Led 10-person team addressing talent management, learning & organizational development, employee engagement, diversity & inclusion, HR communications, and employee experience/events. Key efforts include:- Re-envisioned the talent management strategy from end-to-end. Feedback on the first component rolled-out, the performance review process, highlights that 89% of employees said the new system was easy to use, 85% said the resources provided were helpful, and 77% said our review questions are effective and our rating scale is clear. 96% of reviews completed by deadline, which is 14% above benchmark. Also released Anytime Feedback, individual development plans, and 1-1 templates. Goal setting and talent segmentation in process. - Launched Leadership Advantage, a five-part people manager experience delivered virtually initially due to the pandemic and now via a hybrid method. Experience includes a variety of assessments, learning experiences, and coaching sessions. This is one element of a new people manager curriculum.- Launched the company’s first culture survey based on inclusion and refined the company’s engagement survey. Participation ranges from 84%-95%.- Set DEI strategy, launched affinity groups, and in just 2 years improved the perception of diversity factors by double digits.- Defined the Addepar Employee Experience Journey around moments that matter. Team driving an initiative that addresses new values, new employee value proposition, and new guiding principles and practices to support our evolving global hybrid workforce. Includes executive interviews and work sessions, employee focus groups, surveys, and a culture champion network.

Led talent management, learning & development, and employee engagement. Supported diversity and inclusion in an interim role. Key efforts include:- Launched the first company engagement survey, which attained a 94% participation rate. Work included follow-on company action planning via employee-driven strike teams. - Drove leadership development offering for people managers. Includes 360 assessment, prework, learning event, coaching sessions, and follow-on learning squad events. Achieved NPS 63%.- Crafted new talent architecture providing the first holistic system for goal setting, performance management, development planning, talent calibration and assessment, and recognition system.

Led two Customer Service functions serving internal and external BPO call centers around the globe driving agent readiness and leadership support for an audience of 3000+. Training and communications translated into 8-12 languages. - Global CS Learning & Development: Addressed leadership, technical skills, soft skills and end-user application skills. Global team included instructional designers, graphic specialists, elearning developers, certification specialists, program leaders, and facilitators working to create an amazing Netflix customer experience. Prepared call centers globally to take calls from 130 new countries launching on the same day. Defined the agent persona detailing attributes and competencies for success used in interviewing, feedback, onboarding, and more.- Global CS Communications: Provided content for the call center knowledge base along with news posts and just-in-time messaging via CMS, webpages, video, slides, etc. Provided content for Netflix's external customer's Help Center. Team acts as the liaison between key parts of the business such as engineering, partner ecosystem, public relations, payments, etc. and the call centers.

Led corporate talent development addressing soft skills for all job levels and functions including high potentials. Responsible for HR Communications. Global 45-person team of instructional designers, facilitators, OD consultants, executive coaches, program leaders, communication experts, and enablement specialists. Managed budget of ~$8M.- Drove culture change via Leadership in Action (LIA) for leaders. LIA positively impacted quality, productivity, employee satisfaction, and customer satisfaction. Received Brandon-Hall Silver Excellence Award.- Led HR communication initiatives supporting performance management, high-potential identification, employee engagement survey, etc. using email, video, web resource pages, manager communication kits. Messaging included some CEO and some CHRO communications as well as all HR departments- Led competency framework definition, high-potential identification, definition of potential, and critical role identification for performance management and succession planning.

Led corporate talent development addressing soft skills for all job levels and functions including high potentials. Global 37-person team of instructional designers, facilitators, OD consultants, executive coaches, and enablement specialists.- Launched and led Learning Leaders Forum to enhance alignment and communication of development efforts company-wide and a core team member of the Women’s Empowerment Principles initiative.- Increased Learning Excellence Credit program (1 credit = 1 hour) by 58% in FY13.- Launched high-potential program for individual contributors to senior directors, ~1500 audience. Shift from BU to corporate initiative reached 4 x the audience for less cost overall, dropped per participant cost by 75%+. Initiative achieved a 4% higher retention rate for participants. Received Brandon-Hall Silver Excellence Award.

Led corporate learning and development addressing soft skills for all job levels and functions. Global 16-person team of instructional designers, facilitators, OD consultants, and enablement.- Since taking on the leadership role, LED reached 41% more employees, increasing course completions by 27% across classroom, blended, and elearning offerings.- Received Brandon-Hall Bronze Excellence Award Learning 2011 for Best Results of a Learning Program for Career Circuit Program; a virtual blended learning solution.- Led integration of competencies into the performance management system, 360 feedback, LMS learning paths, and interview question bank. Core leader of the corporate succession planning task force, in support of the CHRO.

Project manager, gap analysis consultant, instructional designer, facilitator, etc.