Global People Operations - in a highly distributed and matrixed business, change leader implementing centralized services around people operations, global mobility and compensation. Will partner with leadership teams in each country to put best practices in place to support business scalability and increase operational efficiency. Cultivation and Talent Development change program leader - key player on a change project to increase cultivation culture throughout the organization through capability building, improved review process, and stronger feedback systems.Coaching Capability - Consult internal businesses on how to increase coaching capability in their regions. Drive the creation and execution of coaching skills workshops globally. Maintain a strong pool of senior experienced internal coaches willing to support LD program participants.

Global People - In a highly distributed and matrixed business, work closely with global community of Heads of People to look at the ThoughtWorker experience, share best practices and resources, and increase consistency in how we operate.Global Leadership Development - Support global and regional leadership development programs in creation and program direction and execution.ThoughtWorks University Product Owner - Ensure the immersive 5 week graduate hire onboarding program exceeds the business' expectations. Grew the program to handle double the capacity by adding a second location in 2017.Coaching Capability - Drive the creation and execution of coaching skills workshops globally. Maintain a strong pool of senior experienced internal coaches willing to support LD program participants. Consult internal businesses on how to increase coaching capability in their regions.

- Capability Development: Collaborating with distributed teams to understand priorities around capability building, fostering a knowledge sharing environment; consulted clients on capability models and assessments- Employee Engagement: Creating ways to assess, track, and improve upon engagement with ThoughtWorkers distributed across offices and client sites in North America- Employee Communications: Developing key North America leadership team and people team messages based on the strategy and direction of the business, stories we want to share, and connections to engagement, recruiting, capability development, etc that we want to convey.- Recruiting: Transforming the recruiting function to support amazing candidate experiences, increased employee referrals, decreasing cycle time, increasing velocity in order to hit our hiring targets; consulted clients on talent acquisition- Onboarding: Developing ways to have our most experienced hires understand TW and begin to add value faster- People Planning: Evolving a future view of our people plan by meeting quarterly with market leaders, community leaders, and large account teams to balance our buy, build, and borrow strategies against the demand outlook.Global Impact:- Coaching: One of three design and developers of an internal coaching skills workshop rolled out globally; Over 300 people trained globally- Leadership development: Coach for our global LD programs; Started a technical leadership program in NA; Advised EU, Brasil, and Ecuador on establishing technical leadership programs- Capability and Development: Executive sponsor of our global leads group that meets regularly to share knowledge and best practices between regions- Vendor relationships: Own the relationship for assessments, surveys, and online training that is used globally- People Team Development: Advised South American locations on building their people practices in ways that stay true to TW and makes sense culturally for the country

Started with a spark of an idea around growing capabilities in the business that met the business and employee's needs and grew it into a department focused on cultivating a learning environment where people can contribute, connect, and learn from each other.

- Business partner for the Americas Leadership Team- Ambassador of culture- Champion of employee engagement- Leadership coach- Change agent

Coach Effect, Inc. is a leadership & organizational effectiveness boutique that supports senior leaders and business owners who are ready to tackle their human capital issues through coaching, consulting, and development of their managers and leaders. We typically work with organizations that face real challenges. Some are frustrated because employee satisfaction surveys indicate that managers would benefit from training and they don’t have the bandwidth to handle the training in-house. They either do nothing or send them to a generic off-site training session. Others are concerned that their new managers receive little to no managerial training which leads to increased employee problems. Lastly, some of the organziations struggle to provide senior executives with development that meets their schedules and needs. We support organizations with the challenges they face in providing appropriate management and leadership development solutions to meet their human capital needs.

The first HR hire at the executive level, reporting to the CEO, for one of the leading Yellow Pages Advertising firms in the nation. Brought in to create a strong People Matters infrastructure and provide strategic leadership in organizational development. Responsible for People Matters, including Communications and Training, for 500 people across 5 national locations.KDA is an Omnicom Company.

One of the original employees in this start-up founded by Motorola. Established the entire HR infrastructure (payroll, benefits, staffing, compensation, and employee relations); was directly involved in strategic business planning; instrumental in providing the start-up the ability to branch off from Motorola in 1998 and become its own separate entity.

Provided location based support for managers and employees in four different divisions within the Messaging Information and Media Sector (MIMS) totaling approximately 200 associates. Represented MIMS on the Global Assessment Planning Council. Also participated on MIMS Human Resource Government Compliance Council and the Motorola HR audit team.

Provided consulting services to manufacturing managers including employee relations for approximately 240 associates. Championed performance management for a facility of 1,000 and had responsibility for the 1997 AAP. Championed a summer technology camp for employees’ children.