Member of the HR Leadership Team and advisor to CEO, Executive Leadership Team, and Board of Directors on culture, DEI, talent, HR policies, pay equity, market trends, federal and local country laws, risk management strategies and best practices. Led global strategy to strengthen organizational culture during Baker Hughes’ transformation journey and to position the company to be a leader in the energy transition.Focused on creating and sustaining a culture of strong engagement, high performance and innovation, where employees are proud and inspired to contribute to the company's success. Ensure strategic alignment with company core values, vision and business priorities. Partnered with business leaders and employees across functions and regions, built strong customer and community relationships, and led and implemented change to achieve business results. Leveraged a diverse background of experience spanning human resources, DEI, finance, and technology risk consulting combined with expertise in culture, learning and organizational change, talent management, and executive coaching to develop and empower inclusive leaders and high-performing teams.

I led a team of 12 responsible for diversity and inclusion strategy, affirmative action, EEO compliance, and investigations of discrimination and harassment. I am really proud my contribution to elevating Exelon’s corporate reputation and employee value proposition by championing an inclusive culture and spearheading initiatives across recruiting, retention, leadership development, and talent management. During my tenure with the company, workforce diversity grew to 49% (+8pp) and the Exelon was recognized on Fortune’s list of World's Most Admired Companies for 13 consecutive years through 2021.Exelon is a $34 billion publicly traded energy company with 34,000 employees. It grew by acquisition including merger with Constellation Energy in 2012.

In this role, I oversaw an HR team of 20 supporting 5,000 employees across 5 corporate functions. We crafted business-tailored strategies across talent acquisition, talent management, performance management, compensation, retention, DEI, employee relations, and investigations. I also led enterprise-wide HR projects. I led an initiative to improve expectation setting and accountability – we tackled this by defining new competencies and redesigning our enterprise-wide performance management process. This system is still in use today. I also increased employee engagement by spearheading sponsorship, coaching, and rotational development programs in response to employee feedback.

I led a team of 6 responsible for defining Exelon’s D&I strategy and shaping the organization’s culture. During my tenure, we helped elevate the company’s reputation, boosted employee retention, and strengthened diverse talent acquisition with a range of initiatives. After Exelon merged with Constellation Energy, we gained broad buy-in for an integrated DEI strategy, recruited executive sponsors from both legacy companies, and achieved wide participation in the combined employee resource groups, all of which accelerated cultural integration across the organization. Exelon was recognized by the Human Rights Council, Fortune Magazine, and multiple diversity organizations for positive work environment.

In this development assignment, I served as a liaison to the finance management team and finance function’s 450 employees. By bringing employee voices forward to the CFO and finance management team, I was able to influence the organizational culture. We strengthened performance, streamlined work, and reduced burnout, all of which led to higher retention and engagement.

In addition to testing system controls and implementing SOX, I launched a monthly “Jeans for Charity” event, which raised thousands of dollars for employee-selected charities. I expanded my direct people management experience in this role, leading a team of 3 auditors.

I worked on the Exelon engagement at Protiviti and was asked to join the company in the internal audit group.

My audit roles at Arthur Anderson and later Protiviti were foundational learning experiences. Through them, I was grounded in a structured, comprehensive and data-driven approach that continues to influence my work. It also gave me broad exposure to a variety of companies and industries.