Partner with HR, talent, and executive leaders to design and execute leadership assessments, executive coaching, and leadership development programs. Advise clients to ensure smooth transitions and help prepare leadership teams—from high-potential individual contributors to senior executives—to meet organizational expectations and future challenges, helping organizations build high-performing, future-ready executive teams that drive business success.

At Kincentric, a Spencer Stuart company, I partner with HR, talent management professionals, an executive leadership to design and deliver leadership assessment and development programs for leaders ranging from high-potential employees to executives; advising clients on defining and driving their talent strategies by identifying and improving core leadership capabilities to build strong leadership pipelines.

• Designed and delivered leadership development programs for both professionals and leaders across diverse industries, utilizing both in-person and virtual formats to meet varying client needs.• Developed and implemented the BUILD leadership assessment model, which served as the guiding framework for all internal and external leadership assessments and development programs, shaping the strategic direction of the entire leadership initiative and supporting thought leadership efforts.• Managed the full life cycle of leadership development programs, from initial design through facilitation, ensuring alignment with internal and external partner’s talent strategies and leadership pipeline development. • Conducted qualitative and quantitative analyses on program outcomes, using data-driven insights to optimize the effectiveness of leadership initiatives and inform future program improvements.• Contributed to leadership research and thought leadership by writing publications, research proposals, and blog articles, sharing insights on leadership development trends and strategies.

• Led research and analysis for a national database of over 60,000 respondents in the trucking industry, delivering data-driven insights to Fortune 50 companies on employee engagement, driver retention, and turnover trends.• Developed a predictive model to analyze turnover risk, providing actionable recommendations to clients on how to reduce turnover and improve employee satisfaction.• Created customized reports and presentations for senior leadership teams to support strategic talent decisions based on driver engagement data.• Collaborated with internal and external stakeholders to design data collection methods and implement solutions for tracking and analyzing real-time employee data.

• Supported leadership and talent management consulting projects; conducted job analyses, focus group interviews, and adverse impact analyses to support talent-related decisions.• Assisted in the development and validation of selection assessments, providing technical insights to help clients improve their talent acquisition processes.• Collected and analyzed quantitative data to inform leadership and talent development strategies for clients across various industries.• Created customized reports and delivered presentations to client leadership teams, summarizing insights on assessment results and workforce performance.

• Taught advanced psychology course on stress to undergraduates in-class, on campus, and online• Developed course outline, prepared course materials and exercises, delivered lectures, graded assignments, and offered student feedback

External HR Consultant, Dow Chemical January 2013—July 2013• Investigated the efficiency and validity of assorted selection assessments aimed at targeting employee innovation by reviewing relevant research (i.e., publications, white papers, etc.) to provide best recommendations in attracting and hiring creative employeesExternal Assessment Consultant, ThinkWise January 2013—May 2013• Led project team that delivered different methods of computing and creating graphical interface of candidate TSDI (ThinkWise Selection and Development Inventory) test scoresExternal OD Consultant, Mid-Michigan Medical Center January 2012—May 2012• Provided leadership succession development plan recommendations by creating and scoring interview guides for top-level medical directors• Conducted interviews with incumbents and translated interview responses into detailed qualitative and quantitative reports to be used in determining critical competencies, recommended successors, and succession risk level• Devised novel succession risk-level formula accounting for factors such as the number, type, and quality of potential successorsExternal HR Consultant, CME Mitsuba Corp. August 2011—December 2011• Conducted job analysis for Mitsuba quality engineers via job interviews, surveys, observation, and the review of relevant job information• Analyzed qualitative and quantitative data to generated over 60 task and competency (i.e., KSAO’s) statements • Created job description, developed behaviorally anchored performance appraisal form, and provided recommendations for the recruitment and selection of future quality engineers

• Assisted senior internal consultants with planning and conducting training sessions for senior salesmen • Administered, collected, and analyzed training performance, satisfaction, and transfer of training data