- Business Partner to Go-To-Market Strategy & Revenue Operations (GRO) and Global Partner & Route-to-Market Sales (GPRS), which include the Virtual Sales & Engineering organization (GVSE)

Sr. Manager, Talent Lead - Global Functions - Lead Talent Management strategy and execution for Whirlpool's global organizations, including the Global Product Organization, KitchenAid Small Appliances business, and Corporate Center functions (Finance, Legal, Information Systems, Strategy, Communications). - Develop Talent solutions for the enterprise as part of the Talent CoE. Sr. Manager, Human Resources- HR Business Partner to Whirlpool's Corporate Center functions, including Global Law Department, Communications, Corporate Strategy and Human Resources. - Worked with each organization's leadership team on ways to improve organizational effectiveness, talent management practices, and culture and engagement as each organization focused on operating more globally, consistently, and building business partner and people leader capability. - Consulted with and coached managers on compensation, talent management, talent development, employee relations, performance management challenges, etc, often working with CoEs and other HRBPs to develop more consistent resources and solutions.

HR Partner - Product and Solutions Marketing (December 2013 - September 2014) ~300 employees- Led talent and organizational effectiveness work for product marketing, solution marketing, and competitive insights team.- Worked with managers and leaders to align, motivate, develop, and recognize their people. - Led HR programs including performance management, compensation, and employee and organizational health surveys and initiatives.- Partnered with learning & development, staffing, compensation, and employee relations specialists to deliver end-to-end HR services for the team. HR Manager - Security Business Group (April 2013 - May 2014) ~2000 employees- Led HR programs including performance management, compensation, and employee and organizational health surveys and initiatives.- Worked with managers and leaders to align, motivate, develop, and recognize their people. - Co-led acquisition integration of Sourcefire Engineering team through employee mapping, org design and alignment, HR program integration, and manager training and assimilation. Interim Chief of Staff to CHRO (January 2013- April 2013) - Supported Head of HR with operations, communications, and project research- Organized strategy and planning session with HR Leaders from various functions and geographies to develop functional priorities for the coming 3-5 years. Compensation Consultant - Engineering Organization (January 2012 - January 2013)- Worked with HR Managers and Partners to ensure we reward our people competitively at both the individual (e.g. sales to non-sales moves and promotions) and organizational level (e.g. analysis and recommendations around specific markets and job families). - Conducted analysis and provided recommendations to senior leaders and HR partners on topics such as retention award practices, salary ranges for university hires, and grade mix and leveling practices relative to the market.

- Developed framework to evaluate enterprise-wide HR programs and initiatives against employee value proposition with the aim of ensuring that what HR delivers is consistent with employee care-abouts and company promises.- Analyzed pulse survey data, conducted global employee focus groups, and provided recommendations to HR senior leadership team.

- Performed competitive analysis on bonus plans in US and top 20 international subsidiaries and provided recommendations and cost information to senior leadership team. - - Created a system for costing and implementation of changes to regional expatriate policies.