design solutions to build a world class career development infrastructure at Texas Capital Bank.• Manage Degreed (a collaborative learning platform to elevate customized skills in real time).• Empower our people and managers with tools and frameworks they need to be successful in a performance driven culture. • Equip employees to think, act and perform in a digital environment by generating tools for employees in all career stages.• Leverage human capital data to deliver innovative yet practical talent solutions that help drive performance in our dynamic, rapidly changing business environment

I lead Talent Development initiatives for the Credit and Risk business units:• Consult with internal business partners to develop talent in a matrixed environment.• Collaborate with business leadership to identify needs and design /manage targeted talent development and organizational development solutions.• Utilize proficiency with learning and organizational development tools and models to manage talent development programs including, personal effectiveness, career pathing, and leadership development initiatives.• Design, develop, and facilitate learning interventions for varied audiences across the enterprise.I serve as the Human Resources generalist for the Credit and Risk business units:• Provide day-to-day advice on human capital matters and actively participate in HR projects, aligned to key identified HR priorities.• Support the performance and talent management cycle by partnering with managers on an as-needed basis to handle succession planning needs and requirements, answer performance questions, issues and processes, and provide guidance on the promotion process.• Produce HR deliverables including the employee relations, employee engagement, & talent planning.• Aid in the compensation process by ensuring that baselines are accurate and synchronized.I lead Diversity and Inclusion initiatives for the enterprise:• Design, develop, and implement integrated strategies that support a culture where all employees can do their best work and practices that grow diverse talent.• Champion campus recruiting relationships.• Facilitates the embedding of D&I perspectives and practices throughout the organization.• Drive organizational D&I strategy with a focus on communicating how D&I contributes to core business strategies and business results.• Serve as the Employee Engagement Co-Chair at the headquarters to lead a cross-functional team to increase engagement and reinforce our commitment to serve our local community through service and philanthropy.

Texas Capital Bank is one of the most successful commercial banks in the US, and is one of Forbes Best Banks in America, and the Dallas Morning News Top Places to Work. I worked in the Talent Development organization, which addresses the growing development demands of this fast-pace and growing company. As a Talent Development Advisor, I supported our centralized functions such as Marketing, Legal, Finance, Audit, HR and Recruiting. I:• Supported learning, talent management, employee engagement, and organizational effectiveness.• Identified and addressed career development within the Credit and other Centralized departments, to ensure clear paths, role-based competencies, and job/ career evolution.• Built relationships with internal stakeholders.• Identified performance improvement opportunities by gathering and reviewing relevant information about employee performance. • Collaborated with other human resources partners to determine the best way to execute strategies to deliver measurable performance improvement. • Designed competency-based job descriptions, continuing education initiatives, and development planning tools.In this role, I continually grew in executing the following:• Cultural Competence - Understanding the dynamics of cross-cultural and inclusion related conflicts, tensions, misunderstandings, and opportunities.• Employee Relations – Partnering internally to sustain and improve the work environment in the face of change and environmental changes.• Contracting- Building relationships with key stakeholders to set realistic expectations, perform needs analyses, and confirm commitment of resources• Competency Mapping – Through the performance of job task analyses, I worked to link employees to job duties, job duties to skills, and encouraging training to those skills to mitigate operational risks.• Feedback – Prepare employees to give and receive the truth in a professional manner by creating a non-threatening atmosphere

I work with clients to improve skills in a variety of areas including Leadership, People Skills, Communication, Self Confidence, and Reducing Stress and Improving Attitudes. Clients include corporations, school boards, nonprofit and governmental agencies. Clients see results in their professional and personal lives. TrainerThe courses and seminars are built on Dale Carnegie’s books and human relations principles. By the end of a course or seminar, typically clients:• Increase confidence and expand comfort zones• Communicate graciously and effectively with others• Earn respect and trust in leadership• Manage worry and stress• Sell ideas with enthusiasm and convictionI am certified to train staff from a variety of industries and business situations in both the 3-day and 8-week versions of the Skills for Success course. I also conduct workshops and seminars on a variety of soft skill topics including:• Moving from Conflict to Collaboration• Leading and Building Strong Teams• Bringing Conflict into the Open• (apprentice for) High Impact Presentations Speaker• Deliver keynote addresses of various size groups about relevant topics to educate and inspire• Share a mix of research, anecdotal stories, and personal experiences to relate to audiences• Conduct in-depth research to craft presentations on the following topics: Creating a Culture of Civility, Diversity and Inclusion, Inter-generational Workforce, Leading Virtual Teams, Employee EngagementCoach• Coach and develop employees along with operating leaders on career planning, organizational culture and employee engagement.• Host interactive group exchanges, one on one sessions (phone-based and in person). • Help develop personal competencies for professionals seeking to increase their confidence and energy so they can go after their biggest goal with more vitality and focus.• Recode clients’ professional mindset for improved performance, confidence, success, happiness, and ongoing results.

