- Partner with C-suite and senior executives to develop and implement diverse talent management strategies, aligned to support the growth of a $36B financial institution - Lead a geographically dispersed team of learning and talent development professionals delivering a broad portfolio of talent development initiatives, including learning, talent management, employee engagement, organizational development, change management, and diversity, equity and inclusion solutions- Lead Performance Management for the enterprise- Partner with business units to architect and implement Talent Assessment strategies for their respective organizations - Responsible for strategy and execution of Leadership Learning for all people leaders, including first-time managers through Senior Vice Presidents - Lead collaborative effort with Talent Acquisition, HR Business Partners, and Learning to provide an exceptional employee onboarding experience for all PenFed employees - Lead the organization-wide compliance and soft-skills learning strategies - Manage the education assistance programs - Architected and launched the Diversity, Equity and Inclusion strategy for the organization - Introduced first customer interaction model and learning to support growth in the mortgage sector, contributing to an increase in closed mortgage volume - Selected and transitioned to Saba, a Learning Management (LMS) and Talent Management System (TMS), improving user experience, leading to higher learning completion rates and more robust talent management practices - Implemented organization-wide coaching conversation framework, and deployed learning curriculum to support coaching skills - Implemented full performance management lifecycle, including implementing ratings for every employee at year-end- Shifted the Talent Management team to work in the Agile framework, enabling more rapid design and creating efficiencies to reduce delivery time of business-critical learning initiatives

- Developed and implemented learning and talent development strategy for multiple business segments - Partnered closely with business executives to understand imperatives, gain insights into critical talent drivers for the organization, and consult on the talent development agenda - Directly and indirectly led and coached a large team of geographically disbursed learning professionals who consulted, designed, developed and delivered learning solutions - Influenced adoption of digital learning solutions

- Led the Learning Design, Multimedia, and Facilitation functions for Capital One Investing- Partnered with senior executives to enable workforce to achieve success - Developed and led all learning and curriculum strategies, ensuring alignment of initiatives with the enterprise mission - Implemented employee learning and development opportunities, supporting new employee onboarding and organizational development strategies- Coached, developed, and motivated team members to achieve high work quality

- Led Learning & Development strategy for Branch network (800+ branches) at Capital One- Directly and indirectly led and coached a large team of geographically disbursed learning managers, and internal and contract facilitators- Consulted with executive leadership to develop the overall learning strategy and drive associate development - Created and led end-to-end learning experience for 10,000 existing and new hire employees in 25 training centers across the U.S. - Led large scale, transformational projects through direct project management or change management - Led cohort-style Accelerator Program to offer leadership, management, andtechnical education for onboarding Branch Managers

- Directly and indirectly led and coached a large team of geographically disbursed learning professionals- Partnered closely with executive leaders to ensure learning initiatives were aligned with the corporate mission - Oversaw 15 training centers across multiple regions, delivering learning to 5,000 employees per year- Maintained 3rd party relationships

- Led 8 training sites across Louisiana - Partnered closely with executives to ensure learning initiatives were aligned with the corporate mission- Managed and coached 10 learning professionals on best practices to maximize their potential and excel - Streamlined processes and procedures which increased efficiencies for multiple training sites

- Managed a team of instructors responsible for delivering learning solutions for core and ancillary banking software- Managed a team of instructional designers responsible for new curriculum as well as updating existing curriculum - Formed and managed a team of client business consultants- Deployed the Operational Review product, a consulting engagement offered to client banks that focuses on staffing and organization of operations functions to maximize the benefits of FIS core and ancillary banking software - Oversaw portfolio of e-learning and classroom courses: design, delivery and periodic content enhancements - Developed learning strategies, measured results of training and evaluated need for follow-up services such as advanced training and coaching for FIS and client bank staff- Oversaw monthly billing and expense and income reconciliation against business unit budget- Performed regular reviews of all curricula and learning resources to keep materials current and identify opportunities for advanced development- Acted as principal point of contact for executive-level bank management and FIS internal contacts

- Full-cycle recruiting for banking professionals, ranging from entry level to executive level - Partnered with hiring managers to assess resource needs, create job descriptions and candidate profiles- Leveraged professional and social networks to source candidates