Rebuilding the talent management function, evaluating the efficacy of existing talent programs and processes to institute greater rigor and establish new practices to evolve the organization.• Designed and successfully presented a business case to C-Suite for investment in a comprehensive talent ecosystem, conducted data analysis, generated insights, and provided evidence-based recommendations.• Led the performance management and calibration processes, collaborating cross-functionally to drive incremental enhancements while socializing a future redesign (e.g., bifurcating performance and potential).• Supported M&A integration by designing and developing tools, templates, and other materials to drive enterprise-wide talent decisions for the future organization (3K+ employees).• Designed a talent management framework and near-term strategy for driving consistency in talent evaluation, reinstating succession planning, and focusing on development (e.g., career, feedback, culture).

Designed, developed, and deployed TM solutions to drive culture change, pipeline development, and greater utility in talent assessment.• Rebuilt the mid-career leadership development portfolio, collaborating cross-functionally to orchestrate the design and delivery of new virtual programs with greater alignment supporting desired cultural shifts.• Managed and successfully delivered four global programs with regional cohorts (200+ senior leader participants, internal and external facilitators, and program coordinators).• Established a talent metrics framework and strategy to effectively utilize data in talent decisions, evaluate leadership/managerial effectiveness, and demonstrate Center of Excellence program impact.

Thought leader who designed and developed the strategic plan to advance talent identification and development.• Provided strategic guidance to shape the design of an enterprise-wide talent assessment and development solution aimed at building self-awareness, supporting career growth, and increasing internal mobility.• Designed a foundational framework for building HR capability in talent data and analytics, developing content and implementation protocols, including dashboards and learning lab evaluation plans.

Program Lead dedicated to the management and delivery of PepsiCo’s Senior Leader Development Center (SLDC 1.0), a custom senior executive assessment and development program designed to accelerate readiness and build C-Suite bench for PepsiCo's top 200 leaders. Additionally, responsible for the design, build, and global implementation of multi-rater assessments (e.g., 360-degree feedback, development check-in), including custom feedback reports and ad-hoc special projects for senior executive HR leadership.

Designed, developed, and deployed global multi-rater feedback processes, including a custom and targeted mini-360 called the Development Check-In (DCI 3.0). Built custom surveys, designed custom feedback reports, and automated solutions. Led cross-functional teams through user acceptance testing and pilot launches. Developed documentation, implementation guidelines, and other capability building material. Facilitated training to HR system administrators and feedback coaches. Analyzed data, presented internally and externally, published tool and initial findings, and created the strategy to scale. Additionally, responsible for the end-to-end execution of senior executive assessment processes globally.

Managed the implementation of PepsiCo's award-winning leadership assessment and development (LeAD) program, a multi-tiered high potential identification process. Owned the design, development, and execution of an effective communication and implementation plan used enterprise-wide. Also drove the launch of a global selection process for professional new hires, ensuring effective use and interpretation of assessment data.

Partnered with senior leaders to lead and manage talent development, organizational effectiveness, and talent identification initiatives with increasing scope and accountability. Additional responsibilities included executing full IT leadership development program as well as creating content for identified gaps in curriculum. Partnered with COE to build and deploy a global leadership assessment and development program (the award-winning LeAD Program); developed competency descriptors, mappings, and launch material. Also responsible for planning and executing the first rollout of the talent assessment and development process for IT associates globally (LeAD PLDC), integrating assessment results into the talent review process.

Supported a high-potential leadership development program designed to accelerate growth, innovation, and increase leader effectiveness. The six-month program was comprised of domestic and international skill-building workshops, action learning projects, emerging market tours, virtual learning, executive sponsorship, and internal coaching. Additionally, supported a functional (IT) career development model (e.g., career growth framework, technical competencies, learning resources, and mentoring).

Supported a high-potential leadership development program designed to accelerate growth, innovation, and increase leader effectiveness. Also played an instrumental role in standing up the Careers in Motion Program, a talent and career development framework for building functional depth and breadth; established a dashboard to track, report, and measure critical people processes and metrics.

Consulted on a variety of talent management and development projects. • Designed and delivered a leadership development workshop to increase volunteer effectiveness• Assessed employee attitudes toward new wellness program to diagnose lack of participation• Conducted an extensive job analysis to provide the evidence needed for additional headcount