Responsible for leading the L&D efforts for North American business units. Improving employee effectiveness, professional growth, engagement and retention.

Responsible for managing the Talent, Learning and Development programs for the Retail division of CBRE.

Program Manager for global, firm-wide mandatory compliance training (Cross Border, Privacy, Ethics).

Responsible for leading a team of learning professionals, defining and executing the learning strategy for the Commercial Bank Onboarding and Service positions.

HR Business Partner supporting the Property & Casualty (P&C) Insurance HR Operations team. Project managed the Regional Realignment (location strategy) project consisting of people movement, office movement, job reclassification, compensation redesign, relocations, change management, career outplacement.

Human Resource professional with leadership experience who successfully partners with business leaders to align strategies and processes with organizational goals for the greatest business impact. Proven ability in consistent implementation and execution of HR initiatives.Key Results:- Program/Project Manager for Talent Acquisition. Projects include ATS implementation and roll out, National Recruiting conferences, Career Board(s) management, Mergers and Acquisitions. Played a key role in ensuring the successful launch of job fit assessments into the selection process. Structured and implemented programs and policies in the areas of staffing and recruiting. Trained management team on interviewing techniques and best practices, conducting workshops and one-on-one coaching sessions that contributed to sound hiring decisions. Consults with executives, clients, peers and core business partners to develop metrics to measure business impact. Metrics include adverse impact, utilization and effectiveness. Developed a repeatable, sustainable process.  Responsible for the enhancements to the Careers section on corporate inter/intranet. Traffic on the site has increased to 10,000 hits per month.  Created the social media strategy and protocols for recruitment. Steady growth in audience with over 800 followers on Facebook and Twitter. Managed and organized over 10 career open houses throughout the United States. Successful in delivering qualified candidates to the markets, accomplishing hiring goals. Managed the roll out of the Employee Referral Program for the Sales organization. Initiates, develops and maintains monthly Talent Acquisition benchmarking data for HR Executive team. Co-chaired United Way and Operation Feed Campaigns.

Promoted to fulfill a broad range of HR functions, including company-wide recognition program, overseeing payroll conversion and designing career paths. Key Results: Developed, designed and implemented a firm-wide peer-to-peer recognition web application resulting in increased client satisfaction scores and cost reduction of $700,000. Managed payroll (PeopleSoft) conversion for 11,000 employees by overseeing business needs and being the liaison to technology and payroll management team with a high degree of client satisfaction and reduction of payroll errors. Managed and designed Technology Career Path Framework by coordinating compensation, communications, training & development, technology and stakeholders by ensuring project deadlines and deliverables were met, which resulted in increased mobility promotions. Consolidated corporate real estate expenditures for 25 locations saving $500,000 annually. Coordinated annual travel tax certification process, which resulted in a 98% completion rate with audit and compliance