Leadership Development: -Design, develop, facilitate leadership development programs/courses, big and small, individual and teams, to drive leadership development success factors within the organization. -Lead, design, manage and facilitate large and global leadership development initiatives.-Experience in delivering globally, in person and virtually. Individual and Team Coaching:-Work with individuals and teams to assess the current situation, strengths, developmental areas and solutions needed to drive toward business outcomes. Employee Development and Engagement: -Develop and drive employee development and engagement through employee engagement surveys and solutions. (Solutions include but not limited to communication, career development, performance management, culture, diversity and inclusion, emotional intelligence, conflict resolutions, high performing teams, etc.). Facilitation: -Facilitate learning and growth opportunities for small and/or large groups with various stakeholders (individual contributors up to CEOs). (Facilitation topics include but are not limited to talent management reviews, strategy alignment, diversity and inclusion, leadership development, emerging talent, employee development, performance management, change management, learning and development, etc.). -Facilitated large scale programs (multi week/month/year) and focused topics (1-2 days) - virtually and in person. Consulting: -Work with key stakeholders to develop, drive and deliver people solutions that have a positive impact on the overall organizational strategy (traditional, entrepreneurial and matrix organizations). (Consulting areas include but are not limited to talent management, employee engagement, leadership development, emerging talent development, team development, cultural change/ transformation, diversity and inclusion, etc.).

Lead the design, development and execution of leadership development, organization development, talent management and succession planning initiatives within Space Systems Company (SSC).-Design, develop and prepare internal Talent Reviews for the SSC, EVP and his directs: strategic talent moves, metrics/analytics to inform the business of the state of the talent pipelines.-Run internal ELT Talent Reviews to track action items and capture high level talent themes. -Prepare and provide Corporate Talent Management with SSC specific information for Lockheed Martin Bi-annual Talent Reviews (e.g. EVP Succession Planning, VP assessment and development, Leadership Development, Director assessment, SSC critical skills, etc.).-Determine land facilitate leadership development programs and training that would align to the overall talent and organizational needs.-Lead for SSC on the enterprise-wide Integrated Talent Management System to ensure needs were met to drive overall business objectives, and create an effective SSC cross level/function change network, to ensure successful implementation in early 2017. -Partner and communicate with key stakeholders around SSC and Corporate Talent and Leadership Development strategies and initiatives. -Develop 2015 SSC Talent Management and Organizational Development Strategy to align with Leadership Development Strategy. -Support and help to develop a Talent Forum with key organizations across SSC to discuss key talent, open positions, rotations and/or development actions needed and special ‘talent’ topics (e.g., leadership programs, high potential receptions, award nominations, etc.).-Consult, coach and support clients with talent and leadership development needs as they arise (succession planning, talent reviews, slating, promotions/movement of key talent, potential assessments, etc.).

Lead talent and organizational development at Space Systems Company (SSC) to drive and deliver people solutions that have a positive impact on the overall organizational strategy. -Develop and implement the talent and organizational strategy and integrated model to align with SSC’s business strategy and long term outcomes. -Provide the organization with simple and effective leadership development, talent and organizational development best practice solutions. -Lead and grow the talent and organizational development team that will serve as the front line consulting group that will develop and drive our customer’s business objectives. -Responsible for high potential identification, leadership slating, leadership development, team development, organizational design, talent reviews, succession planning, cultural change/ transformation, and supporting matrix organizations.-Determine change management strategies and tools that align to the reaching business strategy and outcomes.

Partner with clients to provide organizational solutions in the areas of Leadership Development, Change Management, Learning and Development, and Talent Management as well as design and develop internal capabilities: - Develop an Organizational Change Management strategy and group at a large telecom company for a $100M+ IT program. - Develop our approach and capability for Talent Management including: succession planning, development, ITMS solutions selection and implementation. - Set strategy and approach for our development programs (high potentials and leadership development).- Design, manage and implement our internal mentoring program to develop and retain our key talent.

