Ensure the success of the CFO and her senior leadership team (FIO), by mapping out the comprehensive vision of the organization and company, with precision to operational details to deliver outcomes and achieve results. Trusted Advisor: Acted as a trusted advisor to the CFO, designing and leading initiatives to build a high-performing team, advancing our trust score YoY, and maintaining the highest engagement scores across the company Strategic Alignment: Provides a holistic perspective across organizations to align, collaborate, and prioritize effectively within the FIO Function and across Teradata. Manage the company’s integrated fiscal year planning processes and quarterly QBR/Dashboard preparation and creating a consistent template and processes for others to leverage.Operational Rhythm: Manage the every-day Operating Rhythm for the FIO organization along the dual path of the What (encompassing financial planning, strategic goal setting, quarterly business reviews and metrics) and the How (leadership development, engagement, designing core values and positioning statements, and talent management). Founded and Lead Teradata’s Operations Community which represents functional operations leads across the company to align, support, and influence operational processesCommunications Strategy: Develop and oversee an organization-wide Communications Strategy & Plan aligned with Teradata’s overall strategic positioning, across multiple different platforms (All-Company Meeting, All-Hands, quarterly publications, Leader specific toolkits and content, leader forums, across SharePoint, Viva Engage, and Teams) Program Management: Oversee and maintain program management over critical initiatives within the organization, related and spanning from strategy to talent. Partner closely with the People team on Survey Action Planning, DE&I Action Plans, Intern Program, Mentoring Program, Talent Reviews, Succession Planning, and Performance Management pilot programs.

Trusted advisor to DVP, Central Operations, and the senior leadership team of Central Operations to drive key outcomes.Manage the annual strategic and financial planning processes. Accountable for designing and managing the Operating Rhythm with includes aligning our teams priorities and initiatives to our company's strategy, and driving outcomes. In parallel, assessing the our talent, employee engagement, leadership development, with the goal of creating an inclusive and thriving team environment. Prepares, designs, and runs, key team and organization-wide meetings including weekly Leadership meetings, Extended Leadership Development sessions, All-Hands, and other executive level engagements as required. Oversees and maintains program management for ad-hoc cross-functional initiatives, small to large, using a data-driven approach to implement impactful programs, in partnership with other functions. This includes, DE&I, financial planning, organization brand and communications, learning and development, rewards and recognition. Elevate the Central Ops brand through various campaigns; leveraging PTC’s tools and technology to build awareness within and across Central Ops.Identify ways to improve team's operational workflows and drive process improvements across teams.

Act as a trusted advisor to the Central Operations DVP, ultimately responsible for ensuring the success across the Operations function. Responsible for organizing and prioritizing the critical issues that align to the strategic direction of the organization, and then mobilizing and managing the cross-functional initiatives to support these goals. Ensure annual team goals are defined, aligned, and measurable, and then monitoring and managing team performance through score cards. Architecting and leading the Operations senior leadership team and extended staff through team development and self-development activities. Another key component is to ensure strong alignment and communication through social and other media.I also led and built the Inclusion & Diversity program for the Field organization. In partnership with HR and other business leads, a data-driven approach was launched to educate and spread awareness across our global teams.

Establish structure and discipline to the Customer Success organization through continuous collaboration and alignment through the centralized operations team. Develop Governance Framework that consists of operationalizing balanced scorecards, creating an Operations Council, and ensuring communication and feedback loops are working across the organization. Manage programs and projects that span across the teams, with the intent to standardize and scale. Identify future opportunity areas by applying hypothesis driven analysis, and gaining insights.

Responsible for the development, implementation and effective sustaining of Human Resources processes and policies to support the objectives of the company. These core processes include: Employee Life Cycle, HR Process Design, Performance Management, Employee Services, Compliance Reporting, Global Security, and Project Management of various global programs such as M&A activity.Manages and ensures the timely completion of specific, defined multi-discipline HR programs or projects; Partners with Corporate Compliance on company-wide Ethics program, oversees the Affirmative Action program and Diversity & Inclusion efforts, and supports global HR counterparts with key compliance initiatives.

Provide analytical and technical insight in order to increase the effectiveness and efficiency of HR business processes. Act as a liaison for the Projects, Process and Compliance team on various HR Projects partnering with the other HR teams on the core processes: Employee Life Cycle, HR Process Design, Compliance Reporting, Affirmative Action, and managing Ethics Program and HR Metrics.

Act as the project lead to perform process analysis of a business need to determine alternative business solutions or process improvement opportunities. Analyze and document business problem and use business and technical knowledge to participate in the re-engineering of operations to improve business results. Act as liaison between the business owners and our IT counterparts to develop requirements to a technical solution that meets business need. Creates project plan and monitors resources throughout the duration of the project. Also creates test plan and strategy including test scripts and approves new system behaviors to ensure alignment with business objectives and test plans.Develop and maintain comprehensive documentation and training materials while providing technical training and user support to business groups along with implementing business operation standards and procedures. Works with other HR departments to coordinate interdepartmental activities in order to reduce redundancy, risk, and to ensure that Liberty meets customer expectations.

Provide production support and administrative services for all Human Resources applications. Partner and coordinate communication between HR, IT, and business leads during production support break/fix resolution and deployment of system releases/upgrades. Assist in the evaluation of business requirements and participate in analysis of customer activities and/or systems to identify alternative business solutions or process improvement opportunities. Develop and maintain user documents and training materials while providing technical training and user support to business groups.

Participated as part of the Human Resources Development Program (HRDP). Act as a resource in HR policies, systems, and processes for managers, HR Generalists, and employees. Conduct New Hire Orientations and Exit Interviews. Manage all Family Medical Leave, Short/Long Term Disability, and Worker's Compensation files. Recruited new talent for the HRDP.Assisted with the HR Service Delivery and Talent Architecture Program as part of the sub-team, HR Process Support. Designed and implemented process support tools for HR Support Center, ensuring alignment of the communication strategy of the developed documents and tools.

Assisted the Organizational Development and HR Team on annual employee survey by analyzing survey results, building customized survey reports, writing successful case studies, and preparing manager toolkits. Helped to create a competency matrix for organizational analysis and investigating relationships between performance ratings and job model. Took part in various projects; Reduction-in-Force processes, Designing training modules to increase Employee Engagement, Support Plan Team Member for post reduction-in-force, Merger and Acquisitions processes and compliance, OSHA Surveys, Affirmative Actions Plans, Quarterly Metrics, and Integration Survey for acquired employees