Assessed the organization's needs by interviewing leaders and evaluating existing programs. Developed and presented a talent management roadmap to the executive team to support the company objectives related to company culture, team member engagement, internal communications, career pathing, onboarding, performance management and leadership development.

Provide holistic one-on-one coaching to executives in the creation and management of individual development plans based upon the needs identified through various self and 360-degree assessments.

Partnered with leaders and teams during times of change to identify talent development needs, develop strategies, and implement effective business solutions that help build and sustain high-performing teams, ensuring DEI strategies are integrated throughout every engagement. Clients include Juniper Networks, Sony PlayStation, and Fluence Energy. - Serve as a coach and advisor to senior HR executives in the development of talent management strategies- Provide deep talent development expertise to clients in the areas of performance management, talent reviews, succession planning, promotions, and leadership development- Facilitate the decision-making process for leaders and teams- Ensure alignment between business objectives and talent development approach- Designed custom core competency framework for all levels of the organization- Facilitate team effectiveness activities to increase collaboration and improve communication- Activated company culture to articulate organization’s values- Conducted needs assessments conducting employee focus group and executive interview

Reporting to the CHRO, developed and established the organization's integrated talent management strategies across the employee lifecycle, including onboarding, DE&I, performance management, and succession planning ensuring connection to overall business strategy.Key accomplishments include:• Conducted in-depth interviews with senior leaders to assess and define talent and performance objectives.• Developed and launched a new talent management training curriculum, change management plans, and communication campaigns.• Redesigned new hire onboarding, including standardized process flow, streamlined manager intake experience, communications templates• Researched, selected, and implemented enterprise-wide eSignature tool• Established and managed DE&I initiatives and programs, including the formation of seven Employee Resources Groups (ERGs) and diversity website

Led a cross-functional, geographically disbursed matrixed team of eight in the design, implementation, and day-to-day management of the global performance management vision, strategy, and processes in Workday for 30K+ employees across Asia, EMEA, and the Americas.Key Accomplishments include:• Created global culture criteria and evaluation guidance to shift the organization’s culture• Created engaging self-service tools and resources to help employees own their professional development• Developed talent development metrics to support the achievement of business objectives and evaluate equity across demographics• Facilitated and coached leaders through the strengths-based 360-degree assessments• Managed all phases of the global annual performance management process in Asia, EMEA, and the Americas (objective setting, employee development, feedback & coaching, mid-year review, and annual reviews)

Led a matrixed team of four in the design and implementation of regional talent development programs and processes in the organization’s HRIS, Workday, for 13K+ employees in the Americas.Key accomplishments:• Built a scalable regional performance management framework and infrastructure in the Americas that enabled the smooth transition to a global process in Workday to drive consistency• Created synergies between regional and global performance management practices in Workday for 13K+ employees across USA, Canada, Mexico, and South America.• Managed all phases of the regional annual performance management process in the Americas (objective setting, employee development, feedback & coaching, mid-year review and annual reviews) • Coached leaders in establishing objectives, evaluating performance, and providing effective feedback and coaching.• Design relevant and engaging, performance management curriculum across multiple mediums for employees and managers to strengthen capabilities and increase participation.

Months after my arrival, I was asked to lead teams of HR colleagues and external consultants in the development and launch of numerous programs and tools that increased the overall effectiveness of leaders. Key Accomplishments: • Performed in-depth needs analysis to redesign and implement streamlined HR processes, including employee relations, succession planning and talent reviews in Workday. • Redesigned and managed the organization’s performance management process in Workday for a newly integrated organization of 13K+ employees, increasing participation by 36% in the first year.• Redesigned and managed the organization’s promotions process in Workday for a newly integrated organization of 13K+ employees, reducing the approval time by 30%.• Led a team through the development and deployment of a scalable organizational design process and decision-making framework to complete small and large-scale acquisitions and mergers.

I managed and coached a team of five training professionals and external consultants through the design, development, and facilitation of training programs to ensure service, management and leadership learning objectives were met.Key Accomplishments: • Developed and facilitated customized interventions for teams and individual leaders to increase overall team engagement.• Developed an engaging organizational needs assessment to identify performance gaps and evaluate existing training programs, increasing participation rate by 13%. • Established clear department standards, policies & procedures, and curriculum evaluation strategies to promote best practices.

Developed, facilitated and coached leaders through various leadership development and management courses improving leaders’ decision making, public speaking, change management, and conflict resolution skills. Key Accomplishments:• Researched and designed a yearlong, cohort-based, leadership development program to increase leadership effectiveness. Managed and coached multiple groups of 30 leaders through the program. • Planned, redesigned, and co-facilitated 20+ leadership development programs annually for individual contributors and managers across diverse business groups via the application and coaching of multiple self- and 360-assessments.• Conducted needs assessments through interviewing management and stakeholders to develop and facilitate customized interventions to increase overall team effectiveness.• Facilitated dialogue, for small and large groups, to increase leaders’ self-awareness, resulting in more consciously competent behavior.• Facilitated the Train-the-Trainer program, providing instruction, coaching, and feedback for 30+ new facilitators. Mentored new facilitators, resulting in 4 promotions.

I partnered with Controllers and CFOs, across business lines, to research and develop a program scope for a multi-divisional rotational leadership development program for entry-level accountants. I delivered a formal proposal and presented research findings to the Finance Leadership Steering Committee to discuss the program scope and viability, which lead to in-depth discussions and an informed decision.

I led the selection and implementation of the corporate learning management system (LMS) and e-learning content provider, reducing expenses by more than 30%. I managed the employee engagement survey process achieving the highest participation level from employees at 94%. Working with CEO, I developed and administered a corporate action plan to respond to employee the employment engagement survey feedback.