Partner with Directors and Vice President of Global Leader and Organizational Development to perform, develop implement and/or deliver the following: - Developed a Diversity Council and lead the creation of a company-wide Diversity strategy. - Partnered with VP of HR and HR Business Partners to manage and lead the talent management review process for the organization to include mid-year, end-of-year and succession planning. - Develop and implement a global onboarding process; facilitate the new hire orientation for the US market. - Design the enterprise Learning and Development strategy, lead the global governance council.- Scope and select a new Global Employee Engagement Survey (GEES) vendor; work with vendor and internal team to manage the GEES.- Review, update and develop Performance Management tools, job aids and process aligned to the overall business objectives. - Manage the materials, participants and metrics for our global employee and leadership development programs. - Manage Learning Management System as well as researched a new LMS to implement in 2013/2014.

Develop, plan and manage organization solutions in the areas of assessment, development, engagement, alignment, and transition including: - Design, execute and manage a global line-manager leadership development program for a financial company, with 16 cohorts (total of 400 managers) in Japan, Australia, London, and the US. - Manage, plan and execute global AGM development assessments for a software company that includes running the assessment centers, developing the reports, and informing key stakeholders of status and results. - Develop, plan and implement a large-scale selection assessment process for a large healthcare organization in order to assess leadership bench strength and build their talent pipeline. Assessed over 150 leaders over two-year period. - Manage a large-scale executive coaching program for 75 executives and high-potentials to increase retention and accelerate leadership development for a large, global financial institution. - Run manager development assessment centers and create individual assessment reports for a public utility company.- Develop and plan an action learning program for a large, global financial company that resulted in generation of ideas and solutions that the company has implemented and benefited from. - Plan, develop and organize a manager development series that includes (dealing with difficult people, understanding generational differences, courageous conversations, etc) for a national dairy farm. - Develop a career development and on-boarding program for a global wine company. - Manage a leadership development and 360 survey program for 150 high-potentials for a global on-line retail organization.

Manage Program Managers across the region to provide project resources that achieve our business and client objectives. - Manage, train, mentor, and support the development of Program Managers in the region. - Manage projects and project teams to foresee, plan, organize and control resources and budget to effectively meet project deliverables for projects that range from $50,000 - $1.8 million in scope.- Manage, track, and forecast region’s $9.5 million project pipeline. - Work with other Lead Program Managers across the nation and globe to resource and manage client deliverables. - Design and deliver client proposals, presentations, surveys, and focus groups. - Analyze quantitative and qualitative data for employee engagement surveys, culture surveys, exit interviews, and focus groups to derive underlying themes to aid in creating relevant and high quality solutions for various clients.

Function as the technology expert for the Midwest and Pacific region to guide consultant practices and use of technology solutions provided to our clients. - Provide clients customized technological solutions which include online engagement surveys, organizational surveys, 360-degree feedback assessment systems, ROI tracking & management systems, development planning.- Design and implement training and awareness programs around effective use of technologies available to support our consulting activities and opportunities. - Partner with vendors to ensure the firm’s technology applications are cost-effective and aligned with our clients’ needs.

Managed the day-to-day operations of a leading Chicago-area architecture, development, and construction firm.- Managed lean waiver processes for all subcontractors and guided company thro¬¬ugh successful insurance audit. - Managed president’s financial information including bookkeeping, invoice preparation, reports, and financial statements.- Coordinated closings and deliveries of residential, office, and retail condominium units for over 200 units. - Responded to unit owners’ calls, scheduled necessary maintenance and/or repairs, coordinated move-ins and move-outs, maintained security systems, managed and oversaw operations, maintenance, administration, and improvement of residential and commercial properties.

Managed the selection process for front house employees. - Interviewed, selected, and trained new hires. - Conducted needs analysis to develop and implement new training program that was more efficient and focused on customer service.