Improved employee morale, engagement, and retention through a redesigned employee recognition program.Raised awareness and fostered allyship among Microsoft employees through a cross-Microsoft speaker series on D&I issues.Aligned the organization's D&I strategy with Microsoft's Global D&I strategy through partnership with HR business partners, executive D&I sponsors, and in-business D&I team.Increased diversity within the organization and expanded into new geographies through support for frictionless inclusive hiring.Fostered a supportive and inclusive work environment for underrepresented employees through employee affinity communities.Improved employee skills, engagement, and retention through a culture of learning and career growth.Created awareness, engagement, and commitment to the company's D&I core priority through designing and delivering workshops for the division.Informed and inspired employees to be more engaged in D&I initiatives and culture through executive communications.

Improved communication and connection between leadership and the division during the pandemic by launching additional listening mechanisms that leverage virtual ways of working.Strengthened the Diversity & Inclusion team's structure and strategy, resulting in a significant increase in the volunteer team's size from 20+ to 100+. This growth allowed the team to scale and deliver initiatives more effectively.Increased diversity recruiting efforts within the division by prioritizing participation in relevant programs and conferences.

Leading in-market Azure Partner incentive program convergence from a legacy system to a modern calculation to payout platform (~$150M USD Incentive Program with >3000 Active Partners).Launched a new Azure partner incentive program to enable the new Field-Led go to market in Modern Commerce (~$3.9M USD Incentive Program).Worked across Microsoft to co-design the Online Services Usage vNext program for FY20, with a successful principal goal of aligning partner usage incentives across Microsoft and re-structuring the incentive to drive the desired behavior of increasing Modern Workplace consumption.Led the transition of the Online Services Usage incentive program into modern calculation to payout platform, ~1300 partners, $66M per program year.Successfully launched Dynamics and Azure Information Protection services into the Online Services Usage incentive program (new data sources), ~730 partners, $5M per program year.Stretch Projects - Positively contributing to Microsoft's inclusive culture initiative: launched Inclusion Corner/People & Talent section in organization's monthly town halls, served as Day of Volunteer Coordinator at Women@Microsoft's International Women's Day event, Volunteer at Bring Your Kids to Work Day, Volunteer at Women@Microsoft Meet Our Leaders Event, and successfully organized several team morale events in the Seattle area.

Regionally managed numerous licensing programs, escalations and exceptions (71% broken deal enablement rate), contributing $15B annual revenue and .01% revenue left on the table (exceeding .05% target).Conducted data analysis on escalations and metrics to determine root cause of issues; identify resolutions and implement plans for improvement.Drove communication with stakeholders (legal, systems, pricing, tax, rev rec, etc.) for all operationally-impacted activities within affected programs.Subject matter expert for multiple launches that contributed to business simplification for our partners and customers.Facilitated workshops to drive improvements within the business, such as reducing escalations to the Microsoft team by 75% and mapping 7 end-to-end sub-processes in two days as part of a broader business process mapping initiative.

Executed contract and billing functions in support of a $30M Services business portfolio; ensured compliant and timely processing of all revenue/new work sold.Managed business relationships by providing comprehensive intelligence, leading to stronger partnerships and value-added business insight and action.

Managed two teams, 10 employees total, who collectively met or exceeded monthly business objectives.Identified and communicated performance issues, including gaps in performance, coaching to improve performance, and setting expectations.

Managed all project work streams in operational projects as well as Microsoft OEM vendor transitions of services to Arvato with a 93% employee transfer rate.Created and executed project plans and revised as appropriate to meet changing needs and requirements of projects.Managed regional change management process, ensured implementation and post-implementation deliverables were completed.

Researched and analyzed construction industry trends regarding upcoming projects within the Western U.S. region to target new business opportunities and potential firm collaborations on large projects.Reviewed request for proposals/request for qualifications and created value propositions based on analysis.

Responsible for recruitment, placement, and supervision of pluralistic volunteers and girl members within seven assigned areas.Projected specific targets for membership growth by analyzing data on demographics, membership trends, and minority populations.Developed and delivered traditional and innovative programs for retention and growth of membership.