Interim Sr. Director of Learning and Organizational Development function at a multinational software company, providing short-term operational management and strategic guidance.

Responsible for career development, learning and development, leadership development, talent management and inclusive leadership programs for +55,000 team members, including +6,000 people leaders. -Drove innovative and measurable development and talent management solutions with a focus on building a diverse pipeline of leaders at every level, developing skills needed to thrive in constant change and creating a culture of inclusion.-Established Talent Development and Talent Management metrics and goals that measure the quality and effectiveness of our products. -Reconceived the Careers function in terms of generating and continuously improving products, rather than executing time-limited programs or processes. Implemented product teams and Agile practices, gathering user feedback throughout the process, to deliver solutions that better meet employee and manager needs, with faster turnaround time.-Built internal capability in Design Thinking principles so that the team can develop human-centered learning and talent management solutions.-Developed strategies to incorporate emerging trends in learning solutions and technologies. Successfully implemented these new approaches in classroom, digital, blended and micro learning programs.-Created strong partnerships with senior Human Resources Business Partner teams and Business Unit leadership teams understand and align to business needs and deliver overall talent strategies.-Drove new focus on communication. Leveraged multiple new internal communication channels to share the impact of our development offerings in support the employee value proposition and to drive enrollment.

Leader of Talent Management hired to build out a shared service environment. Responsible for leadership development, succession planning, performance management, talent acquisition, internal communications, and employee engagement. Provided day-to-day HR business partner consultation and employee relations support to leaders and team members in the holding company. Implemented Executive Talent Review process. Developed annual succession plan for board of directors.Analyzed talent pipelines for critical capabilities and bench strength. Partnered with HRBP team to develop and deploy related strategies, including: development plans for key successors, plans to build diversity in the pipeline, “talent talk” guidelines for development conversations, individual executive profiles and global mobility plans.Partnered with CIO / Organizational Innovation leader to develop and deliver programs to:• Introduce external perspectives on Innovation • Build internal capability in design thinking• Define and reinforce leader behaviors that lead to transformational innovationImplemented a global Executive development program for high potential executives based on The Leadership Challenge. Facilitated 3-day workshop with global leadership teams.Revised Performance Management program to align to Talent Management Framework and strategic needs of the organization.Shaped the global employee engagement approach for all Viad Companies. Leading the execution of the engagement survey, including: communication, tracking metrics and action plans. Aligning engagement strategy to Talent Management framework.Developed and oversaw the internal communications strategies on behalf of the SLT and CEO, focused on company goals and overall strategy. Partnered with CEO to outline narratives for quarterly all-hands meetings and led the creation of C-level content.

Leader of Learning and Development and Organizational Development. P&L responsibility for $3M annual budget. Second level manager with five direct reports and responsibility for a team of 21 resources in multiple sites in the US and Canada. Raised “Vision” scores by 20 points though a highly effective change management, communication and cultural alignment program sponsored by new CEO.Leader of the global Executive Talent Review / Succession Planning and related individual development plans and general executive development. Currently implementing The Leadership Challenge.Leader of the strategic integration of Performance Management, Goal Deployment, Succession planning and Career Planning. Implemented change management methodology and process. Partnered with CEO and Sr. Executive Leadership team to drive program strategy / change management for large scale reengineering projects.Driving measureable business results from learning initiatives through the implementation of the Advantage Way Methodology. Tied Success Case methodology to total ROI methodology to determine training effectiveness.Implemented new toolset for management development, including: 180° feedback, Situational Leadership and the Harvard Managementor curriculum.Improved operational efficiency in L&D / OD. Developed strategic and operational plans for L&D to support business transformation and operational improvement. Reduced headcount expenses by 30% and vendor spend by 60% while improving the quality and relevance of learning events.

Director, Training and Development, May 2003 – August 2007Sr. Training Manager, October 2002 –May 2003Strong global business partner with proven track record. Built a global team of over 130 FTE to support rapid expansion of the HRO line of business. Hired resources and managed teams in France, Hungary, UK, Brazil, India, and China. Developed and implemented an integrated global strategy.Lead teams to deliver client end-user training, change management and service center training for complex global HR and Payroll outsourcing initiatives for organizations of up to 90,000 employees.Filled the leadership pipeline with 30% more “ready now” potential successors. Led the implementation of a talent management / succession planning program and related competency based leadership development programSpecial assignment: Primary L&D leader assigned to support ramp-up of new site in Budapest, HU. Led the implementation of the end-to-end training program and custom online content solution for the first non-English speaking advisor team in the Budapest contact center supporting Italy, France and Poland. Improved customer satisfaction scores an average of 15%. Partnered with Senior Operational Leadership to identify a new customer service model that could integrate with new call center monitoring technology. Managed vendor selection and instructor/ master instructor certification.Key member of the off shoring team. Led the migration of existing programs to Bangalore, India.Lead change management and training interventions as a part of implementing large, global HR transformation programs.

Led the Organizational Change Management / Training teams of up to 20 resources as part of large organizational change initiatives.

Hired as consultant to design and develop communication materials and a training program for physicians and hospital staff in support of a new system and process that enabled claim entry and benefits confirmation on the provider site. Promoted into a permanent position managing the design and production of an ongoing series of national interactive educational broadcasts and e-learning events for the Health Care Financing Administration.