Build and implement a senior leader development program strategy

Self employed while searching for full time role. Learning and Leadership Development, Program Management, Professional and Personal Development Coaching. Open to contract work.

• Drove engagement and inclusion for an acquired Fintech. Created D&I Council to drive inclusivity, engagement solutions, and to support heritage and identity awareness. Increased ERG participation from 11% to 65% in 6 months. Coached and mentored junior and experienced talent. Fostered partnerships with external community groups, organizations, and vendors to advance inclusion goals and social objectives. Presented and influenced senior leadership narrative at Town Halls. Moderated panels sessions. Designed and led tailored sessions for high potential cohorts. • Conducted data driven organizational analysis and identified 6 actionable business imperatives. Met with 400+ employees 1:1 from various US locations and levels including all MDs and EDs to gather “voice of the customer.” Led focus groups. Evaluated Employee Opinion Survey results, diversity, and employee resource group information. Socialized findings and gained buy-in from C-Suite and key stakeholders. Provided thought-leadership, established talent and culture development strategies, measurable goals, and built leadership accountability through DEI KPIs and metrics resulting in 20% decreased voluntary attrition. • Implemented improved diverse recruiting and hiring strategies. Modernized job descriptions, improved intake process with hiring managers and recruiters, ensured representation on interview teams, reached beyond traditional channels to produce viable diverse slates. Represented Morgan Stanley externally in industry conferences, forums, and networks. • Established trusted advisor relationship with talent development executives and leaders to retain and develop employees. Identified high-potentials for nomination-based programs. Designed and facilitated tailored sessions for team off-sites. Collaborated with Technology to build a DEI site with modern curated assets to increase DEI acumen, improve the quality of conversations, and promote fairness. (Improved “happiness” metric by 20%.

• Ran learning as a client focused business to maximize value and impact: Designed and implemented a transformation skills training strategy for over 100k global employees which solved a regionally fragmented approach. The streamlined curriculum allowed managers with global teams to use Learning & Development as a change lever. Brokered $1.5M agreements. Maintained accountability for integrity of Learning portfolio with timely reviews ( >5% owned assets overdue review). • Engaged learning and HR executives to shape our curricula: Trusted advisor and consultant for HR, Learning Partners and clients to scope out sustainable learning solutions that change behaviors and improve performance. Positive feedback from council members on observable performance changes on the job. • Developed & delivered innovative solutions with excellence to enable business transformation: Built innovative, high impact executive cohort programs that used work landscape as their case study (Lv1. 4.5+, positive Lv.3). This solved for the slowdown in progress at certain points in the project execution life cycle by using systems thinking and focusing on the Leadership and Culture levers. 50% of participants were promoted to MD within 2 years. • Drove employee-obsessed learning: Created robust marketing & engagement campaigns, both broad and targeted, to drive learning engagement (93% enrollment within 72 hours). This included a revamp in naming conventions, course descriptions, modernized content, images, and updated interactive experiences. Curated relevant self-paced solutions as a stop gap between live learning. VP, Head of Global Finance and Business Management Professional Development (2014 - 2017)• Drove professional development training strategy for over 9000 Global Finance and Business Management employees in a resource constrained culture. Differentiated training by level but regionally agnostic to ensure learning consistency. Brokered $2.5M agreements.

• Developed emerging talent. Managed learning activities of 400+ global newly hired Analyst & Associates yearly. Created and managed an immersive, yearly, multi-week global Analyst and Associate desk readiness program for campus hires. Originally, they were separate causing team burnout. Designed and implemented concurrent delivery model that maximized senior-most leadership engagement, amplified the networking community, reduced the runtime by 50%, and the team were energized end to end (curriculum, success metrics, feedback loop, etc.)• Managed program staff and $5M budget (Vendor selection, contracts, and management, site support, day-to-day operations)• Designed and implemented promotion readiness program for Newly Promoted VP and EDs