Drive business solutions, culture development, and talent management strategies across the local organization. Leverage metrics, data, and analytics for solutions that drive the organization’s performance. Function as the feedback loop to ensure HR programs are aligned with business needs. Consults and advises business leaders on broad talent issues that impact engagement, retention, and overall business performance and results.- Provide counsel and guidance in all areas of human resource management ensuring consideration of appropriate policies, practices, and employment law.- Plan, design, and own the assessment and development of critical talent management solutions that drive positive performance and integration for the organization.- Leverage knowledge of competitive strategies and tactics to develop culture, organizational structure, vision, governance, and workforce planning models.- Implement robust succession planning to guide successful strategic initiatives and other business metrics, analytics, and solutions.- Employ a strategic mindset for strong retention, engagement, leadership development, change management, and process redesign efforts.

- Led the design and implementation of the talent strategy for several functional organizations.- Led succession planning strategy and process to successfully enable integrated talent management practices and alignment with organizational capability needs.- Partnered with other HR leaders to execute best practices across all levels of the organization.- Acted as a consultant to leadership on strategic HR management and organizational effectiveness.- Coached leaders in best approach to bridge development opportunities and accelerated career advancement.- Established robust, trusting relationships to promote a workforce community that drives positive employee morale and productivity.- Leveraged DE&I capabilities to further embed best practices into talent processes.

- Led the design and implementation of the “Culture of Chemistry” enabling a work environment of trust and growth.- Partnered with the program portfolio leadership team to identify efficiencies and improvements with measureable impact to financial metrics and intrinsic benefits. Strong focus on earnings impact and employee engagement.- Applied wholistic approach to culture change management plan to positively influence the employee experience with the intent to enhance productivity and quality metrics.- Actively partnered with Human Resources to assess improvement opportunities for the employee and the portfolio.

- Set the strategy, vision, and tactical direction for internal certification strategy to enable the right employee in the right role at the right time. - Led a major project to accelerate the career growth and professional development of employees through career coaching, pipeline development models, tailored experiential activities, and network events.- Conceptualized the future of internal certification as an enterprise solution, scalable to any organization size.- Measured effectiveness and return on investment of leadership development programs.- Researched and applied best practices in career and professional development.

Instructional Design