Lead change management for enterprise-wide / global talent initiatives. Leverage best practices in change management to assess impact and recommend solutions. Support PMO and M&A Talent office in implementing solutions that enable a positive change experience and support employee adoption.

Responsible for the assessment, recommendation, and roadmap to improve Liberty's global HR model, products and services. Two new global functions were created and global ATS system implementation roadmap was adopted.

Responsible for Liberty's philosophy, practice and tools for performance management. Implemented globally an agile and holistic approach for performance management with a strong focus on employee experience. Partnered with other practice areas to implement a change management plan which included training, communication and dashboard solutions. Leveraged existing and new technologies, managed vendor relationships, partnered with business unit HR teams to outline requirements, developed administration processes and training for HR, oversaw translations for 10 languages and led UAT. In addition, facilitated department’s annual business planning and managed the department’s budget.

Led centralization of five talent analytics units into one department to support US operations (40,000 employees), inclusive of support model, intake process and measurement of the team operations. Responsible for consultation with Chief Talent Officers and their HR teams to answer key questions from business leaders and measure the effectiveness of HR programs. Supported AVP of Talent Analytics to manage Liberty's employee opinion survey, including vendor relations, content development, survey implementation, HR training, and presentation of results to Chief Talent Officer. Oversaw content development of the first HR business intelligence tool (OBIEE) implemented for US managers and HR.

Managed team of analysts who completed a variety of workforce analysis for Liberty's personal lines business unit (13,000 employees) and designed reports to measure talent initiatives. Partnered with corporate talent analytics on key annual talent processes.

Supported various organizations throughout HRBP role: Sales, Service, Claims, Call Centers, Technology, and Finance. Coached managers on recruitment, onboarding, compensation, development, retention, reorganizations, reductions in force and terminations. Guided managers through complex employee relations issues and conducted investigations, partnering with Internal Audit, Legal and Corporate departments as necessary. Project manager of core HR processes for assigned lines of business (average 5,000 US employees) in matrix environment (objective setting, performance and merit cycle, high potential assessments, and employee opinion survey)

Conducted employee interviews to evaluate jobs and develop job descriptions. Partnered with Corporate Compensation to review internal and external market data to assign appropriate compensation structure for jobs under review. Consulted with HR Business Partners and provided guidance on promotions, job offers and bonuses.

Supported 1,200 exempt and non-exempt employees of 9 subsidiaries (United States, Canada, Bermuda, Guam and Saipan) by successfully leading a team of payroll and benefits administrators. Led integration of HR policies and practices for 6 subsidiaries into new LVMH HR shared service center without disrupting business operations. Developed first HR reference and procedures guide for store managers, which improved workflow between 90+ retail stores and HR department.

Reconciled accounts receivables to monitor and collect revenue from Calvin Klein licensees. Assisted senior accountants in reporting status of revenue streams.