Brought in to rebuild and lead a newly merged Employee Listening program + analytics function. Remit/org expanded in 2023 to include all "grow/keep" employee experience insights.- Defined, built, and executed new employee listening vision, strategy, programs, and products that improved efficiency, simplified and improved access to actionable insights, and integrated always-on and cyclical listening. Expanded comment analysis capabilities and delivered first “coach in a box” insights and action-taking experience. Led highly successful change management and communications.- Served on Employee Experience (EX) Council, a cross-section of senior leaders responsible for identifying and activating employee experience and culture improvement efforts. Revamped employee lifecycle definitions and facilitated activities at EX labs.- Defined culture measurement strategy to inform culture evolution and assess impact of activation efforts. Developed survey to gain feedback on current vs. ideal culture, define behaviors, and track awareness, understanding, and adoption.- Defined and improved alignment of manager behavior assessment with performance system. Measured impact of performance management AI pilots and annual processes on efficiency, performance outcomes, and manager/employee experience.- Delivered ongoing employee experience sentiment, attrition, distributed work, and org health insights to program owners, executives, and the board to inform people programs and improve organizational effectiveness.- Integrated active and passive listening solutions to keep leaders connected to the employee experience and inform People and Communications strategies and culture change.

Scientist and visionary leader focused on modernizing products and infusing thought leadership and expert guidance into platform and resources to improve customer success. - Led design and development of innovative products to improve value, scalability, and user experience. In Product Manager capacity, defined vision, business and eng requirements, and UX for three new features that automated delivery of actionable insights. - Reinvented EX methodology and assets - e.g., developed a modernized and validated measurement strategy to holistically measure today's employee experience, and improved efficiency and accuracy of comment analysis to deliver faster, more business-relevant insights for clients.

Senior member of People Science (OD) team at rapidly growing start-up. Recruited as one of first Principal Consultants to build, scale, and deliver employee listening and performance management products and services. - Managed client book of business from pre- to post-sales. Partnered with clients to define and implement more agile people strategies and practices aligned to business objectives. Developed and delivered results presentations, coaching executives and HR on how to improve the employee experience. - Developed and delivered simplified change management resources, eBooks, and workshops to shift mindsets and behaviors toward agile people practices. Coached clients on how to integrate talent data into ongoing conversations, link KPIs, and achieve business goals.- Partnered with Product team to design pioneering platform capabilities. Developed content to infuse thought leadership into every customer touchpoint, from sales and marketing to product and delivery. - Authored Glint’s agile performance POV. Designed prototype for Performance product (goals, feedback, quarterly conversations modules) and deliverables for defining performance strategy, leading and measuring change, and improving actionable insights.

Recruited by Legal & Compliance organization to rebuild EO analytics function and executive workforce goals program. - Within one year, defined and implemented new vision, strategy, and roadmap, and overhauled end-to-end processes, significantly improving credibility, clarity, and workforce goals progress with executives. - Hired and coached top talent to build new SQL- and Tableau-based system. Significantly improved data access, integration, and reliability, and reduced ETL time by 60%.

Given track record leading change at scale, brought in to lead significant transformation of performance, development, and total rewards practices to drive a new performance culture and improve business impact, leadership effectiveness, and the employee experience.- Defined performance management strategy and paradigm shift to replace cumbersome, demoralizing annual processes with lightweight quarterly check-ins, agile goal setting, and improved feedback capabilities and year-end conversations.- Led global cross-functional teams (Legal, Comms, Rewards, L&D, OD, Ops, HRBPs, etc.) through total redesign of goal setting, performance ratings and reviews, feedback, and total rewards to align with new philosophy and business objectives.- Reinvented manager and employee development approach to deliver bite-sized learning that enabled new capabilities (e.g., agile, forward-looking conversations grounded in neuroscience and growth mindset) and drove adoption of new behaviors.- Led early adopter test with 129k employees and achieved 20pt pre/post gains in KPIs. Shifted ratings approach, while improving ability to differentiate performance without adverse impact. Developed business case and gained buy-in for successful rollout to 200k employees.

