At OKX, I am optimizing our global talent strategy and programs, developing onboarding programs and collaborating with senior leaders to establish a company-wide talent profile. I have leveraged AI to optimize job level standards to drive engagement and career development, while creating skills-based development programs.

During my time at Asana, I optimized the companywide performance and learning programs in preparation for market expansion. Leading a high-performing team, we achieved an impressive team engagement score 5 points above the company's average. My contributions included redesigning performance management, launching multiple leadership and manager development programs and executing the successful global learning event, GrowthCon, with over 1600 attendees across 7 global offices. Our data-driven efforts to optimize coaching and professional development budgets resulted in a $600K annual return. We also consolidated the people development tech stack and expanded the use of the Culture Amp platform to give managers and employees a single place to leverage data for engagement, performance and development.

Amidst massive disruption caused by the global pandemic, I played a key role in transforming learning & development with a $7 million budget, overseeing learning programs for 45,000 contributors and 12,000 managers. I led a rapid COVID-response effort for Manager Onboarding, resulting in 96% internal market penetration and a 3.7% increase in manager favorability. I also introduced the "Meta Manager Academy" on Thrive LXP, achieving an 80% audience conversion rate and launching a beta for new managers. My advocacy for agile practices led to a highly engaged team, resulting in 18 new product launches in 2021 and a 20% increase in learning solution consumption. I sponsored digital transformation experiments that informed 2022 investments, including personal learning budgets and virtual reality learning, and co-led the evolution of our enterprise learning strategy towards skills, community, technology, and culture.

In my first role at Facebook, I designed and expanded L&D programs, resulting in two promotions. I introduced "Design for Inclusion," a program for executives, initially with 100 VP+ participants, now integral to our curriculum. I also revamped the "Managing Bias" program and launched and scaled successful workshops like "Fast Feedback," "Managing Inclusion," and "Leading as an Individual," with "Crucial Conversations" reaching ~90% of all employees. I managed a smooth LMS transition for 5,000 learners, and increased utilization of third-party content subscriptions, including integrating LinkedIn Learning with Cornerstone.

In this role, I successfully led a team that optimized and scaled over 20 global programs, resulting in substantial savings of labor hours and the development of program health dashboards for strategic decision-making. Additionally, I managed the "Conscious Business Academy," where I partnered with Fred Kofman for program and platform design and redesign and achieved significant engagement with 4,000 learners.

Excited to join Silicon Valley's tech scene, I managed the talent rotation within LinkedIn's "early in career" leadership development program, onboarding and deploying 85 employees annually. I overhauled program strategy and developed a data-driven approach to engage early-career talent. These achievements led to my promotion to oversee learning programs and operations.

In my role, I designed and launched two global programs that aligned our culture with corporate strategy. One notable achievement was elevating our enterprise onboarding through the creation of the "Disney Beginnings New Employee Onboarding Program," which included a flagship video, keynote, and iBook, and it has continued to outperform Fortune 100 benchmarks for over a decade. Additionally, I developed the "Disney Leadership Speaker Series," which featured 14 EVPs sharing leadership stories through live events and an online learning platform, making it a crucial component of executive development at Disney. These initiatives directly impacted our organizational culture and employee alignment with our corporate strategy.

As an internal consultant and project manager, I played a key role in developing technical and leadership competency models for our talent management system. I also facilitated various programs, including 360-degree feedback, Kaizen, and culture initiatives, and successfully implemented Plateau Systems' SaaS Learning Management System on schedule and within budget.

With a colleague, I co-created a specialized new hire onboarding program for our business unit to enhance enterprise-level onboarding efforts. This involved designing and conducting monthly sessions for 500 Studio Entertainment employees annually, which ultimately resulted in recruitment for enterprise-level position. I also led experiential learning programs for the Culture of Innovation initiative at Disney Consumer Products.

I played a pivotal role in supporting the Chairman/CEO in establishing the publishing arm of real estate conglomerate Keller Williams Realty, International, with P&L responsibility. This endeavor resulted in the sale of over 1 million book copies, including Gary Keller's self-published works, as well as securing an international publishing contract with McGraw-Hill and achieving positions on prestigious bestseller lists. Additionally, I repurposed book content into a successful 90-city seminar series, selling 30,000 seminar registrations and serving as the emcee for all events, while also implementing essential e-commerce, event registration, and point-of-sale technology and managing overall operations. I also consulted with franchise owners, managers and individual realtors.

In my first full time job out of college, I was responsible for boosting product utilization through various channels, including direct mail, web, branch engagement, and events. I also spearheaded multiple internal and external communications initiatives to support these efforts.