Responsible for the design, development, and delivery of learning and organizational development strategies across the global footprint of CF Industries to ensure the ongoing development of a high performing, highly engaged workforce with the right leadership, managerial, and technical capabilities required to improve performance and deliver on the core mission.

Responsible for the design, development, and delivery of best-in-class training and professional development programs for the organization across the US and Canada. Partner with key HR, business, and operational stakeholders to develop and implement a comprehensive strategy to strengthen talent capabilities across the region. Work closely with the company’s individual business units to understand needs, design and deliver training programs that support the organization’s objectives while ensuring high levels of professional effectiveness.

Conceptualize, execute, and measure major global leadership and management development initiatives including: tiered leadership development programs, online and blended learning options, and self-service on-demand resources to improve leadership and management capabilities, foster a learning culture, and enable cultural change aligned to company values. • Led a global team to design and launch first global leadership & manager development roadmap and learning portfolio based on established leadership competency model. Over 1000 managers completed the foundational program in the first year of launch. • Institutionalized ‘leaders as teachers’ by partnering with executives and senior leaders globally to facilitate high impact workshops, discussion groups, and chat sessions furthering progress towards creating a learning culture. • Launched online learning portal featuring curated content to drive key competencies delivered through online courses, webinars, e-books, e-journals, research articles, and videos. Site also included collaboration and social learning tools enabling ‘learning anytime, anywhere.’

Designed and executed a suite of talent management and leadership development strategies, processes, frameworks, and tools as part of the Global Talent COE. Led regional team in executing talent and leadership development strategies to identify, assess, and develop leadership talent required to support business growth priorities. • Established consistent set of processes and tools for identifying and developing top talent across functions and geographies to ensure a robust talent pipeline for critical positions across the company. • Initiated Leadership Pipeline Program for North America and Latin America top 2% of high potential leaders.• Launched global leadership competency model outlining skills and behaviors exemplifying company Values. Crafted supporting change and communication plan to facilitate understanding and adoption of behaviors. Successfully embedded leadership model behaviors in key talent management processes.

Provided end to end HR support to global engineering team of 2500. Managed talent pipeline development, organizational effectiveness, employee relations, and employee engagement.• Facilitated talent management reviews to identify top talent and development needs to ensure actionable succession plan for critical positions. • Managed annual rewards planning process and ensured differentiation based on performance.• Consulted with senior leaders and managers to reduce organizational layers and improve communication and productivity.

Managed team to defined strategic direction of the Employee Relations function to substantially improve effectiveness and efficiency through process standardization and implementation of global governance. Significant focus on providing HR data and metrics to facilitate sound business decisions driving Organizational Health across the various businesses.•Reduced $600+K in cost of poor quality by eliminating process variation, improving data quality, and increasing automation of Global HR Case Management tool.•Exceeded Process Maturity goal 40% for all critical Employee Relations processes.•Designed and implemented Standardized Project Management Methodology for Global Employee Relations platform to advance critical actions aligned with HR strategies across all regions.•Attained 90% process consistency on key HR processes globally as Manager of the US Employee Relations Operations, while driving consistency and efficiency throughout regional HR teams.

Provided strategic consulting on improving organizational design and effectiveness to improve business performance. Facilitated annual business strategy planning sessions to identify and prioritize business goals and measurements. Drove leadership development and change management initiatives to global clientele.

Supported Management Teams to develop organizational strategy, workforce strategy, succession plans, promotional plans, and retention plans. Provided employee relations support and coaching, including case management, policy interpretation and implementation, corporate communications, and training & development facilitation.

Designed and delivered learning and development solutions in support of business and Human Resource strategies. Conducted needs assessments and proposed development solutions, including cost/benefit analysis, project plans, and implementation plan. Designed and delivered instructor led and computer-based learning solutions for Motorola University portfolio of offerings.

Program Manager for roll out, implementation, and cultural change process to institutionalize Total Productive Manufacturing (TPM) continuous improvement program in Semiconductor Product Sector Manufacturing organization. Develop and drive comprehensive change management plan, including implementation milestones, communication plan, governance process, and metrics.

Developed and managed all aspects of manufacturing training from design and delivery through scheduling, evaluation, and revision. Technical writer for process specifications and user manuals. Provided status updates to management team and act as point of contact for QS9000 training element during audit.