Providing strategic consulting services in learning & development, employee engagement, performance management and other Talent Management functions.

Description: Promoted through roles of increasing accountability and scope to lead an enterprise-wide organization. Strategically join forces with HR Business Partners, business leaders, and Centers of Excellence across the sizable businesses to drive culture and change initiatives across 325,000+ employees. Regularly assess organizational and team needs to design new programs, processes, and tools to retain the best talent.Highlights:- Progressed the organizational culture toward aspirational goals by creating a culture framework and embedding within talent processes such as recognition programs, performance management system, leadership development, DEI initiatives, etc.- Delivered culture strategies to specific business units by joining forces with the HR Assessments team to identify critical levers to improve employee engagement, well-being, and customer-centricity.- Built change management capability across 3K+ mid-level to senior leaders to ensure strategies to address the people side of the change are organically built into programs and initiatives through compelling change stories, effective leader sponsorship actions, change readiness strategies, and measurable insights.- Increased a unified identity across an enterprise of mergers & acquisitions by providing strategic thought partnership and coaching to 60+ HR Business Partners, carefully shaping cultural norms, symbols, and behaviors to align with the overall CVS Health brand.

Description: Directed the learning strategy for the business unit, owning end-to-end L&D for onboarding, new initiatives, and continuous development. Regularly introduced innovative learning strategies and built out the courses, curriculums, measurement strategies, etc. Managed 150 instructional designers and trainers and a $10M L&D budget.Highlights:- Transformed the learning strategy for the business unit, evolving the practice from traditional classroom-based lectures to modern approaches including self-guided methodologies, metric-driven progression, micro-learning, and technology-supported learning labs, all leveraging the Learning Management System for data and measurement.- Broke new ground in the Specialty Pharmacy division to overcome resistance to change by creating a hands-on approach to teaching a new core operating system through technology interventions; enabled operations-driven scheduling to train 4,000+ pharmacy staff by leveraging case study techniques in a practice system to support safe validation of skills before go-live. New methodology achieved training and adoption goals – 100% of locations met readiness criteria before go-live day with zero patient impact.- Piloted a radical program in the call center to increase efficiencies, reducing six weeks of training down to 3-6 weeks by introducing self-guided training and small group training, achieving a 20% increase in effectiveness during the pilot.

Description: Promoted as a strategic business partner to a team of corporate stakeholders, serving as a trusted advisor and executive coach to the Executive Vice President (EVP), the SVPs, and VPs of the organization. Supported the entire team from EVP to the front-line staff, including talent strategy, investigations, performance management, reasonable accommodations, succession planning, goal setting, and benefits enrollment.Highlights:- Designed and implemented extensive talent processes to foster the development, engagement, and retention of high-potential talent including talent reviews, critical role identification, key talent selection & development, and succession planning.- Spearheaded the HR partnership for the Navarro acquisition, integrating a chain of retail stores in South Florida into the CVS organization. Collaborated with Navarro’s leadership team to integrate the staff into the parent company while carefully maintaining cultural identity.- Navigated a significant reorganization and reduction in force, leading the team through a period of change and uncertainty while maintaining employee satisfaction and morale. Advised and trained senior leaders on strategies to minimize the force reduction impact.

Description: Oversaw the team that built and implemented learning strategies for the retail organization. Owned the entire process, from onboarding to cross-functional training of all retail store resources. Managed a team of seven instructional designers and an L&D budget of $1.5M.- Replaced legacy programs with modern L&D initiatives based on best practice methodologies, working across the department to adopt new technology and strategies that helped evolve the enterprise training program and capabilities, including securing $100K in IT training grants from the State of Rhode Island.- Directed multiple annual development day events deployed to 8K+ CVS employees, securing third-party vendors to provide training and serving as the learning strategist for the conference.- Headed the challenge to create a new Onboarding program for the organization immediately following the Caremark merger, bringing two very different cultures together into one cohesive program that represented the newly formed organization.