HR Head for Cell Therapy and Talent Management, Leadership, and OD.•Designed and executed an HR strategy in alignment with the business plan and a "great place to work" strategy, focusing on employee engagement, succession planning, talent management, change management, organizational and performance management, training and development, and rewards.•Facilitated organizational growth, including the addition of 100+ employees, while serving as a trusted advisor to leaders and employees, applying diverse HR skills in areas such as organizational design/development, change management, employee relations, compensation planning, performance management, and workforce/talent planning.•Formulated a talent and leadership strategy, articulating the philosophy and approach based on business requirements, and established goals and metrics to measure progress.•Engineered an engagement strategy that directly elevated employee engagement and retention, encompassing survey vendor selection, three survey launches, change management, action planning, and implementing resulting employee engagement initiatives, including communication, culture and connections, well-being, and career development. Achieved improved survey scores surpassing benchmarks.•Implemented Talent Review and succession management for all leaders, expediting talent development to enhance readiness.•Introduced inclusive leadership and talent development approaches for all levels, including leadership development, coaching programs, and a career development initiative (Career Month). Oversaw a 50% increase in the utilization of professional development assets, such as LinkedIn Learning, and introduced career stories from senior leaders, career planning tools, with 90%+ participation rates in Development Plans (IDPs).•Developed recruiting and retention plans to meet the human capital needs of the business strategy.•Served as a public speaker and presenter at Biocom and LEAP HR conferences.

HR Leader for a global HR team and responsible for $1B revenue business with 1000+ employees. •Transformed the business through integrating 11 global sites under one new business unit and forming a new executive leadership team. Defined a common sense of identity, purpose, and strategy that increased cohesion, and collaboration across the business teams, and drove operational efficiencies to reduce over $20 million in expenses. Increased organizational health and revenue by 30%.•Reduced global employee turnover from 18% to consistently below 9% through analyzing data, identifying hot spots, and targeting action plans such as improving local leadership, creating a high-performance team culture, and increasing hiring effectiveness. •Increased retention and engagement of our employees through the “Talent Factory” initiative to increase our vitality and effectiveness in talent development, improving succession plans, Individual Development Plans (IDPs), career development, and objective, criteria-based hiring to reduce bias. •Increased high performance within teams from the Executive Team down and communicated clarity of direction and recognition of employees’ contribution throughout the organization.•Established a Diversity and Inclusion Council that built inclusive leadership practices and Employee Resource Group (ERG) membership. Increased diverse representation metrics.•Navigated the unprecedented disruption of Covid-19 through a “reboot strategy” that redeployed our R&D and Commercial teams to support digital marketing. This ensured our employees remained motivated, revenue losses were restored, and market share gained quicker than competitors.•HR expert on four acquisition and integration projects.

•Provided interim cover for the vacant Sr, Dir, HRBP for BID operations over 30 global sites and 2000 employees. Addressing significant manufacturing ramp-up to meet Covid-19 related demand.

• Market leader in DNA sequencing with $3.3B revenue and 8,000 employees in global locations. Member of HR Senior Leadership Team, OD partner to CEO and EVPs, and leader of the HR team of 10. Change Agent for business transformations in business units, marketing, R&D. Responsible for building culture, leadership, teams, professional capabilities, and ability to attract and retain top talent across the globe.•Ensured Illumina’s competitiveness in the global war for talent through the definition of the employee experience value proposition, and five-year People Strategy.•Increased Illumina’s global brand awareness by building our global employer branding strategy and an “Employee Experience” team to respond to increasing candidate-to-employee experiences.•Achieved Great Place to Work recognition (2 years) and Fortune, Forbes, Glassdoor, and Computerworld best workplaces Top 100 lists.•Dramatically improved our talent management and ability to hire top talent through the successful implementation of strategic talent and workforce planning process.•Increased diverse representation at all levels of the company through leading diversity, inclusion initiatives, including unconscious bias in hiring, and team management practices.•Significantly raised leadership effectiveness levels across the company through supporting the CEO and the Executive Team to develop a new leadership model and roll-out plan.•Provided a robust and effective leadership and professional development curriculum that drove high utilization and optimized digital delivery of learning modules. •Increased employee engagement and retention rates through the design of an engagement strategy and feedback tool focused on increasing leadership capability and team cohesion. Excellent adoption, with a 93% response rate over 4 x 6-month cycles, showing confidence in the program. 2018 Results saw an increase in “Leadership Effectiveness” (8+) and “Employee Engagement and Intent to Stay” (7+).

• Leading Medical Device company acquired by BD with $5B revenue and 16,000 employees globally. Created and implemented the human capital strategy and supporting programs to effectively attract, develop, engage, and retain the right talent to meet the business strategic goals. Managed team of 3 and partnered with the global HRBP team. HRBP to Commercial, R&D, and Finance functions.•Built a strong pipeline of future leaders to fill critical jobs and drove significant improvements in succession plan strength, internal mobility, D&I, and retention through our talent processes and the global talent review program rolling up to the CEO and Executive Team.•Facilitated C-suite Talent Committee to focus action towards developing top talent in critical roles.•Raised the effectiveness of leadership across the company through highly effective leadership development, coaching, and high potential programs.•Increased manager effectiveness, team effectiveness, and overall engagement across the company through the successful launch of a global employee engagement initiative.•Ensure we had the right talent to scale the company through the creation of 1 and 3-year strategic workforce plans.

Created a social enterprise focused on recycling water (greywater/rain) to create sustainable landscapes. Provided professional consulting and training on sustainable water and landscape practices.

Managed team of 8 and HP’s global talent management programs for 340,000 people in 184 countries. Created and implemented strategies that attracted and retained top talent through effective engagement initiatives, policies, programs, and tools.•Managed the integration of HP’s $14B EDS acquisition for talent management.•Managed internal communications and engagement initiatives that increased positive employee engagement (up 8 points y-o-y) and saved $10M in operating cost through process improvements.•Implemented innovative career development, rotation, and leadership programs that strengthened the succession pipeline with key talent and improved employee retention.•Improved the succession pipeline capability through increased development, internal movement, rotation assignments across business and geographical boundaries.•Global Sr. Manager, Strategic Workforce Planning Lead, executed long and short-term talent plans to find the right people at the right time and cost by efficiently running the operations team of workforce planners. Held accountability for timely, accurate, and relevant HP wide delivery of workforce plans, including reporting to the Executive Council (EC)•Trusted Chief of Staff and PMO Lead for VP of HR, responsible for staffing operations.

Managed HR outsourcing center for pension and benefits administration. Lead consultant of business optimization and transformation projects including performance management, HR IT, process redesign, shared services, project management, change management.Business Transformation Senior Consultant/ Project Manager: ERP, process redesign, and change management projects.

Strategic HR, performance management, employee engagement, training and development, organizational change, executive coaching.

Leadership development, facilitation, coaching, performance management, change management, communications.

Developed solutions tailored to client needs supported by government grants & loans of £10M for external client businesses, including advising on the National ‘Investors in People’ initiative.