Our family has chosen to step back from our regular routine to explore the world! We figured we could wait until retirement or go now while we have our health and lots of energy. Well, carpe diem. Feel free to follow our adventures at @openingtheaperture on IG.

Talent management for the US Sales subsidiary and, before that, the largest collective Engineering organization at Microsoft (inclusive of Azure), where the name of the game was scale, as there was no other way to support ~100 executive leaders (CVPs + TFs) and the ~800 senior leaders (VPs + Partners) reporting into them.Primarily looked after Leadership Development, Succession Planning, and Executive Onboarding. Most proud of building and program managing Leading at Scale, a development program to help leaders in the most complex roles of their careers better scale their people and organizational leadership. The pilots garnered an NPS of 67 and the full launch earned an 80. More importantly, genuine insights were shared and habits built, all on top of Microsoft's existing Leadership Principles.Over my 3.5 years, I also touched talent conversations, internal talent movement, our Vancouver rotational program for international hires, a rotational program between field sales and Engineering, and Manager Excellence -- a massive enterprise initiative that rolled out pre-pandemic to help people leaders model, coach, and care for those reporting to them.How? Through intentional collaboration and coordination across the Talent Management team and the many HRBPs supporting our leaders, plus close partnership and thought leadership with colleagues in the Center of Excellence at the enterprise level, peers in sister TM and project teams, and key vendors.

Partnering to help shape the future of i4cp’s Leadership Development Exchange, as it transforms to be more inclusive and useful to all HR leaders, particularly given new expectations of leadership that have surfaced during the pandemic. Co-facilitating exchange sessions and working to build open and authentic connection with exchange members.

Support talent, engagement and development initiatives for leaders and employees across the $3 billion Watch business (yes, as in TV/digital ratings, but it's so much more than that!). Partner closely with the HR team and business leaders to consult on strategy and deliver solutions that meet business needs. Accomplishments:Talent: Helped lead talent assessment for the mid- to senior- levels of the organization, liaising with the organizational development and Watch HR teams. Recognition: Received a Simply Excellent gold award (highest level) from the Watch president.Engagement: Helped embed Nielsen’s new engagement strategy (in partnership with Gallup) within the Watch business by liaising with the central Engagement team, guiding the HR team on how to support their managers, coaching managers directly, and facilitating new Conversations That Engage curriculum for managers in the business.Development: Created and delivered a tailored manager development program (TRACKS) for newer and new-to-Nielsen managers in the Watch business, leveraging a blend of elearning, live virtual training, internal mentoring/coaching with senior leaders, follow-on (spaced) discussion, and online conversation. Recognition: “I feel better resourced through TRACKS, and in an incredibly fast-paced and demanding environment, TRACKS gives me the time and opportunity to really focus on the skills and resources that will help me and my team. If I had these resources when I first started, I imagine my team would be at their pinnacle of achievement and I would be growing steadily in my role." –TRACKS participant

Created digital learning solutions for a global audience, covering topics from data science to social media, working closely with peers across the Talent Engagement & Development team and stakeholders and subject matter experts in the business. Developed compelling presentations for leaders, many by special request, leveraging my unique storytelling and design skills. Accomplishments: myTraining Builder: Created and deployed a global solution to support subject matter experts tasked with building and deploying their own training solutions, where their needs fall outside of what the formal L&D teams can support. Partnered with Easygenerator; co-presented with CEO Kasper Spiro on the solution at DevLearn 2016. Global Translation Strategy: Created the first global translation strategy for the Talent Engagement & Development team, in partnership with an internal global translation team. Evaluated various internal and external options, using data and a BPI framework to drive the decision making. Global Onboarding: Co-created Nielsen’s global onboarding strategy, The First 30. Developed all materials and communication to support the effort, and built a measurement strategy from scratch to report on effectiveness and identify opportunities for improvement. Partnered with colleagues on the OD team, an advisory committee (created from across the globe for this purpose), People Analytics, and internal Google developers. Take 5 Pulse Survey: Helped lead the strategy and deployment of a custom pulse survey, which was deployed to 40,000+ employees globally. Partnered closely with the OD and technology teams and with People Analytics.

Advertising and marketing for the US Hispanic market; bilingual position