Responsible for driving organizational effectiveness through human resource management strategies and policies to meet business needs. Lead a team of talent management discipline leaders in setting strategy for organizational culture, talent acquisition, employee engagement, employee value proposition, talent review & succession planning, executive coaching, learning & development performance management, talent assessment & leadership development. Collaborate with HR and organizational leadership to drive company-wide adoption of talent and performance programs. Establish analytics and metrics to measure program performance and improve talent management strategies. Drive profitable business opportunities through the use of strong talent data.Serve as HR for HR support.

Founder of New Dimensions Coaching, a professional leadership coaching and development firm. Leadership & Career Coach: Serve as a private and corporate leadership coach to guide senior leaders through a mindset and self-awareness shift to successfully deliver against organizational goals and gain followership. Serve as support and a guide to help leaders to engage, connect and continue to move forward not only themselves, but their team and the organization as a whole. Serve as a group coach for leadership teams. Facilitate on-site and virtual learning sessions for various leadership development topics. Business & HR Consulting: Serve as an end to end business consultant to develop critical talent in the organization through multiple levers to drive positive business outcomes. Engage with Human Resource Divisions to develop data-driven & effective people processes that enables strong business results. Consulting services include support with:• Leadership Assessments• Leadership Assimilation • Team Effectiveness Development• Leadership Development Training• Leadership Coaching• Leadership Development Sustainment• Talent Management Process Development• Training & Development • Project/Program Management• Instructional Design • Facilitation• Organizational EffectivenessThought-leadership Speaker: Serve as a public speaker for global knowledge-exchange networks and organizations. Offer thought-leadership in the areas of technical training, organization development, transformational change, strategic workforce planning and leadership development.

Drove the strategic agenda and learning plan for 8,000 associates across two business units. Consulted with Executives and Senior Leadership on a continuous learning model framework to drive business results. Responsible for assessing the major strategic learning needs, designing training & non-training opportunities and implementing actions to improve organizational performance. Guided the business leadership in the selection and management of vendor contracts. Consulted on the prioritization of development plans required to enable performance.

Additional Role: Director, Talent Management at LexisNexis Risk Solution (A RELX Group Company)Drove the strategic definition, implementation and integration of best-in-class, cutting edge global leadership development programs for RELX Group. Led a consistent talent agenda that best met the strategic needs of the business through processes such as Organizational Talent Review, Individual Development Plans, Leadership Development Programs, Hi-Potential Development Programs, 360-degree feedback, Executive Assessment, New Leader Assimilation, Coaching/Mentoring, MBA recruitment and rotational development programs, and program impact analysis against key drivers and metrics.

Provided internal consulting and service delivery in the areas of technical training, organization development, transformational change, strategic communications, and leadership development. Led the organization’s engagement strategy and associated initiatives; provided consultation to HR Business Partners to effectively deploy programs and initiatives which create a culture of engagement. Led the organization’s employee learning strategy by implementing the foundational Associate, Manager, and Vice President-level learning platform. Aligned the management/leadership learning platform and the technical/operations training platform to create a comprehensive “learning organization” that fostered a culture of engagement, learning, and performance. Provided strategic OD leadership and support to business-level process improvement, team development, and organization design projects and initiatives. Led internal mid-level and executive coaching program using tools such as MBTI and Hogan Assessments as a foundation to self-awareness of characteristics, competencies and values that underlie a leadership approach to work.

Accountable for designing and implementing a systematic enterprise-level Strategic Workforce Planning (SWP) discipline. Core responsibilities were leading and overseeing the holistic HR team to build strong internal relationships primarily with business leaders, Corporate Strategy, Enterprise Integration, and Finance to understand strategic objectives. Translated business challenges and talent concerns of the business into actionable talent plans. Advised and consulted with the business on identified talent risks and anticipated and predictive challenges that may not be evident. Built and implemented a long-term workforce planning strategy that was pragmatic, well planned and had the engagement of business leaders. Defined and validated the critical people capabilities required for organizational success and competitive advantage. Conducted talent segmentation including identification of critical talent and optimizing the value propositions for each segment. Oversaw environmental scans and aligned the talent supply and demand under different scenarios. Leveraged data analysis and analytics to glean insights for where talent interventions would improve business performance. Developed specific action steps to assure resources and investments were prioritized in those areas that would make the most difference to business success.

Additional Role - Manager: Learning, Development & Talent Management Designed and implemented highly effective, results driven training and development strategies for a rapidly evolving technical operations team. Consulted with Senior Leadership and Executives on the yearly development strategy for over 2000 sales, IT and operation employees. Established training goals that directly supported business plans and scorecard goals. Led a design and development team in providing appropriate training interventions that achieved business goals and could be measured for effectiveness. Guided the business leadership staff in selection and management of vendor contracts. Consulted on the prioritization of development plans required to drive business performance. Worked with talent acquisition to ensure introduction and retention of strong talent.

Provided strategic, expert advice and consultation on the training needs and appropriate business solutions. Identified solutions to improve performance on the job while reducing the footprint of training. Consulted with Senior Leadership and Executives on the appropriate interventions for the line of business and help establish training goals that directly support business goals. Manage budget expectations to +/-3%. Built relationships across a matrix environment to leverage resources and processes. Led geographically dispersed training and development teams to ensure program successes. Ensured compliance with ADDIE and DMAIC processes during a training intervention.

Developed and released project plans, project schedules, progress reports, and budgets for the program. Managed a geographically remote team of 6 employees to insure that work is being performed in accordance with the schedule as set forth in the work authorizations and initiate corrective actions as required. Initiated, arranged, and coordinated meetings, presentations and discussions as required with customer personnel for the exchange of information or for the resolution of problems that may arise during the life of the contract. Negotiated with customers to resolve problems, including technical, financial and scheduling issues, which are within the scope of, and arise during, the life of the contract. Maintained close cooperation with the customer for the issuance, review, execution, and return of supplementary contractual documents and technical information. Sought out opportunities to expand the business presence both within and outside the customer contract.

Oversaw multiple program areas ranging from an implementation staff, instructional design staff, and project teams. Communicated implementation strategies to thirteen call centers. Led a team of sixteen facilitators and four learning specialists responsible for implementation of training material, scheduling and coordination of classes, and scheduling of classroom resources to over 1300 employees locally and approximately 6000 employees across all call centers. Partnered with HR team for all administrative action situations, upheld new policies and procedures, and provided communication for compliance e-learning training. Ensured timely and consistent implementation of training, teaching points, objectives, measurement tools, feedback, and follow-up align with corporate strategy. Maintained appropriate communication across the department, division, and organizational lines with a focus on local management and frontline employees.

Additional Roles -Customer Service Agent, In-Flight Scheduler (1997 - 2001)Adhered to an instructional system design methodology for all projects. Applied analytical skills by researching and identifying the causes for an absence of performance on the job. Verified the learning tasks, the desired outcomes, and the appropriate strategies. Assessed the quality of the instructional products and processes both before and after implementation. Interacted with outside vendors to produce training products appropriate to Delta's needs. Utilized time management skills to complete multiple training requests within an appropriate timeline. Produced state of the art video media presentations by building key relationships with the Video Services Department. Created a partnership between multi-media training workgroup and functional training area by guiding them through content necessary to develop a solid computer-based training (CBT) product. Represented the division as Point-of-Contact for the American Council of Education program.