Led a team that built learning and organizational development programs. Drove data analytics and learning management system initiatives. Built talent management, and cultural change management projects. Key tasks included:♦ Organizational Culture Initiatives - Led a team of 10 cross-functional business leaders through the process of revamping our organizational competencies (behavioral anchors). This process included coaching each leader to host functional focus groups. Over the course of three months, we completed the "House Rules".♦ Instructional Design - led a team of support teams to create the New Employee Orientation blended learning solution. This included a webinar, new hire intranet resources page, and a series of short web based courses. This initiative resulted in a 50% reduction in new hire calls to IT, HR, Marketing, and Training. This saves countless hours of staff. The Level 1 scores have vastly improved.♦ Talent Assessment - Played a pivotal role in the establishment of a 9-box talent assessment for the CEO's 2-deep reports. This process began to ensure succession planning initiatives.♦ Leadership Development, and Human Resources training projects (including leading podcasts, book clubs, management training initiatives).♦ Employee Engagement - I was responsible for interviewing engagement vendors, securing a contract, and leading the efforts to host an initial survey. I launched a communication campaign. This resulted in a 92% response rate. I also led the leader action planning initiatives to coach the company leaders to effectively implement solutions. ♦ Communications - I was directly responsible for responding to all Glassdoor reviews. When I inherited the Glassdoor responsibilities, the organization had 2.3 rating and a 42% CEO rating. Through internal communications (educational videos), the scores increased to 3.8 rating, and an 87% CEO Approval score.

Managed the instructional design process from needs analysis through completion. I created rich learning experiences by matching practical solutions with the specific needs of the targeted audiences. Learning interventions included e-learning, micro-learning, instructor led, info-graphics, job aids, PowerPoint presentations, videos, and webinar courses, ensuring materials meet department/corporate standards and learners’ needs.♦ Applied adult learning theory to produce interactive and relevant content♦ In Production and Test environments, managed the learning management system design, configuration and end-to-end testing to create a consistent user experience, produces high-quality data, and creates a sustainable administration model.♦ Audio and video file creation and editing.♦ Developed content outlines, scripts, and detailed storyboards for modules. Serve as the voice-over artist for videos and e-learning. ♦ Collaborated with subject matter experts to analyze learning needs and identify gaps in knowledge, skills, attitudes, or competencies required to perform job related tasks effectively♦ Evaluated quality and effectiveness of learning programs and curriculum

Managed credit risk learning projects from inception to completion for the Retail, Wholesale, and Correspondent operational divisions. Utilized the ADDIE model to provide consultative learning support. Responsible for the instructional design of instructor led, virtual instructor led, web-based, and simulation trainings. Accountable for the facilitation, and curriculum maintenance of new hire, continuing education, product, policy, and system curricula. Ties learning solutions to key performance indicators, with a goal to indirectly increase underwriting efficiency by 30%. Hosted train-the-trainer sessions in multi-media platforms.

Supported various levels of staff (front line, mid level, and senior level employees). Facilitated leadership, new hire, continuing education, product, and train-the-trainer sessions in multi-media platforms. Facilitated domestic and international courses. Coached employees to improve performance, and had surrogate manager responsibilities.♦ Served as a Program Manager for the Global Instructor Development Program and trained over 125 Instructors Basic Facilitation Skills and Advanced Facilitation Skills♦ Certified to facilitate Foundations of Managing and other leadership courses to mid level leaders ♦ Facilitated hundreds of new hire, continuing education, product, leadership, relationship building, and sales courses for Home Loans over a six year period♦ Supported: Home Loans call center and retail associates, Banking Center Managers, and Consumer Deposits teams.

A key leader in consulting with line of business and client facing partners to support the full re-design of the national mortgage New Hire curriculum. Led a team of Instructors and Learning Coordinators. Worked with Learning Project team to evaluate the success of learning solutions. Consulted with line of business and staffing partners to project learning delivery demand. Maintained the training calendar for eight instructors and scheduled classes. Collaborated with client facing partners to complete the team’s budget forecast accuracy. Shared recommendations to influence a more contemporized learning approach. Led a team of subject matter experts to review content. Identified saving of $110,000 in design costs. Contributed to a team to redesign the team SharePoint site.

Set clear expectations with clients about on-the job training project goals, roles, resources, and costs. Developed and recommended implementation strategies for successful learning projects. Partnered with project managers to secure approved vendors. Contracted with business partners to identify business opportunities and obtain agreement. Crafted team communication documents. Engaged impacted stakeholders by facilitating agreement on scope, goals, outcomes, roles and resources.

Researched sales trends to determine the need for staff development. Created nationally implemented on-the-job training tools for the Home Loans sales force. Provided learning solutions while working on project teams to modify and facilitate continuing education and sales manager training curricula. Hosted meetings with business leaders to identify learning needs. Served as a coach to provide support to the mortgage sales force.

Provided knowledge of 100 diversified first and second mortgage products, resolved home loan inquiries, advised on the mortgage process, and determined customers’ ability to qualify. Analyzed customers’ needs and presented solutions based on credit reports and product guidelines. A top sales funder of mortgage loans, funding over 40 million dollars per year.