Design and create engaging lectures and in-class discussions that expand the knowledge and best-practice application of organizational change, coaching, and organizational learning for graduate students.Served on core faculty team that designed and launched the Graduate Coaching Certificate Program.

Inaugural Chief Talent Officer for HUB International. Stewarded the employee & candidate experience at HUB. Established Talent and Organizational Development function at HUB. Worked closely with HUB Executives and Field HR to create and drive people + culture strategies that grew our employees, our leaders, and our business.

Launched Relativity's Talent Engagement group to bring together HR Business Partners, Learning & Development, and Internal Communication functions. Accountable for delivering key people support, talent and change thought leadership, and scalable talent processes for a rapid growth technology company. Partnered with senior leaders to ensure we had the talent and organizational needs to fuel our business growth.

Designed and delivered people and organizational strategies for Finance, National Account Team, and Audit organizations that aligned with and drove business priorities. Effectively built and secured long-term partnerships with C-Suite and SVP-level leadership and management. Key member of senior teams and counselor to senior executives. Thought leader for change management, organizational development, and talent strategy work across HR.

Executive and personal coach for individuals and teams. Partner with corporate and nonprofit leaders to enhance leadership, team, and organizational effectiveness.

Designed and implemented executive consulting services, providing effective leadership strategies to drive performance in senior teams, promoting overall senior team cohesion. Successfully functioned as the division’s lead to ensure diversity and inclusion content and approach was integrated into talent and leadership practices. Created high potential leadership development program for director population (officer feeder pool) which served as a template for programs throughout the leadership pipeline.Key accomplishments:* Established executive workforce planning and director succession management efforts which resulted in increased readiness of director population for officer ranks.* Executed inaugural Action Learning Programs in support of successfully driving key business initiatives.* Created Human Resource’s talent assessment strategy to drive improved consistency in assessments across the employee life cycle, resulting in increased performance improvements.* Launched, recruited and led high-performing members of the leadership effectiveness consulting team.

Member of inaugural OE COE leadership team in HR - crafted OE COE operating model and successfully launched enterprise COE. Led teams to strategically drive cultural change efforts for 12,000 technology and operations global workforce, increasing affordability, team and department effectiveness, and employee engagement.Key accomplishments: * Introduced new change management strategies for new product roll out that served as a best practice for product implementations, while developing the groundwork for enterprise-wide change management framework.* Grew high performing OE team. Through performance management, career coaching and development, led high-value team that was recognized as key pipeline talent for overall HR division.* Served as Inclusion Program Manager for technology organization’s diversity culture change effort; led to increased employee engagement; decreased costs; and increased speed for problem management resolution.