My role expanded to include the creation of an org-wide training unit for the non-retail area and the development of new talent acquisition strategies to thrive, not just survive, in the era of The Great Resignation.

Privileged to lead a team of two other L&D/Talent Acquisition professionals and own our internal coaching program as well as a full suite of leadership development programs at the top performing credit union in California (Advisory HQ 2018). Responsibilities include leadership and develop coaching for AVP+ level staff, Talent Acquisition, Hiring Skills training for managers, and facilitating the organization's leadership review processes (Goal Setting/annual Performance Reviews, annual Talent Calibration, Succession Planning and Strategic Planning).Significant accomplishments:Designed and delivered a customized Strategic Workforce Planning model and process, prompting a new perspective and conversations about mindful long-range staff planning at the executive and leadership levels.Introduced Design Thinking skills development into the organization via a sold-out workshop and follow-on Innovation Challenge where multiple concepts for new products and services were sent on to leadership for review. FutureStep internal leadership coaching program pilot was extremely successful and the program is expanding organization wide. Reviews were literally off the charts-several respondents added higher scores to the Likert scale we used to evaluate the program.My team created and taught a workshop centered on the published findings of a major tech company's internal projects about the traits of good managers and effective teams, including how we could apply the knowledge at our own organization. A senior executive who attended asked me to deliver a special version of it to the full complement of senior and executive management. It resonated so strongly that I was then asked to re-deliver the full, original session to an org-wide group of middle managers to disseminate the knowledge even more deeply in the organization.

Leading the team responsible for providing organization-wide training in leadership and management skills, compliance, and other areas. Designing and directing various internal communications channels, including primary authorship of a monthly newsletter driving both employee engagement and awareness of vital initiatives.Also responsible for programs such as New Manager Assimilation workshops, facilitating annual performance review dept and org-wide talent calibrations, and ad hoc coach for mid-level managers looking to up-level their executive competencies.Developed and currently delivering new Training and Development programs for better strategic alignment with Tech CU goals, focusing on different tiers: line staff with potential for management/leadership, managers and supervisors in their first year leading a team, and an ongoing educational protocol for tenured managers.Awarded Quarterly Peak/ACIC Award Q3 2015 for "Contributions to key initiatives and/or exemplifying ACIC Values" (Accelerate, Collaborate, Cultivate, Innovate)

Promoted into a new role, responsible for ensuring the Club's Workday HRIS, Taleo ATS, performance evaluation and other organization wide HR practices are used in the most effective and efficient way for the organization's 600+ employees and managers. I led the team which proactively searched for opportunities to maximize the ways our various systems can help meet strategic objectives. The team also maintained a comprehensive training calendar for talent acquisition practices, leadership skills discussions, and acts as general HR Business Partners on a variety of issues. I served on the Senior Management Group, the Staff Diversity Team, and task forces for specific priorities such as the Dash Force, the group tasked with designing the Club's first universal metrics dashboard.

My team works on developing the overall recruitment best practices for the Club nationally, where we have over 600 employees and make 100-150 hires per year. This includes being the HR business owners for the recently implemented Taleo Recruit applicant tracking system, working with hiring managers on staffing plans and workforce design, and working with a team of recruiters to assist hiring managers in their recruiting process.I and my team design and deliver a variety of training programs, including workshops on resume review, interview techniques, and bias mitigation skills. We also organize and facilitate the quarterly leadership reading group, a quarterly open forum discussion for all interested staff on a leadership/management book such as "Whale Done", "Crucial Conversations" and "The Servant Leader".I serve as part of the Club's Senior Management Group, a team made up of department heads and their staff leadership, as well the Club's staff diversity advisory group and various ad hoc teams and committees

Using my experience as an agency recruiter who worked with hundreds of candidates and companies to make good matches, I consulted with HBS in San Francisco to raise the profile of Hult graduate business students as recruiting targets for US and international companies. On the student side, I assisted students via workshops on networking and other subjects in conjunction with the Career Services team, while also connecting with regional companies or global companies with local HQs to consider the Hult students as part of their talent pipelines.

Sales of mid-to-senior level finance and accounting consulting talent to Bay Area clients.

Recruiting and business development for senior finance/accounting engagements.

Recruited and placed highly qualified senior-level finance & accounting professionals on a contract & contract-to-hire basis while managing a team of 2-3 Account Executives. Recognized as one of the top Division Directors worldwide for year-over-year growth (RHI President's Club).

Recruited and placed highly qualified accounting and finance professionals in temporary and temporary-to-hire positions while managing a team of 1-3 Staffing Managers. I was recognized as one of the top Division Directors worldwide for year-over-year growth (President's Club) and my team received a regional Customer Service award.

Developed lead development and tracking system, designed training programs for implementation of Siebel CRM system and trained sales staff and managers on effective use of the marketing campaign modules. Developed and managed various market research projects including geographic language-use density analysis, customer billing change requirements, customer survey response design and analysis, and geographic revenue orgination analysis.

1) Responsible for generating revenue to support the Museum's mission by marketing the NSC as a prime venue for events in the Salinas/Monterey Area. Developed relationships with event and travel planners, negotiated contracts and rental fees, and established guidelines for functions to allow maximum enjoyment of exhibits while protecting valuable artifacts.2)Responsible for the recruiting, training, scheduling and on-going management of a volunteer corps of 150+ docents, store volunteers, event volunteers, and administrative volunteers. Developed on-going training programs in Steinbeck literature, customer service, and event management for the volunteer group, which donated over $200,000 in services in the first year.