Works within the End User Team creating detailed strategy & execution for J&J's change programs.Championed the use of the Prosci methodology to standardize change management processes across international teams, enhancing cross-functional collaboration and achieving stakeholder satisfaction. Responsible for cross-team collaboration, specifically with data analytics to design metrics, journey map creation, and execution of change representing the voice of the end user.Utilizes excellent communications and relationship building, using previous experience working with Visual Designers, understanding end user change processes, using the many different visualization tools like Mural/Visio and change methodologies, to enhance a targeted change strategy.Tasked with designing change management programs and approaches required to deliver require business and behavioral change outcomes.

• Manage change management activities portfolio in all DEI projects to have a global vision and overview of projects to highlight concurrent DEI, HR and enterprise projects which ensure better adoption across the organization to ensure cross functional and team collaboration.•Developed and delivered customized training programs and communication plans, boosting employee engagement and proficiency in new systems and processes, leading to a 40% increase in overall productivity.• Influence stakeholders to work toward the common goal of increasing the representation of populations historically underrepresented in conservation and marginalized in the broader society.• Responsible for running 36 programs and 16 projects that enable progress of the firm’s diversity and talent management strategic priorities, including sponsorship of strategic initiatives to support the retention, development, attraction, and advancement of diverse team members.• Responsible for leading engagement with targeted minority-serving colleges/universities and student organizations, including identifying areas of opportunity and developing best practices. • Serve as thought leader and advisor to leadership on early talent strategies, working collaboratively across the organization to influence and drive our efforts in the areas of early career and diverse talent attraction and engagement, external stakeholder engagement and empowerment.• Initiate, establish and maintain 43 external stakeholder relationships with key decision-makers across target institutions. • Collaborate with other members of leadership to develop and maintain strategic partnerships with community organizations and other entities as appropriate. • Represents the organization with external organizations regarding diversity issues that affect the health system and community and works to build the organization’s brand and reputation for diversity.

• Coordinated and developed strategic business plans that support organizational equity, diversity, and inclusion initiatives. • Collaborated with internal and external personnel to create effective engagement and training curriculums, and analyze metrics and trends to initiate performance development improvements and translate findings for executives and departmental leaders.• Revamped the business proposal and bidding process, optimizing profit maximization by eliminating risk and spearheading time-saving solutions to create sustainable business growth aligned with its policies and goals.• Developed and launched an innovative Workforce Development Program, providing a pathway for diverse individuals from underserved communities to pursue professional goals and career ambitions.• Executed excellent communication and relationship-building skills through community engagement initiatives, enhancing the company's regional reputation and reach.• Utilized excellent research skills to identify and evaluate new technologies and business opportunities.

• Managed a multi-level team dedicated to overseeing operational improvement processes.• Created career development programs, employee engagement initiatives, and business performance objectives using benchmarking and several performance metric systems, including lean six sigma (LSS), Strengths-Weaknesses-Opportunities- Threats (SWOT) analysis, and Project Definition Rating Index (PDRI) assessments. • Designed leadership development programs and created best practice policies dedicated to diversity, inclusion, and equity and devised to retain and attract diverse talent.• Spearheaded an LSS Black Belt Certification project focused on estimation accuracy, implementing strategic process improvement actions that saved $3M annually and achieved a yearly cost avoidance of $10M.• Improved company-wide diversity by monitoring trends, raising awareness, presenting essential data, and coaching business professionals best practice philosophies and strategies to develop and retain diverse candidates.• Utilized strong leadership skills to manage training and development certification programs for over 300 employees.• Created a corporate culture survey, analyzing the results metrics to improve organizational design and values. • Developed workplace initiatives to enhance employee experiences, establish action plans, and create curriculum training designed to improve employee engagement and business objectives.

• Oversaw a portfolio of loans and legal credit documents and audited closed loan files to ensure compliance with state and federal law. • Analyzed economic trends, forecasts, and metrics to assess risk and implement strategic financial strategies, and presented compliance risk and fraud analysis to third-party business owners and executive managers, establishing a streamlined process to identify issues and execute on-time action plans.• Built solid and positive relationships with diverse external stakeholders, business owners, and executive management through transparent and open communication.• Execute a comprehensive safety training & development strategy to develop and deploy training resources for safety regulatory compliance, safety standards deployment and safety leadership development.• Define, develop, and direct a safety audit strategy and process that assures regulatory compliance, risk reduction and continuous safety improvement. Lead audit process to establish prioritization, maintain/develop audit criteria, oversee gap analysis & improvement and ensure best practice sharing.• Continuously strive to enhance performance and efficiency of OH&S management system.• Developed strategies to facilitate safety best practice sharing and deployment. Actively seek improved OH&S practices through benchmarking and active participation in OH&S related seminars and organizations.• Built solid and positive relationships with diverse external stakeholders, business owners, and executive management through transparent and open communication.• Utilized comprehensive finance knowledge to efficiently investigate 230 mortgage loan files monthly, managing compliance data, audits, and risk analysis examinations regarding federal and state laws.

• Supervised over 40 program staff members, while skillfully developing organizational goals, standards of performance, policies, and procedures.• Led executive performance management design, rollout and review process including metrics analysis, team management and career development.• Championed Employee Engagement Survey initiative from question design and rollout to analysis, reporting and action planning.• Led vendor selection and implementation for online learning management system (SumTotal Learning Maestro) including buy and build decisions, contract negotiations and design for course offerings.• Completed company-wide organizational review culminating in mission, vision and values initiative design, research, analysis and implementation recommendation across all sites and departments.• Project managed the vendor selection and implementation process for integrated talent management system (SAP SuccessFactors, SharePoint, and Salesforce) from cross-functional participation to board approval.• Created talent management strategy championing self-directed learning and career development.• Introduced goals and performance management practices across all US sites and with a 97% on-time adoption rate.• Redesigned high potential employee development program for cost savings of $300K annually and 90% employee retention.• Process mapped all critical HR procedures to improve organizational deficiency and level set expectations for employees.• Facilitated the implementation of Individual Service Plans (ISP) and participate in a range of administrative duties including staff hiring, training, scheduling and oversight.• Trained and developed, which consist of training staff on behavior intervention plans and how to distribute medication, developing monthly progress reports for persons served, handling all finances for the program and persons served.