Providing consulting, analytics, and project managment services to improve Employee Experience & Workplace Culture, HR & Leadership Effectiveness, People Analytics & HRIS Technology Maturity, and long-term People Strategy Transformation & Change, rooted in the science of Industrial-Organizational Psychology.• Employee Surveys: Designing, launching, administrating, analyzing and providing insights - Engagement/Employee Voice & Employee Value Proposition (EVP)- Diversity, Equity, Inclusion & Belonging- Lifecycle: Candidate Experience; Onboarding; Career Development; Exits/Offboarding- Pulse & Ad-hoc• People Science, Research, and Analytics: Improving effectiveness and maturity - Data Collection, Cleaning, and Analysis- Data Visualization & Dashboarding- Improving HR & Leader Data Literacy- Staffing & Turnover Projections/Predictive Modeling- Benchmarking, Best-Practice, and External Research Literature Reviews & Recommendations- Equity Analyses- Job Analysis/Descriptions, Competency Modeling & Skills Mapping• HR Effectiveness, Strategy, and Maturity: Improving long-term HR strategy, structure, and effectiveness - HR Stratgic Planning - HR Effectiveness Metrics & Dashboards - HR Team Establishment, Re-Organization, or Growth/Scaling- HR Function Maturity Modeling - Team or Org-Wide Strategic Workforce Planning - Improving Candidate Attraction, Hiring, Retention, Performance Management & Leadership- HRIS Tool Evaluation, Onboarding, Configuration, Rollout & Change Management- HR Tech Strategy & Roadmaps• Program Design & Evaluation: Evaluating whether employee programs, HR services, or customer programs are meeting goals- Information Collection, Data Analysis, & Literature Reviews - Stakeholder Surveys, Interviews, & Focus Groups- Quantitative & Qualitative Analysis, ROI Analysis- Establishing or Improving Goals and Metrics- Program Improvement Recommendations- Scenario Planning

Worked with Early Career team to analyze the pipeline flow of talent through the many Early Career development programs at a Owens Corning. Leveraged the analysis to identify trouble-spots or areas of leaky pipeline for all participants, with breakdowns by program, gender, and ethnicity. Analyzed flow through salary bands, promotions, terminations, and into high-performer development programs, succession plan nominations, and executive leadership and succession roles. Designed, launched, and analyzed an Early Career Program Experience pulse survey to gather quantitative and qualitative data on participant experience, measure effectiveness of recent program updates, and identifies new areas for improvement.

Worked with People Science Team to provide analysis and Qualtrics dashboarding services to global, Fortune-500 material science & manufacturing company to help develop an evidence-based Employee Value Proposition (EVP) from Qualtrics survey data. Developed structures and conventions to manage inter-linked, differing international region dashboards, to serve diverse stakeholders with cultural competence while maintaining a 10,000 ft view for the company to interpret insights as a whole. Enabled insights to inform potential changes to employee benefits packages.

Managed the administration and analysis of Washington County, Minnesota's 2023 Employee Engagement Survey. Provided recommendations and established new practices to improve the agency's survey program maturity for 2023 and future survey cycles:• Managed project, executive, and HR leader stakeholders through project plan development, regular task management, meetings, and updates• Conducted previous survey reliability and validity analysis• Provided survey improvement recommendations and updated survey to improve validity and reliability and align with changes to organization strategy (increased DEIB focus)• Improved survey program maturity through measuring survey effectiveness, launching inaugural action planning function to improve accountability of leadership's survey follow-up, and expanding survey result access to smaller business units to address their specific results• Developed survey communications plan & timeline and provided draft communications to HR around survey launch, results, and action planning • Configured and launched survey in Qualtrics• Completed survey analysis, provided reports, recommendations, and organization-wide presentation of results and insights• Developed action-planning resource to guide leaders and managers in addressing team's specific survey results• Provided future recommendations to continue improvement of engagement survey program, such as more granular results access for smaller teams, internal survey administration, and recommended survey tools to purchase

