Lead all enterprise-wide Talent Enablement functions at Snowflake

- Oversaw the overhaul of GP’s people-experience by 1). introducing innovative, cause-based Employee Impact groups to replace outdated ERG models; 2. launching bespoke AI-driven learning journeys; and 3. unveiling a new career growth model. Survey results showed double digit increases six months post-launch and provided in-roads for customer engagements.➢ Steered the invention of industry-leading “Remote First Principles” and new company Values to guide employee success in a work-from-anywhere world. This operationalized elements like a unique Virtual Connection program, a “Golden Hours” flex time model for in-tact teams, and new people management expectations to enable G-P’s mission to unlock opportunity for everyone, everywhere.➢ Led a redesign of the employee performance lifecycle through a new deployment of Workday, providing employees and people managers with centralized support tools to increase growth, learning, accountability and transparency. By transitioning performance conversations to a unique employee-driven model, we increased engagement and employee satisfaction scores within one quarter and gave new, rich data sets for enterprise talent planning activities.

- Led all corporate functions for employee and manager learning & development, performance assessment, succession planning, talent management & employee experience.- Co-led an 18-month experience design cohort with the Product team to build the next generation of ServiceNow’s Enterprise Onboarding and Transitions product portfolio. - Evaluated disparate employee assessment criteria across company functions and produced one holistic, consistent capability model to unify hiring, assessment, promotion, and mobility across all levels of the enterprise.- Overhauled outdated management curriculum and employee development programs into streamlined, bespoke learning paths that saved over $1M annually and improved voluntary participant engagement by ~50%.

- Led product staffing operations for Google, overseeing strategy, recruiting process, employer branding, resource management, and candidate experience for over 2,000,000 technical applicants, annually.- Centrally managed team of 350 contract staffers, moving temp management from hundreds of individual line managers into one COE that streamlined placement, assignment, and oversight.- Owned recruiter readiness and development, guiding teams to set VP+ client management standards and tools, produce candidate-facing collateral, and adapt quarterly activities to land hiring targets on time, every time.

- Led teams to integrate 30,000 GE employees into the Digital talent landscape, owning talent strategy to identify next-gen leaders through customized development and rotation programs.- Acted as adjunct faculty for GE’s venerated Crotonville School for leaders, co-designing and facilitating advanced curriculum for senior leaders across the GE portfolio of businesses. - Partnered with external constituencies such as the Human Rights Campaign, NPower, Catalyst, and the Anita Borg Institute to increase and maintain diverse employee populations at all levels.- Partnered with sales teams to support customer-facing engagements on HR, process optimization, and compliance.- Represented GE on client-facing HR engagements and the IOT Talent Consortium, a non-profit entity working across industries to inspire, create, grow, and drive digital transformation.

- Led talent management for Amazon’s Operations function (250,000 employees) with oversight for workforce analytics, performance management, talent pipeline planning, employee feedback processes and manager capability assessment.- Owned the Pathways Exec MBA Leadership Program (Amazon’s elite talent pipeline) from nose to tail.- Coached executives on engagement strategies and change management, pairing their influence with next-generation employee and candidate experience feedback mechanisms.Although I loved working at Amazon, I had to move back to the San Francisco area due to personal reasons, thus ending my stay in Seattle and at Amazon earlier than I would have preferred.

- Advanced through the organization in sales, sales operations, and HR roles over a period of 12 years, serving as Account Manager (Inside sales), Sales Readiness Director; Sales Operations leader and Director of Talent Development. In the last years of my career, I owned the Leadership Development program and "Thrive," CA's culture portfolio. - Acted as inside sales rep to drive new contract value (NCV) averaging 115% of sales quota and partnering with channel vendors and implementation service providers to meet client needs.- Managed sales enablement / learning and sales Ops programs including development of sales tools, collateral, and program communications for EVP of Global Sales. - Created/guided project that overhauled product training methods for Services Teams, resulting in innovative new Immersion training process, increasing customer engagement results by 18% YOY.- While in HR, I was honored to represent the company's Social Responsibility function as an advisor to United Nations Women's Empowerment Council regarding the advancement of women in technical fields.