-Own performance management-Lead development programs: New Leader Program & Diverse, High-Potential Program-Own talent planning process

-Support monthly employee engagement survey by enhancing and executing on employee engagement strategy; survey vendor management; system coordination, testing, and reporting; and communication development -Redesigned survey strategy and survey items to align with enterprise strategic efforts-Made engagement data accessible to all people leaders for the first time by launching a new level of data-Increased survey response rate and percentage of leaders accessing results by implementing a new communication strategy

-Developed customized selection tools, provided selection-related consultation, and supported selection initiatives across the organization-Independently developed over 1500 custom interview guides and over 200 custom assessments

-Re-designed and led leadership development programs to reduce turnover and increase retention and employee engagement-Implemented and owned 360 feedback assessment; Provided coaching to employees on 360 assessment results to facilitate talent development-Supported performance management for the organization (~23,000 employees)

-Supported various talent processes, including succession planning, performance management, and executive onboarding

-Supported the implementation of a centralized talent acquisition function-Served as Campus Recruiting Manager-Supported learning and development initiatives

-Conducted full life-cycle recruiting activities to fill Human Resources roles (entry level to executive) and administrative support roles (entry level to executive support)