In this role, I lead and manage leadership development programs that aim to nurture our talent and enhance leadership capabilities within the organization. This includes the assessment of leadership needs, the facilitation of program classes, consulting with cohort participants throughout their entire journey, and monitoring program effectiveness for continuous improvement.

In this role, I am responsible for supporting Molson Coors’ inclusion and belonging strategic road map and action plan. I actively partner with all corporate and manufacturing functions to develop, design, and implement solutions to build strong teams and continue to drive engagement through hiring, retention processes, development, and training. I also serve as a consultant to internal teams and business resource groups on various initiatives. I aim to develop and implement dynamic solutions that will continue to cultivate an inclusive workplace where all feel valued, respected, and have equal opportunities for growth and development, regardless of their backgrounds or identities.

This was a dual role splitting my time between Talent Development and Diversity, Equity, and Inclusion. In DEI, my purpose was to cultivate an inclusive and innovative environment by creating opportunities for Versiti’s diverse talent to grow, thrive, and be their best selves. I served as a key contributor in the implementation of Versiti’s DEI strategy leading initiatives focusing on enhancing culture, developing both leaders and talent, as well as serving our communities. I partnered with internal and external leaders and team members to assess, develop, and deliver engaging programs. These programs helped raise awareness, form personal connections, and empowered our diverse talent to reach their full potential. As program manager of Versiti's employee resource groups, I implemented a new strategy which placed focus on our member value proposition. This strategy put emphasis on four target areas: culture enhancement, career development, business integration, and community building, which helped our ERGs focus on making a bigger impact in different areas of our organization than they've had before. In Talent Development, my purpose was to cultivate a learning culture by supporting the needs of leaders and talent alike. I served as a certified facilitator for development programs such as Ken Blanchard's Situational Leadership II and Building Trust, as well as Insights Discovery. Throughout my time at Versiti, I worked with various business line leaders to help develop solutions that supported the growth of their people, increase efficiency, and improve effectiveness. I also supported our new employee onboarding program and performance management process.

In this role, I was responsible for the development, design, implementation, administration, and/or delivery of high-quality programming and solutions that enhanced the growth and capabilities of leaders, their teams, as well as individual talent. I aimed to support their success by engaging and inspiring them to utilize strengths, learn from challenges, and encourage continuous development. In turn, aiding them to achieve their goals, while remaining aligned with Metso’s mission, values, business strategies, and initiatives. I served as a liaison between leadership, team members, and Human Resources, providing guidance, counsel, and support to employees and managers on relevant performance and leadership development issues and processes. For the North and Central America market area, I also led the Internal Communications Committee, which consisted of various HR and business line leaders, and was a diversity and inclusion ambassador.

In this role, I was responsible for developing interactive learning tools for the product knowledge, maintenance, operations, and safety of Metso aggregates crushing and screening solutions. These tools included e-learning modules, checklists, job aids as well as facilitator and participant training guides. I collaborated with various stakeholders and subject matter experts across the globe to identify the needs of our learners. With this data, I applied adult learning principles and methodologies to support both internal and external learners with diverse learning styles, abilities, and backgrounds. In order to continuously improve, I consistently evaluated our resources to enhance the learner training experience.

Transitioned to R1 RCM from Wheaton Franciscan Healthcare/Ascension HealthIn this senior role, I supported the government and commercial insurance billing and follow-up team. I managed claims through the full revenue life cycle on both hospital and provider systems. This includes the submission of claims, reviewing of denials, drafting insurance appeals, as well as identifying and escalating issues in compliance with payer contracts. I also worked closely with patients to resolve self-pay balances and reviewing of statements with the highest level of confidentiality and abidance of HIPAA regulations. Responsibilities also included the supervision of billing and follow-up team's productivity, quality assurance, and the training of new account representatives.