BILL & MELINDA GATES FOUNDATION, Seattle, WA (March 2020—September 2020)Learning Experience Manager, Gender Equality & Integration Initiative • Led the development of robust, omni-channel learner communications strategy to drive training consumption, engagement, and application for the foundation’s Gender Equality & Integration training.• Led the go-live delivery of web-based training modules to develop user-friendly infrastructure for staff to participate in training; developed content for gender equality-based training modules. • Developed and implemented measurement and evaluation plan for learning activities; conducted learning data analysis and created data visualizations for key presentations. CHEVRON CORPORATION, Houston, TX (September 2019—February 2020)Agile Change Lead, Scaled Agile Framework (SAFe) Implementation • Co-created, along with the Chief Information Officer, the change vision for the IT department’s Agile Transformation and defined the change execution strategy and roadmap.• Developed and implemented the Communication & Engagement Strategy, including: driving stakeholder awareness and commitment and launching a multi-national Change Champion Network.• Designed and delivered training plans and workshops to upskill employees and drive culture change.PHILLIPS 66, Houston, TX (November 2018—August 2019)Change Analytics Lead, Organizational Transformation Program• Developed and implemented a detailed organizational analytics plan which included the change management necessary to guide the client along the analytics maturity curve. • Created measurement tools (e.g., dashboards & visualizations) to monitor change effectiveness metrics. • Partnered with project teams to develop custom surveys and facilitate working sessions to measure change effectiveness. Responsibilities included: survey development, facilitation of design thinking sessions, data analysis & visualization, and sharing of data driven insights and recommendations.

• Designed D&I strategies aligned to clients’ overarching Talent Management and business objectives. Developed multi-year D&I roadmaps and implementation plans, articulating key activities and targeted results over specified time horizons.• Developed change management and implementation plans to support D&I strategic priorities. Created and launched custom scorecards, measuring the impact and effectiveness of D&I solutions and interventions.• Served as coach to client leads—shaped their roles as D&I champions, ensured they had the information, tools, support, and resources to ground their team culture and business operations in equity and inclusion.

• Partnered with global private equity firms and portfolio management teams to develop and implement high-impact leadership and human capital strategies focused on: executive assessment and selection, leadership development and coaching, high-potential assessment and development, and CEO succession planning.• Delivered assessment-based C-Suite team development programs to enhance leadership competencies of top executives and their ability to collaboratively set business objectives and execute key strategies. • Developed internal diagnostic tool to assess and enhance organizational effectiveness by assessing key drivers of performance, pinpointing areas for improvement, facilitating the creation of an integrated program plan, and identifying critical success factors for implementation.

Significantly increased the global breadth and business relevance of Diversity & Inclusion (D&I) research by leading and managing TCB’s program of D&I research, including the design, execution, and writing of both quantitative and qualitative studies as well as in-depth case studies.Effectively positioned TCB as a thought leader by delivering in-person and virtual presentations of insights and innovative solutions at conference sessions, corporate briefings, and webcasts.

• Designed and conducted employee survey to identify barriers to—and factors that foster—inclusion for under-represented minority segments. Developed actionable and measurable interventions to improve the experience of women, employees of color, people with disabilities, and members of the LGBTQ community. • Created North America D&I training curriculum; content focused on leadership commitment, unconscious bias, career development, and mentorship/sponsorship for underrepresented groups of employees.• Re-chartered Employee Resource Groups and established change networks to support in the execution of D&I strategic priorities.

Designed and managed quantitative studies to investigate key human resource (HR) challenges facing Fortune 500 companies. Responsibilities included: generating hypotheses, creating data collection plans, designing questionnaires, analyzing data, producing data-driven insights and recommendations, developing comprehensive reports and presentations, and managing both project budgets and vendor relationships. Developed a wide range of research-based deliverables to help organizations solve critical HR challenges. Deliverables included: research briefs, case studies, presentations, webinar decks, and benchmark reports.Provided advisory services and guidance to HR executives at global organizations. Insights and recommendations delivered through written communications, phone consultations, and in-person briefings.Managed, coached, and provided ongoing development to three full-time, remote employees.

Created and delivered bi-weekly lectures for Organizational Psychology and Human Resource Management courses. Focused on all aspects of HR processes, including recruitment and selection, performance management, training and development, group dynamics, and diversity. -- Designed exams and written assignments to successfully gauge student learning progress -- Received positive feedback from peers and students for instructional techniques and collaborative approach

Created and delivered bi-weekly lectures for Industrial/Organizational Psychology and Human Resource Management courses. Focused on all aspects of HR processes, including recruitment and selection, performance management, training and development, group dynamics, and diversity. -- Designed exams and written assignments to successfully gauge student learning progress -- Received positive feedback from peers and students for instructional techniques and collaborative approach

Assisted in the development of Pfizer’s organization-wide diversity strategy, responsibilities included: conducting internal needs assessment, gathering external data on diversity-specific benchmarks and best-practices, and presenting recommendations to advance diversity efforts. Developed tools and templates to assist internal networking groups in: developing a charter, setting group objectives, reporting progress on objectives, developing budget proposals, and identifying executive sponsors. Analyzed quantitative and qualitative annual climate survey data; prepared findings for presentations.