Promoted to org leader role managing several teams covering performance, talent/leadership assessments and development, employee listening, and people analytics and solutions. Sample accomplishments:- Recognized for leadership skills around defining clear and compelling vision and strategy, building highly respected functions, managing global project teams of 50+ employees, and providing strong development opportunities.People Analytics & Data Solutions:- Partnered with senior HRBPs to define new organizational health strategy and dashboards. Improved relevance to org-specific talent strategies, while also aligning core metrics across the business.- Continued to advance analytics function to deliver predictive insights, conduct “myth-busting”, and drive effective behaviors.- Hired developer talent to rebuild data solutions team. Developed first sustainable, SQL-based people data warehouse, improving reliability, speed, and scalability of reporting, analytics, and dashboard production. - Developed internal end-to-end platform to move global engagement surveys and talent assessments in-house. Implemented in 20 countries, realized significant efficiencies, agility, and savings of $700k+ annually.Talent/Leadership Assessments & Development:- Partnered with L&D to redesign leadership competency models to reflect updated business priorities and capability needs. Developed success profiles for key roles. Built leadership potential and learning agility definitions, and delivered new leadership assessments and experiences.- Partnered with OD to redesign key talent/high-potential measurement and talent reviews. Designed/implemented assessment days and succession planning toolkits to accelerate development of top talent.- Developed functional competency assessments that accelerated capability/career growth in rapidly growing new business unit.- Sat on Performance Management project teams, responsible for updating rating systems, tooling, and processes.

Hired to help rebuild survey function. Within first year, CHRO expanded responsibilities to include assessments and analytics. Sample accomplishments:Employee Listening & Analytics:- Developed workforce segmentation profiles – using qual/quant data, identified differentiating and common life-stage needs and attraction, motivation, retention levers. Recognized by board as “best work to come from HR in 20 years”. - Developed Starbucks first predictive analytics function, leveraged by HR and business leaders. Sample projects: identifying peak financial return on store manager stability; quantifying impact of engagement on turnover, customer satisfaction, and financials.- Developed platform to have “virtual conversation” with 170k employees. Went from concept to implementation in 3 months. Improved trust and engagement scores (up to 20 pts YOY). Conducted conjoint analysis to redesign rewards.- Reinvented, then continuously evolved and innovated global employee listening methodology. Implemented quarterly pulses 10 years ahead of industry trend. Developed and implemented “coach in a box” experience to accelerate insights and action-taking. Talent/Leadership Assessments & Development:- Designed, validated, and implemented Starbucks first retail manager assessments. Significantly improved ability to predict successful store manager and district manager candidates without adverse impact. Implemented in 15,000 stores, continuously revalidated over time and shown to predict success.- Revamped 360-feedback solution to allow multiple personas, anytime administration, and instantaneous reporting, while cutting costs by 50%. Coached HRBPs and leaders on feedback to improve performance and growth.- Sat on Performance Management project teams, responsible for updating and evolving performance management methodology and tooling.

Vestrics Predictive Analytics platform, acquired by Ultimate

Hired to revamp and continuously evolve global performance management system to improve performance differentiation, efficiency, and credibility. - Replaced three unaligned, complicated rating systems with one streamlined model to assess employees on performance, potential, and expected long-term impact, and inform development and total pay decisions. - Redesigned all performance management resources and processes. Authored a manager toolkit and intranet site to improve execution of annual performance review processes.- Developed a data-driven succession planning toolkit for identifying and developing successors for senior leadership roles.

Worked with senior leaders to improve organizational performance. Primary responsibilities included organizational design, change management, leadership coaching, and performance management. - Served on the org design team for nationwide mergers of business segments. Facilitated leadership workshops to validate org structures and support change management. - Designed competency models and assessments. Recognized for developing company’s first competency-based rating tools to improve performance evaluation, feedback, and accountability in nationwide service centers.