Provided executive oversight and leadership of newly reconfigured Environmental, Social, & Governance practice to make a positive impact on the world through responsible tourism for ~$3.8 billion world’s leading membership and leisure travel company, with 19,000+ employees. Led team of ESG practitioners dedicated to executing environmental strategies focused on energy use, water conservation, recycling, and pollution reduction; social strategies to strengthen our commitment to diversity, equity, inclusion, and human rights; community engagement and philanthropic efforts, including guidance of the Travel + Leisure Charitable Foundation; external marketing strategies engaging diverse communities; and external engagement strategies in support of supplier diversity with diverse local and national diverse owned small business focused organizations

Provided oversight of firm’s mature diversity management practice and advanced the DEI mission by executing against the DEI strategy and action plan for ~$8.4 billion industry-leading international professional services company, focused on management, technology, consulting and engineering, with 29,300 employees. LEAD BY EXAMPLE • Developed and launched a DEI governance structure focused on the strategic oversight and execution of the DEI strategy & action plan, with four goals and 16 associated action items.• Launched industry-leading long-term performance non-financial incentives for partners focused on DEI objectives focused on representation and employee experience goals.• Increased transparency internally by providing DEI data through people leaders dashboards and developing business-focused DEI report cards in support of five sectors to drive diverse talent management performance. EMPOWER POTENTIAL• Completed bias audit across all people processes to identify embedded bias and reduce subjectivity in people decisions.• Collaborated with talent acquisition team to operationalize diverse hiring teams and slates for all senior positions.INSPIRE BELONGING• Improved the belonging and inclusion index favorability scores of the employment engagement survey to all-time high.• Formalized five BRGs and ten supporting networks through DEI-aligned charter and increased membership YOY by 51%.• Achieved industry-leading rankings in America’s Best Employers for Diversity in US in 2021 (#2) and 2022 (#3) by Forbes, and America’s Greatest Workplaces for Diversity in 2023 (5 Stars) by Newsweek, among others.USE OUR VOICE• Expanded Unstoppable Together signature platform through digital magazine, syndicated podcasts on Spotify, Apple and Google, and inclusion of capabilities for equity within ESG framework.• Reviewed and prioritized external strategic community partnerships and philanthropy focused on creating pathways to equity and resilience in STEM.

Led development and facilitated core development and execution of comprehensive global management strategy focused on workforce culture, talent management, and marketplace engagement programs and initiatives for ~$9.45 billion international hospitality company comprised of 18 industry-leading hotel brands, with 6,100 managed and franchised properties, located in 118 countries and supported by 425,000 team members. WORKFORCE CULTURE• Leveraged 3rd-party surveys for benchmarking, best practices and external recognition resulting in top performance in industry-leading rankings, including #1 Best Workplace for Diversity in US in 2018 by Fortune/Great Place to Work and #2 by DiversityInc Top 50 Companies for Diversity in 2020.• Established and launched inaugural Team Members Resource Groups with eight focus areas, resulting in expansion to 39 chapters globally with 222 owned and managed U.S. properties and growth to more than 18,000 participants. Recognized by DiversityInc among top 15 ERG programs.TALENT MANAGEMENT• Integrated D&I best practices across all HR talent management functional areas, including recruiting, learning, leadership development, succession planning to foster an inclusive workplace and inspire a sense of belonging.• Consulted on the development and execution of mandatory D&I and unconscious bias training for all corporate and guest-facing property team members globally. The courses were intended to build awareness and mitigate impacts of implicit bias to create a more inclusive guest experience. MARKETPLACE ENGAGEMENT • Led external engagement strategy with diverse nonprofit strategic partnerships to promote Hilton’s employer brand with diverse talent, enhance corporate reputation and create business opportunities with diverse communities. • Championed development of diversity-focused marketing approach to address multicultural and LGBTQ+ leisure sales at Hilton properties, resulting in increased market share and revenue.

Led national diversity management practice for Fortune 100 provider of wireless and wireline services, with 48 million consumer, business, and government customers. Supported by 40,000 employees. • Oversaw Office of Inclusion & Diversity with responsibility for the CEO-led Executive Inclusion Council, D&l scorecard, ERGs, strategic partnerships with diverse nonprofit organizations and diversity-related communications. Sprint’s D&I practice was recognized regionally and nationally by 3rd party sources for its innovation and industry-leading best practices.• Managed external diverse relationships with minority, women, and LGBT non-profit organizations to promote Sprint’s employer brand with diverse talent, enhance corporate reputation and create business opportunities. For its comprehensive outreach to the Hispanic business community, the U.S. Hispanic Chamber of Commerce recognized Sprint with its Corporation of the Year Award.• Developed and executed mandatory D&I training in four formats targeting different audiences. The training aligned with messaging from senior leaders and demonstrated the concepts of diversity and inclusion and highlighted the benefits of successful D&I practice. The training and tools were favorably rated by the employees who completed the course.• Led development and implementation of ERG Officer Development Program, a rigorous two-year program for top-performing diverse managers, focused on ERG management, cross-functional team leadership, professional development, and mentoring. The industry-leading program provided a talent pipeline for promotions into executive roles. • Collaborated with Government Affairs to seek support from external diverse non-profit organizations on the Clearwire transaction from the FCC and Department of Justice. Resulted in broader network coverage and revenue growth.

Developed and executed marketing program targeting Hispanic consumer and business segments for leading provider of fully integrated wireless communications services with largest all-digital wireless network in US, serving 242 million customers. Supported by 15,000 employees.• Established and managed robust national Hispanic community relations strategy, creating visibility for Nextel among Hispanic leadership nationally.• Launched seven high-density Hispanic markets by providing sales infrastructure support, including market opportunity education, training, collateral materials, and merchandising.• Developed over 340 Spanish language points of Indirect and Retail distribution resulting in increased Hispanic sales, average revenue per unit and lowest churn rate in Nextel’s South Region, outperforming all other sales regions.• Total gross adds for 2004 was 28% above goal. Q1 2005 gross add sales were 16% above goal, with 19% Hispanic penetration.