Manage worldwide talent acquisition, mobility, learning and leadership development organization for $5+ billion-dollar company with 16,000 employees.Develop sourcing strategies through a variety of channels including the use of social media platforms, employee referrals, campus hiring programs, RPO and search partnerships.Collaborate with Corporate Communication, Diversity Program, and Marketing Teams to build out Employment Brand in the talent marketplace including job postings and boards, e-mail and social media communication and recruitment materials.Manage Global Talent and Mobility tools, systems, policies, processes to meet the fulfillment of the business talent needs and overall corporate compliance requirements.Facilitate the design and delivery of all global learning and development activities to result in high-performing and thriving people, especially at the management and leadership levels.Improve and build upon new ways to deliver value-added learning solutions for all staff, through appropriate use of different channels such as: High-impact leadership development programs, Instructor-led professional, development workshops, on demand and E-learning resources and web-based management toolkits.

Ensured an effective recruiting service delivery model is in place globally resulting in talent hired in the right places with the needed skills enabling the company to meet its business objectives.Supervised the fulfillment of business workforce plans via critical hiring projects; use of RPO partnerships while leveraging niche specialty search firms to fill key senior and executive roles.Maintained a fiscally responsible model and network of internal and outsourced resources which flexed and scaled the business strategy.Established relevant metrics, tracks and reported progress to executive and HR management.Used data and talent analytics to understand trends and identify areas of improvements via exit, onboarding, management and new hire surveys.Served as the primary HR Consultative Partner to the LSAG Group President advising on a variety of topics including, compensation and workforce planning, organizational changes, succession, acquisitions, divestitures, leadership and executive development.Led a global team of Business HR Managers who functioned as staff consultants to the LSAG Executive Leaders for six different divisions and 3 regional sales organizations operating in the Americas, Europe and Asia Pacific.

Partnered with senior leadership team to build alignment around future goals of the organization and to develop HR plans that enabled the business to achieve its goals.Focused on end to end talent management via integrated corporate and business programs to build a sustainable talent base across the global organization.Managed a team of HR professionals who worked within the Group to identify organization improvement needs, determine methods to meet those needs and implement programs that are responsive to the business needs. Managed internal & external HR partnerships in a cost effective and quality manner executing on both corporate and business HR programs & initiatives. Served as a change agent across the Product Group in a spirit of continuous improvement.

Served as an advisor to the Executive team providing coaching, succession planning, performance management and guidance on team effectiveness.Translated current and future business needs into an overall integrated strategic HR plan.Created strategic workforce plans that align with business strategy. Ensured people and organizational issues became strategic discussions at the staff level.Played an active role in modeling behaviors that reinforced personal accountability to achieving strong financial health and creating a customer first environment.Functioned as a central point of tracking Top Talent within the organization ensuring minimal lose of critical and high potential employees.Facilitated Team Strategy, Team Building, Calibration and Ranking meetings.Integrated 3 US acquisitions working directly with Corporate Development, Mergers and Acquisition Teams.Implemented multiple rounds of Work Force Management resulting in businesses ability to meet financial planning goals.Facilitated the understanding among the business leadership team of new HR programs and the impact on their business.Articulated business needs and influenced the design of processes and tools in global HR and the delivery in Shared Services, to ensure the achievement of business objectives.

Supervised the design of tools, systems, training curriculum and the development of business partnerships that ensured the effectiveness of the Management Support Organization.Established functional project plans and processes to accomplish specific objectives.Collaborated with Business HR and Shared Services teams to produce services that are aligned with business events. Worked with mergers and acquisition specialists to implement M.A.D. programs (acquisitions, workforce balancing, divestitures, outsourcing) in alignment with business events. Worked with Business HR to provide implementation assistance for diversity programs. Functioned as a direct escalation path for Workplace Violence cases.Executed team and individual goals within short time spans.

Facilitated Change Management (created and delivered "live" virtual Change Management Modules). Participated in business workforce planning and skill assessments. Functions as the direct contact for the organization with the Work Force Management Team ensuring use of the WFM program is executed to corporate standards and guidelines. Contributed to and executed the design of retention incentive programs that maintained employees with critical skills during outsourcing strategy. Provided Management Coaching at all levels including Performance Management/Corrective action training and facilitation. Facilitated investigations of open-door issues and employee escalations.Provided training in employee development and performance evaluation reviews.

Managed the Human Resource arm that supported client initiatives overseeing the recruiting, screening, selection and management of marketing consultants. (key client accounts include, Cisco Systems, Hewlett Packard, 3-Com and Quantum).Opened newest facility in the company and achieved the highest revenue generating status with the best fulfillment ratio in the company.Identified, screened and interviewed high potential consultant candidates for a variety of technical marketing positions in Product Development, Product Marketing, Market Research, Corporate Communications, Direct, and Internet Marketing.Supervised direct report of staff recruiters and assistants. Provided appropriate sourcing tools to ensure a continuous flow of qualified applicants.Coordinated college recruitment, career fairs, and outreach programs.Provided services to management and staff in the areas of employee relations, employee development, performance evaluations, and benefit administration.Reviewed salary changes and coached clients on competitive compensation analysis.Improved and built upon new ways to deliver value-added learning solutions for all staff, through appropriate use of different channels such as: High-impact leadership development programs, Instructor-led professional development workshops, on demand and E-learning resources and web-based management toolkits.