I am a survivor of Stage 4 aggressive, inoperable and chemo-resistant Colon Cancer and I am hoping to share the strategy I used to help others have the same advantages!

In this role I am focused on understanding our client’s future needs and feedback, and communicating that broadly to ensure SHL can continue to be the innovation leader in the talent data and analytics space. I also lead our Americas Reseller & Partner Team supporting North, Central, and South America. This provides an opportunity to find innovative routes to market for our award winning assessments and solutions. And lastly I am the commercial leader for special projects, such as the IBM Kenexa and SHL partnership.

I led a team of Key and Strategic Account Managers to help manage the partnerships with some of our most important client organizations across a variety of industries. My team also supports the US SHL Re-seller market as well as the implementation of all new accounts as they join the SHL Talent Assessment family.

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As part of the SHL Talent Assessment line of business, I worked with strategic member organizations to help diagnose and execute against their talent management strategies with the goal of ensuring our partner organizations have the very best talent in-role and a strong bench of ready talent for future roles as the organization evolves. Specific ways we do this include: - Succession management, - High potential identification, - Measuring leadership bench strength- Pre-Hire Realistic Job Previews, Algorithmic, and Psychometric Assessments- Behavioral Interviewing - On-Boarding and Developmentand- Auditing Talent Pools (functional, leadership, etc.)CEB/Gartner is uniquely qualified to support organizations for two reasons: Our ongoing commitment to research and our understanding of the science of talent attraction, selection, and development. By working with 86% of the global Fortune 500 and employing more Industrial/Organizational Psychologists than any other private organization, we truly understand best practice and are able to share this data with our partners to ensure you can execute quickly and accurately.

As Senior Product Manager for CEB's Leadership Solutions, I help organizations by developing and supporting products that can inform their decision making (whether it be who to select, who should they invest in/develop, who can best support a particular business need, or who may be their strongest future leader) and help them achieve their business strategy (by developing leaders, assessing engagement, etc.). Everything we do marries the insight provided from CEB research with the strongest collection of Industrial/Organizational Psychologists and Learning Designers across the globe to bring organizations the solutions they need to be both fast and right. CEB is a company of contrarian thinkers and problem solvers. Our success depends on finding the next great idea in business in partnership with the world's greatest companies. Our mission is to unlock the potential of organizations and leaders by advancing the science and practice of management. Key Performance Indicators:• Build, validate, and manage a portfolio of Leadership products supporting clients with their needs around Identifying High Potential, Selecting and Developing Leaders, Succession Management, and Leadership/Workforce Planning• Enable sales teams with the knowledge and tools needed to generate leads, position CEB's value proposition, and close critical business opportunities• Architect strategic solutions for clients and lead strategic sales interactions with C Level Executives • Integrate solution sets across CEB Businesses • Co-build marketing materials (pitch decks, microsites, flyers, etc.) to enable faster sales cycles by articulating CEB’s unique value proposition• Represent CEB at industry conferences • Gather customer feedback on new products in advance of launch, during sales process, and after delivery• Document client impact and ROI to support ongoing sales

I partnered with organizations to ensure that their talent measurement processes and tools (from selection through succession) provide them the best insight and opportunity to execute effectively against business strategies. Key Performance Indicators:• Manage portfolio of over $5 million in business. Recognized for highest sales (measured by contract value) across CEB in 2014• Work with C-level contacts in Fortune 100 companies on talent management strategy (including selection, succession, talent inventories, etc.)• Co-developed market innovation around pre-employment selection practices• Won innovation awards for new approach for succession management.• Managed the development of custom pre-hire assessment scales to reduce turnover at several Fortune 500 companies• Worked extensively with solutions and delivery consultants to create alignment, accountability, measurement strategies and process within client organizations• Helped clients realize results based on their metrics, such as: o Increasing collections by $98,930 per year for each agento Increasing sales goal attainment by $105,504 per year per retail sales person or $226,000 per year for a travel professionalo Hiring Licensed Vocational Nurses who are 91% more likely to receive high ratings around patient focus• Achieved every quarterly and annual sales target since 2013• Scoped and managed a project to deliver a selection system including custom behavioral interviewing training/guides, tailored assessments, and Interviewer Role Plays. My portfolio included industries such as telecommunications, retail, health care, financial services, and automotive.

I worked with health care organizations around the Midwest to develop and deploy talent management strategy to ensure success in an era of reform. This includes hiring a workforce more likely to be engaged, provide great service, and support a safe environment; identifying high potentials likely to support future organizational success, assessing and selecting senior leadership, and developing a success profile (a common set criteria that includes knowledge, experience, competencies, and personal attributes that can be used across talent management).Key Performance Indicators• Started Midwest portfolio and grew it into over 1 million dollar assignment within 2 years. • Identified talent needs and trends, specifically within the Health Care industry, for many award winning organizations (Baldridge, Thompson Top 100, US News and World Report, etc.)• Negotiated mutually beneficial agreements with project teams, procurement, and legal counsel from various organizations• Sold, designed and implemented solution sets that include talent management strategy development, selection (behavioral interviewing and pre-selection assessment), leadership diagnostics and interpersonal skill development (workforce, leadership, and executive), performance management, merger and acquisition consulting, and succession management• Worked extensively with solutions and delivery consultants to create alignment, accountability, measurement strategies and process within client organizations• Worked with C-level contacts at targeted organizations to develop and refine talent management strategy• Helped one client realize a 42% increase in new hire satisfaction through better selection processes; helped another client realize a 51% reduction in new hire turnover • Represented company at industry conferences• Technical knowledge expert within workgroup around health care reform and creating a physician enterprise• Co-authored a white paper on physician employment and development

I worked with large, global organizations (such as Toyota, Bank of America, Cox Enterprises, Boeing, Nissan, Microsoft, T-Mobile, Coca-Cola, etc.) in a team based sales/consulting role to develop stronger talent strategies. This included supporting T-Mobile and Bank of America's selection system, Toyota's selection system and development of a Lean culture, Microsoft's development of leadership skills and supporting Cox Enterprises' succession needs.

I worked in tandem with a group of Industrial/Organizational Psychologists on projects such as job analysis, selection metrics, leadership development, behavioral interviewing, executive assessment, and succession management.

Responsible for managing projects across international borders, creating work flow within teams, and facilitating partnerships between sales, design, and production.

Supported the Talent Recruitment team, including process definition workshops and six sigma, Responsible for HR aspects of Intern Program, HR Generalist duties