Trusted partner to sales leaders for the North America Food Service Sales teams and Global Partner Group Leaders for McDonald's, Sysco, and Yum! Brands. In this role, I work across Commercial Excellence as we continue to build and strengthen commercial excellence capabilities and invest deeply in our team members. I provide leadership on the people strategies to support building our customer-driven and high performing culture and play a key role in developing great commercial talent.Accomplishments and Milestones:Project Lead, Global Interactive Internal Career Site DevelopmentLed a cross-functional global team of 18 members from diverse job families to design and launch an easy-to-use, interactive internal career site.Collaborated with key stakeholders and leaders across multiple functions, enterprises, and regions to ensure alignment and meet strategic objectives.Developed comprehensive career profiles, sample career pathways, and resource guides to support and empower employee career growth and development.Successfully delivered the project on time, enhancing employee engagement and career development opportunities across the organization.Change Management Lead, Marketing and Insights Job Family ProjectLed change management efforts to consolidate roles and responsibilities across the Marketing and Insights job families, streamlining organizational structure and clarity.Organized and hosted educational sessions with global leaders to communicate changes, rollout strategies, and timelines, ensuring smooth adoption across regions.Developed and executed a comprehensive change management plan, aligning stakeholders and minimizing resistance to organizational changes.

Principal partner to C-Suite and executive leadership for the following business units: Government & Community Relations, Foundation, Equity & Inclusion, Legal, Marketing & Communications, Medical Affairs, Pharmacy, and Value & Clinic Excellence/Growth. Develop and execute organization-wide workforce planning scorecard to analyze the current labor force and determine steps required to ensure skill gaps are closed through development and/or training. Design and implement calculated approach in expansion of the department’s contributions and structure which provides continual growth and better alignment with the organization’s vision while generating revenue and the organization’s goal to better serve the community.Oversee executive and senior management succession and leadership planning, and partner with executive leadership to establish a robust succession plan for leadership roles.Partner with HR functional areas to ensure the organization is hiring and retaining talent through continual assessment of recruitment efforts, talent development, and market compensation analysis.On-board and coach to C-Suite and senior leadership as navigate through organizational change, restructure, and development. Active member of the Controlled Substance Diversion Committee to create new and to align current practices and procedures for the nursing and pharmacy staff when handling and distributing medications to patients.Active member of the Information Risk Advisory Committee to proactively take measures to secure confidential data and patient records.

Strategic partner to the leadership team for key business units: Advocacy and Child Health, Clinical Research, Executive Administration Offices, Human Resources, Inclusion and Equity, Infection Prevention and Control, Information Security, Medical Education, Microbiology, Pharmacy, Quality and Safety, Radiology, Risk & Compliance.Conceptualize and deliver on people strategies in partnership with identified COEs within the Human Resources department which include career progression programs, workforce planning and organization redesign. Collaborate with leaders to revise and to create comprehensive job descriptions (20+ YTD) across all levels to align with the evolvement of the roles.Lead talent strategy conversations which include topics of recruitment, compensation, talent developments, and retention initiatives.Provide on-boarding and leadership development training for newly promoted leaders (Supervisor, Manager, Director) with an emphasis on policies, procedures, and practices.

Tactical partner for key business units: Clinical Research, Information Security, Microbiology, Pharmacy, Radiology, Risk & Compliance.Created and streamlined process for internal processes and procedures, such as: religious accommodations, performance improvement plans, attendance policy, attendance policy guidelines and corrective action form templates.Led investigation and resolution of employee issues and provided guidance to executive leaders, senior leaders, and managers on complex performance management issues and corrective action procedures.Drove strategic improvements regarding talent management, succession planning, employee relations, and project management.Active participant on various organization-wide initiatives: controlled substance diversion committee, drug activation response team and various COVID-19 related groups– such as, remote work, remote engagement, and wellness checks.