Leveraged people data to identify and solve enterprise problems at the People Analytics Center of Excellence for a global, Fortune 500 manufacturing & material science company. Improved organizational maturity and capability for measurement and data-driven decision-making.• Decreased new hire turnover in pilot plant by over 40 percentage points by leveraging R program to conduct analyses and make recommendations for Manufacturing Staffing Task Force and improve new hire turnover crisis. • Provided executive consultation and analyses of company’s Inclusion & Diversity survey data, including building, release, and training of results dashboard on Qualtrics program. Aligned analysis and recommendations to actionable organizational justice framework.• Developed and implemented procedures and templates to standardize client work for employee lifecycle surveys and improve maturity of processes as People Analytics team grows.• Supported Annual Executive Talent Review by providing analysis and recommendations of Early Career development program, Women in Operations, and integration of employee sentiment data with quantitative findings. Findings have spurred organizational priority to address increasing turnover of Early Career participants, especially people of color.• Served as Project Manager to conduct additional data collection & listening work, program evaluation, and redesign to improve Early Career program outcomes and improve retention of high performers and diversify talent pipeline.

Advanced the agency’s people strategy, technologies, and analytics maturity to improve culture, performance, equity, and inform HR policies. Developed a top-performing, dedicated team, utilizing a coaching/developmental approach and fostering strong teamwork. Provided strategic direction to HR managers in devising goals, metrics, and process improvement. Delivered a data-driven approach to managing people at work by providing data analysis, developing new data sources, deploying new analytics platforms, and enhancing data governance and HR data capability. Offered expert research and evidence-based HR consulting to manage agency's multi-year racial equity action plan aimed at strengthening employee equity and experience in measurable ways. • Established new agency “pulse” survey program to respond with agility to employee needs and concerns; provided analytics and insights, and drove manager action-planning; significantly improved employee engagement by 8% in first cycle, exceeding agency’s 5% goal. Model is now being replicated across the City & County of San Francisco.• Institutionalized new workforce planning and forecasting practice to align talent strategy to business strategy; observed 158% improvement as reported by pilot participants in HRS; grew HRS positions by 38%, first increase in 12 years.• Leveraged industry experience and co-authored company’s landmark Racial Justice Ordinance and Racial Equity Action Plan. Directed team of analysts to conduct first ever internal equity research, analyses, and dashboards.• Grew a new People Science & Strategy division from a small team, a 350% increase in permanent staffing and budget, through proven effectiveness and demonstrated strategic value.• Doubled agency performance appraisal participation through new technology, process, and change management; increased employee favorability in understanding how performance is measured (26%), goals and accountabilities being clear (22%) and supervisor feedback (13%).

Fostered and promoted a culture of continuous improvement and problem solving through organizational development projects, while building the case for a focus on employee experience. Expanded influence to affect change beyond the SFPUC, to city-wide operations.• Established and served as project and change manager for the first annual engagement survey program; partnered with c-suite and senior leaders to identify focus areas and drive manager action planning. Leveraged communications to build feedback culture and employee trust.• Established ongoing employee engagement program; established a cross-functional team for year-round program management and internal communications strategy for employee engagement.• Conceptualized people data governance committee accountable for setting clear data definitions, developing comprehensive policies, and overseeing documentation to protect employee confidentiality. • Developed and executed comprehensive change management and communications plans. • Provided roadmap and metrics for assessing current processes and maturity in people analytics, diversity and inclusion, workforce planning, and employee engagement, through crafting and institutionalizing maturity models• Commended by senior management for outstanding performance; chosen to serve on a small, multi-agency panel to select City & County of San Francisco's new applicant tracking system to modernize and streamline hiring process• Chosen to represent SFPUC on inaugural CCSF HR Analytics council to help shape analytics strategy and data governance city-wide.• Handpicked by executive management, along with five other Lead Strategists, to effectuate the agency’s strategic plan; served as Effective Workforce Lead Strategist to lead cross-functional efforts and establish metrics.• Developed long-term HR technology and HRIS roadmap; implemented new technologies for analytics, survey administration, goal tracking, recognition, and 1-on-1s and feedback.

