Responsibilities included the development, implementation, expansion and enhancement of products and service offerings, client engagements, as well as internal process and human capital improvements. Recent examples include talent market analysis, role profile development, organizational surveys, competency model development, assessments, interview guide development, talent analytics, talent dashboards, performance management and development, diversity strategy development and execution.-Led the enhancement and implementation of talent management services, broadening service offerings and refining processes.-Created a comprehensive talent eco-system with new products and services, including executive assessments, interview guides, engagement and inclusion surveys, recruitment process audits, and talent analytics and dashboards.-Utilized AI technologies to optimize recruiter workflows and deliverable quality.-Managed data scientists to craft talent dashboards and innovated recruiter documentation processes.-Established role profiles and competency models for recruiting, sales, and operations.-Achieved a 30% efficiency gain and 20% quality improvement by revamping internal procedures.-Provided sales support with expertise and developed impactful presentations.-Generated content for marketing, including high-impact white papers that drove significant web traffic and leads.-Oversaw the creation of a performance management application and led the development of an internal performance management system.-Conducted high-profile assessments for C-Suite Executives in Fortune 500 companies.-Enhanced employee engagement, reducing turnover and boosting productivity.-Pioneered an innovation process, sourcing ideas from employees and clients.-Implemented standardized feedback and proactive internal recruitment processes.-Championed staff development through training, leadership programs, and mentoring initiatives.

Job analysis, competency modeling, personality assessments, metric development, talent analytics, dashboard creation, performance management and development, leadership development, training development and evaluation.-Led and contributed to several human capital initiatives (selection, training and development, performance management) within Information Technology in a large multinational banking/financial services organization. -Lead large job classification project, reducing number of job titles. Identified major tasks, responsibilities, and accountabilities along with performance metrics for 30 key technology jobs. -Developed 30+ IT specific competency models and validated against various performance metrics (e.g. performance ratings, tangible business outcomes). -Managed, developed, and coached a team of I/O consultants and 4 analysts. -Built a network of trusted client relationships and partnerships at all levels of the organization to establish a long pipeline of talent management consulting projects. -Partnered with IT executives, HR business group managers, business stakeholders, and corporate functions to analyze current state through talent analytics and then execute a series of projects to address future state strategies and goals. -Coached business leaders to examine their workforce data and develop structured and supplemental activities to close critical talent gaps. -Designed interactive dashboards displaying project management, learning and development, and talent analytics. -Developed several highly predictive Talent Profiles specific to business unit needs.-Developed Career and Learning Maps for 15 IT roles. -Created Information Technology Executive leadership competency model for the top 3 management levels.

Program evaluation, leadership development, employee assessments and evaluations, metric and measure development, ROI studies, statistical analyses.-Evaluated leadership development programs impact on several organizational outcome metrics (e.g., job performance, engagement, commitment), including Return on Investment (ROI).-Conducted statistical analyses on assessment data including basic and multivariate statistics (e.g., t-tests, ANOVAs, MANOVAs, correlation, regression, discriminant function, cluster).-Led staff evaluation project for a large insurance firm, including assessment development, administration, and analysis.-Served as the principal point of contact for several Fortune 500 clients.-Built sustained client relationships over time, which resulted in project growth and repeat business.-Analyzed personality assessment data against performance data to create developmental recommendations. -Created and structured several standardized processes and procedures regarding evaluation processes for leadership development, employee performance, development, and selection.-Created approximately 30 unique and innovative leadership assessments.-Formed a benchmark database and analyzed it for general trends of effective leadership development programs used for the development of marketing and white papers.-Delivered presentations of findings and recommendations to business leaders, executives, and board members.

Worked with product development team to develop and validate customized selection and developmental solutions including personality, bio-data, situational judgment itemsand assessment center activities for Fortune 500 companies.