Talent ManagementStrategic advisor to SVP of HR in preparation of analytics and materials for annual talent calibration sessions for the CEO and COO of the Wireless Operations organization (40,000+ employees); resulting in driving meaningful conversation to identify successors for senior and executive leadership positions; business functions include Sales, Operations, Marketing, Finance and Customer Service. Creator of cross-function leadership development programs averaging 47% promotion rate of the participants within 12 months of completion; principal contact for 8 HR-Senior Managers who execute the program nation-wide.Partnered with executive staffing team to build slates for senior and executive leadership position. Ensured the leadership is receiving a diverse slate of qualified candidates. Employee Relations Business PartnerCollaborated with VP (100+ employees across the enterprise) to provide support for the team of 7 Business Leaders regarding employee relations, performance management, succession planning, recruiting and compensation analysis.Proactively investigated and advised at all levels of employee investigations.Engaged in weekly leadership meetings to discuss projects, industry trends and employee initiatives.Facilitated employee roundtables with employees once per quarter to understand culture and relationship with leadership. Initiated employee engagement programs focusing on employee development opportunities which increased overall employee morale and approval ratings increased double digit percentage points YoY from the Employee Opinion Survey.

National Team (Nov 2015-Jun 2016)Led team of 11 Recruiters (remote) to support staffing needs for all inside sales opportunities – entry level to executive leadership – in Illinois, Indiana, Iowa, Kentucky, Michigan, Ohio, West Virginia and Wisconsin. Partnered with local human resources to successfully onboard new employees and monitor their progress to ensure we are achieving desired employee stick rate and quality of hire.Analyzed turnover trends and market data to ensure identifying the ideal candidates. Meet with Directors and Finance weekly to forecast staffing needs.Set performance objectives and monitor day-to-day responsibilities.Midwest Area Team (Dec 2013-Nov 2015)Managed recruiting efforts for 7 states – Iowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota, and South Dakota.Led 8 Recruiters (local and remote) to staff for inside and outside sales, operations, marketing, and customer service.Oversaw recruiting efforts with recruiting vendors – onsite and offsite recruiters.Partnered with Midwest Area Finance team to forecast future staffing needs based upon current vacancies, upcoming attrition, and business needs.Analyzed attrition and market trends to support development of staffing strategies – including re-allocating workload and increasing advertising and community outreach efforts. Met with Directors and the Region President to discuss the strategy in place to exceed the needs of the business.Provided coaching and training to ensure execution of the Service Level Agreement (SLA) in day-to-day recruiter responsibilities.Researched compensation and present recommendations to HQ compensation team.

Supported 4 business channels within the Great Plains Region- Retail, Sales Operations, Marketing, and Business Sales (Project Team).Project lead for leadership development program, Midwest Mobility (2011, 2012, 2013). Met with leadership team to identify High Potential and Emerging Talent employees in the workforce.Create Developmental Programs: Senior Rep-Retail Sales Development Program and Management Engagement training.Supported the company’s commitment to a diverse workforce by meeting quarterly with leaders to discuss development plans for Emerging Talent, High Potential and High Professional employees. Based upon feedback, provide recommendations to leadership development programs.Partnered with Hiring Managers to develop hiring strategies to fill open positions at management and executive levels by reviewing VZ Talent reports and connecting with peers across the company for feedback on possible candidates. Ran reports and analyze data from COGNOS to make decisions on salaries for promotions and salary adjustments for existing employees.Conducted internal investigations, address compliance issues, review end results with all parties involved.Delivered a wide variety of Human Resources-related training to managers and employees on new hire orientation, civil treatment, performance improvement, employee management skills, compensation, benefits, and interviewing skills.

Managed full cycle recruitment process for inside and outside sales positions within the Great Plains region - including Iowa, Minnesota, Nebraska, North Dakota, and South Dakota. Positions included entry level to Director level opportunities.Mentored new Human Resource team members (legacy Alltel and Unicel/RCC) on recruiting process. Conducted New Hire Orientation for new employees and Behavioral Based Interviewing Skills for Hiring Managers.Coached Hiring Managers on making hiring decisions and employment law and calculated compensation for all final candidates.Participated in programs- Peak (Region lead), Recognition team (Human Resource representative), Metro Mix (planning committee).Conducted webinars and meetings with employees to develop career paths within the company.Built awareness of career opportunities with internal staff and general public through career fairs, college functions, and social and business networking.Led the region for 2 years in number of requisitions filled, number of female hires, and new hire stick rate.Attended employee sessions to communicate job eliminations as the Human Resource representative.Assisted in Compliance Alerts and Investigations by conducting interviews, providing feedback to the Consultants, making recommendations, and writing up analysis. Worked with the Consultants- calculated compensation, provided recommendation, and forwarded to the Hiring Managers.