Responsible for driving key Human Resources (HR) best practices, initiatives and providing strategic direction and expertise for the HR function. Develop and execute the HR strategy for the organization and responsible for leading the company’s people function, structure, and policies. Serve as a thought partner to the Executive Team and provide HR advisory services with regards to leadership, coaching, employee relations, talent acquisition, engagement, culture, compensation, organizational design and change, performance management, learning and development.

Member of the senior HR leadership team working with the CHRO to create, communicate and execute the global HR strategy. This includes partnering on the development of the HR infrastructure, management of the firm-wide policies and programs, and oversight of the global payroll and benefits functions.

• Led global design programs for Performance Management, Learning and Development, and Succession Planning; included the mapping of key processes, leading offsite workshops with senior leaders from around the globe to define the future state, leading change management initiatives to support the proposed future state and defining key next steps to achieve future state.• Designed and implemented a new global performance management process for approximately 60,000 employees that aligned with the CEO’s mandate of forced distribution yet resolved many of the complaints and issues raised by managers and employees via the employee survey. Responsible for overall program management, program design, system implementation, change management, communications and training.• Designed a new learning administration operating model; conducted the RFP process for outsourcing, wrote business case, managed all contract negotiations.• Created a new global core curriculum program that aligned with AIG’s newly defined core competencies.• Deployed the first global talent review program for approximately 1500 senior leaders; program included online resume completion, manager evaluation, nine box placement and career development planning.• Responsible for Cornerstone a cloud-based talent management system; responsible for all system analysis, training, and communication, user support and administration; currently serve as a member on Cornerstone’s Client Advisory board.

Key member of the senior HR team responsible for various HR functions and strategic projects• Created an HR Shared Services function that realigned talent to optimize the role of HR Relationship Managers and created uniform processes across the globe; oversaw the successful execution of all personnel transactions and the service delivery of benefits and payroll, partnered with HR relationship managers to consult on policy interpretation, compliance and employee relations issues.• Developed a new hire orientation program to improve the new employee onboarding and acculturation experience. Introduced new technologies while expanding and improving the core curriculum of the orientation program to better reflect company culture.• Served on the HR transition team during four corporate mergers. Managed the successful onboarding of between 40-5,000 employees to eliminate potential business disruption. Orchestrated the conversion of 3,000 employee records and the creation of 27 new vendor interfaces required for the new organization’s benefits and payroll platforms. • Served on the HR project team responsible for organizing the Company’s first reduction in force and subsequent restructurings; led the US Benefits Workstream which determined the treatment of all US benefits and services upon termination including; health and welfare benefits, retirement plans, severance payments, and reimbursement programs. • Designed an HR intranet to inform employees of HR policies, programs and benefits that resulted in fewer calls to HR. Headed the Communications Workstream during company downsizing events; Member of the Communications Workstream; Regularly contributed articles to the HR intranet• Created and delivered training programs for the HR team to introduce new processes and reinforce existing practices.