• Develop & implement talent management strategies, initiatives, and programs that support the recruitment, development, and retention of high performing teams. • Design and implement diversity & inclusion initiatives to foster a diverse workforce and promote an inclusive culture. • Create and maintain a comprehensive talent management framework including performance management, employee and leadership development, succession planning, and career pathways. • Identify learning and development requirements by conducting needs analysis on organization results, job requirements, operational challenges, organizational forecasts, and current training programs.

• Lead the enterprise-wide talent team, consisting of end to end talent strategy development for corporate and field associates • Talent team is inclusive of talent management, succession planning, early career and management rotation programs, leadership development, associate engagement, career pathway development and implementation• Talent partnership with key stakeholders guiding content creation for high learning adoption and driving a high pay for performance culture

• Lead the talent team, consisting of end to end talent strategy development• Talent team is inclusive of talent acquisition and attraction optimization, performance management, succession planning, leadership development, career pathway development and implementation, learning and development strategy creation and execution, partnership with key stakeholders guiding content creation for high learning adoption • Oversight of LMS rollout across corporate and field associates

• Lead a HR team through due diligence and integration/separation activities• Create playbook for due diligence and integration projects, as the standard approach to delivering HR M&A excellence • Leverage leadership and culture assessments to provide insights for successful integration and change management • Institutionalize a best in class change management capability that will improve the acquired employee experience and account for disruptive change to all elements of an organization's operating model (strategy, structure, processes and systems, shared values)• Develop project plans and tracking progress against plans, identify and monitor of risks, issues and dependencies for multiple concurrent acquisitions and/or divestitures • Create integration budget models/presentations to support integration efforts • Create repeatable change management tools and templates to accelerate change management activities: change impact assessment; change communications plans and framework; stakeholder analysis and engagement tactics • Identify lessons learned & process improvements to support continuous improvement of HR M&A infrastructure • Consult, coach and engage project teams, managers and leaders

• Develop, pilot and institutionalize a best in class change management capability that will improve the employee experience and account for disruptive change to all elements of an organization's operating model (strategy, structure, processes and systems, shared values, etc). • Set clear and measurable change management objectives and design a foundational change management framework. • Build reference documents to guide the approach and further support the execution of change management activities. • Create repeatable change management tools and templates to accelerate change management activities: change impact assessment; change communications plans and framework; stakeholder analysis and engagement tactics. • Design and implement engagement model strategies (i.e., lead execution, deploy contractor resources, consult) for M&A deals. • Enable pre-close organizational cultural assessments. • Facilitate and or support large cross-functional integration planning meetings and workshops using change management best practices and approaches. • Manage and maintain key employee touchpoint across the integration journey. • Consult, coach and engage project teams, managers and leaders. • Assist in developing and delivering analysis, recommendations, and presentations for senior executives to support strategic decisions.

• Leading the HR due diligence and integration/separation activities, by working with HR COEs to conduct employee related data analysis and due diligence reports• Develop project plans and tracking progress against plans, identify and monitor of risks, issues and dependencies for multiple concurrent acquisitions and/or divestitures• Create integration budget models/presentations to support integration efforts• Work with HR COE teams to identify lessons learned & process improvements to support continuous improvement of HR M&A infrastructure• Support and/or own HR M&A capability building projects including development of training materials for HR teams supporting deal activity

• Conduct talent planning and succession planning process for Latin American region• Support culture change initiatives and programs through partnership with regional HRBPs to drive behavior change and improved performance, including manager effectiveness survey action plans and employee engagement initiatives• Conduct needs analysis to identify local learning needs and partner with HRBPs to deliver and facilitate customized learning initiatives• Develop learning solutions, including instructor led programs, materials, and tech-based learning• Oversee onboarding and development programs for early career programs• Support in development and implementation of L&D initiatives for business resource groups to impact diversity• Monitor and analyze impact of learning initiatives in order to shape, change and create recommendations for the future

• Assess organizational development needs of functional units• Development of Succession Planning and Bench Marking of the overall organization• Develop framework for corporate Recruitment, Internship and College Recruitment and Diversity Programs• Develop recruitment sources and actively participate in community events in order to build a stronger brand• Lead the design, development and implementation of programs, policies and strategies tailored to meet OD needs and program goals• Actively participates in performance management, career counseling, corrective action process, and employee relations issues• Works to develop and roll out workforce programs and initiatives• Develop Training and Development programs and materials• Provides programs to help new managers assimilate into the organization• Develop, manage and update the new hire orientation• Conducts exit interviews; reports on trends and recommends remedial actions

• Perform needs analysis assessments of learning needs for the Latin America region• Manage large regional and global projects and Organizational Development programs and initiatives• Relationship Manager to the business, interacting with global, regional, and local stakeholders and partners • Support Learning & Development processes, including project planning, budgeting, and communications• Develop assessments to monitor and evaluate progress against Learning & Development action items• Track training metrics, monitor course enrollment, analyze reports and feedback • Build action plans to increase effectiveness in program delivery• Manage vendor relationships

•Management Trainee Program development: develop program curriculum, create mentoring program, performance and engagement checkpoints•Redesign the leadership potential review and succession planning methodology to ensure streamlining of processes and global execution•Lead and administer quarterly 360 feedback survey process

•Develop and implement a new Management Trainee Program, targeted at high-performing, newly graduated leaders; develop structured interview questions/business case, interpret assessments, develop program curriculum, create mentoring program•Redesign the performance management, leadership potential review, and succession planning methodology to ensure streamlining of processes and global execution•Lead and administer quarterly 360 feedback survey process•Manage vendor relations (Hogan Assessments, Kenexa, Personnel Decisions International)•Design development opportunities through workshops, executive panel discussions, and one-on-one development planning •Develop and facilitate new-hire onboarding two-day workshop•Design analysis and infer meaningful trends and projections from talent development processes•Assist in creating and analyzing talent mobility process and key development roles review and calibration •Assist in developing, executing and analyzing revamped employee engagement survey•Use expertise in Microsoft Office (EXCEL, PowerPoint, Word) and SPSS as necessary for day-to-day reporting, analysis, and strategy building•Support global HR generalists (corporate, field & international), senior leadership, compensation team & ad hoc functions across the organization with talent development strategy and process

•Worked closely with instructional designers to develop, validate and test training and development workshops•Researched, collected, validated, reported and analyzed business and survey data using Business Objects, Microsoft EXCEL, and SPSS •Created hypothesis, drew inferences, and explained data trends and impact to guide and support departmental strategy•Manage vendor relationships to ensure proper system administration and materials creation and delivery•Worked closely with IT to design and correct issues with reporting and data feed •Supported field team with functional requests (alignment, breakdown of metrics, and creation of monthly reports) and corporate team (reviewed data, presented documents to senior leadership, and recommended improvements)

•Launched and analyzed worldwide engagement survey•Assessed strengths and concerns of global corporate employees and US restaurant general managers•Measured culture change and evaluated next steps for future improvements•Presented findings and recommendations to senior leadership•Participated in additional analysis with ad hoc talent development projects

•Analyzed research data for faculty, staff and graduate students•Assembled complex reports for clients•Used SPSS and Microsoft EXCEL daily for statistical analysis

•Developed test items for the Department of Children and Families Florida social worker certification•Reviewed and developed competencies •Validated test items for administration

•Attended 60 hours of rigorous training sessions in preparation for counseling role•Phone counseled distressed, suicidal and emotional clients 6-12 hours a week•Worked well under pressure and with large amounts of responsibility