Maximized talent management and equity across organization by establishing in-house competencies and framework for competency-based selection, development, and appraisal to recruit and retain high potential candidates and high performers. • Participated in City & County of San Francisco's Emerging Leaders program through a formal nomination process• Redesigned executive performance appraisal and work planning process, adding leadership competency assessment and employee engagement action planning.• Managed portfolio of clients to identify and validate leadership, behavioral, and technical competencies. • Incorporated competency framework into personnel management processes, such as recruiting, hiring/selection, onboarding, training & development, employee relations, and performance management & appraisal• Developed, communicated, and enforced a safety culture in line with latest safety behavior research that placed a high level of importance on safety beliefs, values, and attitudes resulting in improved workplace and organizational performance

• Built a closed employee intranet portal to provide employees with information, resources, and collaboration tools they need to work towards their goals• Shared talent management best practices via development of intranet portal to improve manager effectiveness• Focused on helping people grow and succeed professionally by formalizing a career dashboard based on data for employees to understand most viable career paths• Designed validation formulas and legally defensible documentation by employing new competency modeling tools• Developed a structured, formal mentoring program to connect people, increase knowledge, and build skills

Provided subject matter expertise to CEO and President in boutique/executive recruiting firm in the areas of strategy, organizational and recruiting function effectiveness, and HR program improvement.• Developed framework for setting cultural goals, strategic planning, competency modeling, career paths, and selection• Designed a series of KPIs and dashboards that effectively tracked key recruiting metrics to enhance drive recruiter effectiveness• Resolved issue of new recruiters not meeting commission targets by creating a core competency model for recruiters• Improved talent acquisition, increased retention rates, and promoted better company culture by standardizing HR onboarding process for new employees

Appied projects in the field of I-O Psychology: the scientific study of human behavior in the workplace during Master's program, applying psychological theories and principles to organizations:• Development of an Employee Performance Appraisal System• Literature Review & Development of a valid Employee Engagement Measurement Tool• Job Analysis, Report, and Recommendations for selection and training of the Library Technician position• Training Design Project Manager for pro-bono service project with the Epilepsy Foundation of Greater Cincinnati & Columbus to develop Vocational Rehabilitation Training modules and Train-the-Trainer presentation and materials, leveraging ADDIE model, project management, adult-learning theories, mixed media, role play, and mixed instructional design.• Independent thesis research (literature review, statistical methods & analysis, survey design and administration, statistical analysis and technical report writing. Thesis was nominated for Xavier Psychology Department's "Thesis of the Year" award and was accepted as a poster presentation at the Annual Conference of the Society for Industrial and Organizational Psychology (SIOP)

Provided operational support to a high-volume recruiting department of a large, financial services company through data entry and updates in the HR database and recruiting softwares.• Independent Project: Completed overhaul and recreation of co-op training guides to improve recruiting internship program• Managed recruiting administration mailbox and provided customer service, posted jobs to external career sites and performed job posting updates and hierarchy changes in HR database Taleo, including troubleshooting of recruitment technology and processes• Prepared orientation materials, presentations, and reports

Provided Advocacy and Outreach for adults with severe and persistent mental illness and supported them with stable access to psychological and medical services, income, food, and housing.

Applied psychological and behavioral-science best practices to improve the quality of life and stability of Adults with advanced Mental Illness in a transitional group-home facility through daily programming services to improve ADLs, helping clients address behavior norm deficits, and safe crisis deescalation. Conducted safety drills, completed office work and timely documentation to bill insurance and Medicaid/Medicare and inform other practice providers of client's baseline, progress, and needs.