I work closely with leadership and teams across the organization to ensure a diverse and inclusive working environment allowing personal and professional development, healthy retention rates and attraction of new talent.

Set strategy and direction for our global leadership curriculum to include education, coaching, and opportunities for personal and professional growth and development.

Responsible for the effective regional delivery of talent management programs to employeesin the U.S., Canada and Latin America; leading and developing a team who will deliver core learning and development curriculum across the Americas region, and providing strategic direction and oversight of learning and development delivery for the Americas region, partnering closely with business and HR leaders in the region to design learning and development solutions.I created the global blueprint for Global Regional Learning Delivery at Stryker resulting in an in-role promotion to lead Regional Delivery for the Americas in the Global Talent Management COE. Highlights:▪ Leading team of 7 L&D professionals across the Americas region who ensure consistent design and delivery of enterprise leadership development programming.▪ Global keynote speaker and trainer: featured speaker at Stryker’s Diversity and Inclusion conference 2015-2019, SWN 10th Anniversary event, and an active member and development partner to Stryker’s employee resource groups.▪ Created the “Think Twice” unconscious bias workshop which has been launched globally at Stryker to nearly 7,000 leaders in almost 40 countries.▪ In addition to training our global faculty for Think Twice in the Americas, Europe and Asia, I’ve led culture and D&I discussions in all major groups and regions.

As an HR manager in the Shared Services function within Instruments, responsibilities include support, guidance, coaching, mentoring and helping to reshape the employee/manger direction for some of the biggest teams at Stryker Instruments.

In this role, I manage the personal, professional & leadership development programming for our division of Stryker, a Fortune 500 medical device company. As a qualified Gallup strengths coach, I help associates understand ways to use their strengths and talents to achieve their goals through 1:1 coaching sessions and team building activities.My 7 year tenure with Stryker has seen several promotions of increasing responsibility and the successful implementation and/or attainment of the following objectives:o Average classroom evaluation score: 4.8 out of 5.0 for programs such as Influencing without Authority, Understanding Generations in the Workforce, and Leadership Lessons from the Chilean Miners, and more, all self-created and taught.o Stryker Instruments Leadership Academy and Emerging Leadership Academies- two programs designed to recognize high potential employees from our domestic and international sites. As Program Manager, all analysis, design, development and evaluation of these programs is my responsibility.o The re-vamp and re-branding of the Stryker Instruments Legacy Program, a quarterly onboarding for new hires run by our Executive Staff.o Launch of a new Individual Development Plan, including the transition from a paper based system to an electronic form and all associated training and tools, including the “Development Area Database” to help employees map out development pathways based on competency.o Creation and launch of a comprehensive 5-day “Train the Trainer” program.o Instruments project support for several large Kalamazoo-campus wide change initiatives including a new Mentorship program, the annual Diversity & Inclusion Awareness Summit, Organization Competency creation, and the rollout of a comprehensive Change Management toolkit.o Lead a small team of learning specialistso Executive coach focusing on competency development in areas such as strengths development, influence, presentation skills, change leadership, and team building

• Classroom instructor for all personal development courseso Average classroom evaluations: 4.6 on a 5 point scale• Acted as divisional project manager to several high profile Medical events including:o 2008 and 2009 United Way Campaignso The Inclusion Awareness Summit, a multi-divisional program to bring leaders from all Michigan sites together in a spirit of collaboration to spark engagement in our diversity and inclusion initiatives• Named Divisional Brand Representative to help market and educate employees on Stryker’s new Vision, Mission and Promise• SLMS administrator responsible for all reporting and validation of Medical’s instance of the system

In this role, I coordinate and design training for our entire division. Additionally, I am responsible for ongoing needs analyses to determine the training and retention needs of my division of Stryker to ensure its continued success and 20% growth metric. I ensure the ongoing positive relationships of our partnerships with external training vendors, attend job fairs, and perform other HR duties as needed by the demand of our business. As division head for our United Way campaign, I successfully spearheaded internal fundraising events that surpassed our goal by over $1,600 for an 11% increase from 2007.

As a member of Perrigo's training and development team, I was responsible for providing HR leadership throughout the entire organization and effectively designing and marketing our training programs, forums, and events. I worked closely with department heads to create dynamic training and development programs that are aligned with business goals and desired outcomes. As a classroom instructor, I conducted over 200 classes on topics ranging from Professional Development to Stress Management with average classroom reviews averaging 4.2 out of a 5 point scale. Past and present customers include Sales, Quality, New Product Development, and Operations.

In this role, I was solely responsible for the training and sales development of the home theater department which is a focus area for the company. I worked closely with other assistant managers to strategize ways to maximize profits, stay abreast of the competition, and create a profitable and enjoyable work environment for our employees. In my role of operations supervisor I helped grand open our new store. I was solely responsible for the training of the new customer service employees and their continued development throughout my time in the department. The employee training manuals that I developed are still used for new employees.

Pop-up Video intern for Season 13.