Directed end-to-end operations related to employee experience for a collective headcount of over 8,400 employees across the US, Philippines, and India within a private equity setting. I led a high-performance team consisting of 3 direct and 5 indirect reports, focusing on organizational development, learning and development, recognition, culture, and survey management. My responsibilities included overseeing the development and execution of best practices in goal setting, performance management, talent management, and change management to ensure alignment with organizational objectives.I redesigned the performance management system resulting in increased completion rates of 96.4% and aligned performance ratings with compensation and development programs. I revamped the onboarding, learning, and recognition programs to align with new core values and purpose statements, enhancing overall employee integration and satisfaction.Additionally, I overhauled the leadership program, reducing its duration from one year to six weeks. This change significantly boosted completion rates and received high satisfaction scores from participants 4.4/5.0 and managers 4.2/5.0. I also steered global surveys and listening programs, including onboarding, hiring manager, and exit surveys, as well as employee engagement surveys, to gather insights and improve employee experience.Through these efforts, we achieved significant organizational recognition, including Great Place to Work certification, Forbes America’s Best Employers, Newsweek America’s Greatest Workplaces for Women, and Fortune Best Workplaces in Texas 2023.

Headed aspects of HR from hire to termination, encompassing onboarding, compensation, benefits, engagement, recognition, and employee relations for over 1,800 employees in a private equity setting. I led a dedicated team of 2 direct reports to ensure the seamless execution of daily tasks and oversaw the full spectrum of the organization's compensation philosophy, ensuring competitive and equitable pay practices.I implemented Workday’s Peakon engagement survey and Achiever’s PROPS recognition system, which significantly enhanced employee engagement and recognition. Additionally, I implemented the iCIMS applicant tracking system, streamlining recruitment and onboarding processes.To facilitate better integration and retention of new hires, I improved and rolled out a comprehensive onboarding process. Furthermore, I administered the expansion and creation of our Philippine operations, successfully establishing a workforce of approximately 300 employees.

Set up and led an Organizational Development and Learning and Development department for an organization with 10,000 employees. Overseeing 2 direct reports, I spearheaded the creation of leadership development courses tailored for various levels, including emerging leaders, first-time leaders, front-line management, senior, and executive leadership. I also managed ongoing learning and development opportunities, such as monthly webinars, assessments, teambuilding workshops, compliance, DEI training, and micro-learning.I pioneered a performance management philosophy and system that incorporated the “Plan, Do, Check, Act” model, complete with training and materials for management. Additionally, I managed and contributed to the creation of organization-wide programs, such as the Service Award program, the quarterly company newsletter, the “We Believe” values statement, and Lead training for hourly employees.For three years, I led the Internal Communications department, significantly enhancing internal messaging and employee engagement. I developed Talent Management and Succession Planning best practices, including 9-Box models, development plans, and collaboration meetings to ensure an effective talent pipeline and leadership continuity.

Promoted from OD Specialist into a supervisory role where I led 2 individuals. In this position, I partnered with executive management to define the company's talent management philosophy, facilitated succession planning discussions, and identified high-potential employees. I liaised with HRIS to design in-house systems for talent and performance management, ensuring they aligned with our strategic goals.I provided coaching and feedback on performance and leadership development and assessments, helping individuals grow and succeed within the organization. Additionally, I created a corporate performance management strategy and led various team interventions and training programs to enhance team cohesion and effectiveness.

Determined annual market reference movements, participated in salary surveys, analyzed data, and conducted job evaluations to ensure our compensation practices remained competitive. I managed merit, incentive, and sales compensation programs, ensuring they motivated and rewarded employees appropriately.In collaboration with the Organizational Development department, I developed career ladders, key competencies, departmental summaries, job profiles, and career paths. This effort aimed to provide clear progression routes and support employee development throughout the organization.