Leading a team to create and grow a fantastic and immersive onboarding experience for our new employees at SAP to ensure they are connected to the strategy, mission and purpose of SAP from day one!

Leads a global team of 10 leads and 4 regional leads to establish and execute the global strategy for SAP's largest Employee Network Group, the Business Women's Network.SAP's BWN has 85 chapters across the globe, over 250 volunteers and 14,000 members. The BWN is committed to supporting all women at SAP and helping them define and achieve success on their terms.

Works with customers to drive adoption and ensure success of SAP Education product portfolio.

Working with an extreamly talent group of women, we aim to grow the SAP Business Women's Network (an employee network group) to reach all the corners of the globe and provide a framework where local chapters can leverage centralized processes and documentation while focusing on local issues.- Grew network by 15% in 2016, onboarding 20 new chapter- Created mentorship program where "mature" chapters can assist new chapters with kick-off events, recruitment, etc- Volunteer position

Working with internal teams to help accelerate the adoption of ticket intelligence to their C/4 HANA Service Cloud solution to enterprise customers.

Non-employee labor makes up between 25-50% of total human capitol for most enterprises. The ability to capture, manage and engage these workers effectively will create a differentiation between you and your competitors. As an Operations Consultant, I work with my customers to ensure their total talent strategy is not only looking at today, but tomorrow. Bridging the gap between Human Resources and Procurement, I help uncover areas of potential risk, opportunities for better engagement and re-engagement and create paths to ensure a simple process for end users to get the talent they need, at the right time.Bringing together my background in contingent labor program management and the SAP Fieldglass technology, I work to simplify the complex, highlight hidden opportunities and erase the "always been done that way" attitude.

Planning and executing the strategy of our customer engagement and advocacy program. Identify creative ways to engage and support our customers, implement loyalty initiatives and develop partner engagement programs globally.- re-implemented monthly customer success calls, growing attendance by 50% after initial six months - In first 6 months, increased usage and participation in online customer community by 35%, working with internal teams to create processes by which to add new information and respond to customer requests and questions - Identified unique customer stories and customer storytellers to continue to bring the Fieldglass solution to life - Created quantitative metrics to identify customer advocates and allow us to understand the "quality" of customer references vs. quantity. - Worked with our sales executives to coordinate reference calls between prospective customers and current customers contributing to annual sales grown of 140% - Collaborated with internal teams to create processes on requesting references, adding customers to customer community and nominating customer to exclusive voice of the customer program, moving from an ad-hoc approach to a process driven approach. - Coordinated focus groups for customers and product development to continue to co-innovate our application and better understand areas of under usage of features.

Trained customers, partners and internal Fieldglass employees on the SAP Fieldglass technical application. Created consulting program to enable customers who chose to manage without an MSP partner to understand the requirements of managing a program, including RASCIs, recommended staffing structures and responsibilities and supplier evaluation metrics. Collaborated with customers, partners, and internal resources to understand gaps in the current Fieldglass application training process.Developed two new multi-day courses to help customers and partners succeed in their implementation of the SAP Fieldglass application and their management of a contingent workforce program, creating exercises for both individuals and groups to complete to compliment their trainingBegan migration from an "in-person" training approach to a virtual, on-demand approach by revolutionizing our monthly webinar series, focusing on a "back to basics" campaign, increasing average attendance by 45% over the course of the year.Developed high level application training for internal back end departments.

As an Operations Consultant, I worked with a set of customers to ensure the configuration of their technology helped them achieve their business goals for their contingent workforce program. By identifying their immediate and long term needs for a program, we worked together (as a customer, partners, and VMS) to help determine and prioritize changes. I also worked across multiple internal teams to identify opportunities for enhancement of the technology. Managed a customer base of $500 M in annual contingent labor and Services procurement spend. By continuing to simplify end user experience and thereby increasing the scope of programs, was able to increase year over year spend growth by 35%--Review program performance for opportunities to deliver ongoing value in cost savings, compliance, and quality--Lead initiatives for program improvement, including process refinement, new module and feature usage, etc.-- Consult with customers and partners on identifying the underlying need for a change and determining how much of it was technology vs. process dependent.--Collaborate with account team and program sponsorship on setting and meeting long-term program goals while serving as an escalation point for day-to-day tactical items.

*Support several departments within McDonald's Corporate and McDonald's USA managing over $40,000,000 annual spend.*Implement company wide policy and procedure change around use of external workforce at McDonald's. Influence business partners to change long standing practices in order to abide by policies.*Train and support internal clients on external VMS system*Execute and manage critical and complex statements of work, ensuring they are properly documented, negotiated and compensated.

Responsible for day to day operational management of 3 international clients in Vendor Managed Services Program.Accomplishments:*Managed 4 client services representatives* Implemented process improvements to streamline program tasks of resources and allow for re-organization of company.*Created training materials for vendor and client usage on Vendor Management tool for an international audience.*Implemented new Vendor Management System and External Workforce program for Fortune 100 food retail client.

Created custom training modules for new service line at Seaton Corporation DBA Staff Management.Accomplishments:*Created training courses on a variety of topics including: leadership, safety, forklift driving, and labor relations and policy.*Crafted sales slicks and other various promotional materials for distribution by dedicated sales staff.*Conducted thorough workforce analysis for potential client with issues with turnover and employee moral. Provided full report on findings from focus groups, surveys and information interviews with management. Provided 5 solutions, 3 were implemented.

Managed Technical Recruiters for Fortune 50 Information Technology client.Accomplishments:*Implemented processes and procedures to reduce time to fill from 48 to 30 days within first year of obtaining client relationship.*Created and provided weekly reporting to client contacts on outstanding requests, with emphasis on request outside of 21 day SLA. *Developed and presented quarterly business reviews to client and staffing vendors; including metrics and action items when appropriate.

Interviewed and placed short and long term flexible hires for fortune 100 Information Technology client.Accomplishments:*Implemented Vendor Management Technology at client site; created job templates, supplier specific rate cards, and standard client reports.*Recruited for positions ranging from administrative/clerical to expert level IT positions. Managed average requisition load of 18.

Created and implemented unique on-site light industrial staffing solutions for various fortune 500 clients throughout the USA. Accomplishments:*Facilitated and managed full cycle recruitment process for 1500 applicants and 800 placements in a light industrial client in rural Kentucky in a 4 month peek period.*Created client specific interview, orientation, training and safety documentation.*Managed flexible workforce in fast paced environment, including scheduling, cross training, payrolling, counseling and terminating.*Interviewed, hired and trained long term on-site support team.