Provide strategic and operational leadership for learning and development, leadership development, performance management, talent acquisition, and diversity and inclusion to drive results and meet the needs of ULI's global organization.

Shaping talent and development operations by developing talent management philosophy and implementing HR policies, procedures, and best practices. Oversees organizational culture, employee engagement and retention, performance management, succession planning, and training and development. Implemented and oversee the use of technology, including Workday HRIS, Cornerstone LMS, and Instructure LMS.

Owned talent development strategy and execution for Sodexo North America, encompassing 27K managers and 355K frontline employees. Led talent review, assessment, and succession planning processes for North the organizations talent management philosophy. Collaborated with six regional HR groups and led the implementation of a global employee engagement project. Thisproject included an employee survey, reporting, action planning and implementation process. Working with my team, standardized theplanning, implementation, and reporting process globally. Partnered with HR and operations executive leadership and business partners to identify and support learning and performance gaps in organizational talent. Ensured long-term compliance with strategic plans and strengthened collaboration between Global Chief HR Officer (CHRO) and NorAm CHRO, as talent management and development subject matter expert.

Responsible for all talent management and development processes in the Business and Industry division ($1.2B). Selected accomplishments:-Implemented comprehensive talent review program-Developed and led pilot high-potential leader-led development program that increased internal promotion rates by 28% and representation of women and minorities in promotions by 42%.

Led the Human Resources function for the North American Business and Industry division ($1.2B), supporting 18,000 frontline and 2340 management employees. This was a rotational/interim role when the incumbent left for a political appointment that was 11 months in duration.