Organization & Workforce Transformation• Managed organization design and talent planning engagements for 3+ clients, including live workshop facilitation (i.e., "Future of Function") to share leading trends, identifying future state capabilities, mapping capability to future groupings, aligning on functional enablers (e.g., people, process, and technology)• Conducted current state organization assessments, including span of control, organizational layers, low-span managers, and titling variation• Supported the development of written M&A communications for a future Day 1 organization structure to managers and employees• Designed future state organizational structure options to provide recommendation on role titles, leveling/reporting, and interactions across teams/functions

Organization Design, Effectiveness, and Transformation• Managed organization design activities for 7+ clients, including end-to-end for enterprise and functional macro design, detailed micro design, and operating model/service delivery model optimization.• Created a foundational global job architecture framework and strategy to enable standardization of job functions, families, levels, and titles to support talent programs. • Designed a retained org structure including a retention plan, key/critical talent risk assessment, defined retained role profiles, and decision rights.• Analyzed clients' reporting lines, spans of control, layers, and FTE associated with the future state design.• Developed role profiles for new, updated, and critical roles from detailed organization designs to provide a foundation for talent selection.Talent Management, Strategy, and Transformation• Assessed employee skills, from critical employee jobs, to a future state framework to drive more informed talent development and recruiting approaches.• Developed a career mobility talent experience and roadmap, outlining key HCM enablement opportunities.• Facilitated talent strategy workshops with key stakeholders (e.g., HRBPs, Talent Management) to prepare group to drive further alignment with business/executive leaders.• Constructed a future state function's competency, career pathing, learning curriculum, and recruitment recommendations to enable the future state operating model. • Analyzed the ROI of an onboarding center of excellence, including new roles, to reduce risk and improve talent processes. HR M&A/Target Operating Model• Developed process and technology recommendations to activate a post-TSA HR operating model to ensure global compliance.• Led TSA exit workstream efforts on learning and compliance, including recommendations on vendor selection, multi-state new hire compliance training, and learning & development communications.

Provides consultative services for various HR programs that entail analytics, auditing, coordination, data management, and reporting. Assists with organization transformation initiatives by documenting headcount changes and supporting position management discussions on organization design, staffing, and direction. Supports business and HR leaders with the annual talent review and compensation planning process that includes base salary, short-term, and long-term incentives. Liaises with global mobility and immigration counsel on employee cases. Interfaces with senior leaders to ensure alignment on compensation decisions and business justifications.

Supports colleagues to develop and implement broad-based talent management/organization alignment programs (e.g., competency and skills frameworks, performance management, career philosophy/strategy, career frameworks and job leveling, job architecture, compensation benchmarking, and salary structures) that attract, reward and retain talent for private, public, and non-profit companies across industries.