My team supports projects by adding a people-centric lens in how we navigate the implementation of enterprise change to drive business impact. We focus on helping our people understand the true unlock and value proposition, so that we can build towards a smooth adoption in our way of thinking, speaking and behaving. I strategize how to implement long lasting change so that it doesn’t feel like we’re losing something, but like we’re winning and going for something bigger and better.I lead with passion and enthusiasm and drive work forward with a balance of possibility and realism. I take the time to build trusting partnerships with others and enjoy collaborating with a shared purpose and mutual accountability. I do my best to lift others up and get joy setting up others for success.

Partner with business leaders across the organization on the development of strategic initiatives dedicated to the enhancement of knowledge, effectiveness, and engagement of our people.

Drive change and performance by focusing on our people and their engagement so that we cultivate a culture we're proud of and achieve the kind of impact we want to make.

Business Partner to leaders and employees for all People related development, issues, challenges, needs, and strategic endeavors for the following teams: Global Brand Marketing, Product Design & Merch, Retail Stores

Responsible for building an integrated talent management framework from the ground up in effort to differentiate TOMS as a great place to work and sustain long term growth over time.

* Partner with business leaders and HR Business Partner team to design and execute strategies to improve individual and team performance to forward the business goals of DCP. * Develop strategies and execute against change management and cultural change initiatives.* Develop and implement OD initiatives for client groups, including team building, leadership assimilations, organization design and realignment, manager/leader coaching, career development conversations with individual employees, and facilitate large-scale client meetings.

* Team Development: Work with business units to build high performing teams by diagnosing, designing and deploying a wide range of interventions that are aligned with JPL’s strategic business vision and develop solutions to address issues. * Survey Development: Design, deploy, analyze and interpret various types of surveys to identify critical business operating issues, underlying root causes and development opportunities. Such surveys include measuring employee satisfaction, employee development, organizational climate, customer service, program effectiveness, recruiting strategies and processes. Partner with business units to implement recommended solutions based on findings.* Facilitation: Facilitate strategic planning retreats; team building events, team development interventions, leadership development workshops, and management retreats ranging from first level management through executive level. * Succession Planning Program Manager: Work closely with executives and key position incumbents to facilitate all phases of the Succession Planning process through ongoing communication and support. Collaborate to Identify high potentials, develop competency models; create development plans and measure performance against plans. Deliver quarterly presentations to the Executive Council highlighting bench strength, trending demographics and leadership development plans.* Change Management: Change Management Lead for a 2012 Oracle Software Upgrade and Lean Six-Sigma Lab-wide change efforts. Develop strategies, define project impacts and scope, and drive key change initiatives to engage employee action and commitment.* 360 Feedback Program Manager: Lead JPL’s 360o feedback program through which I coach promising managers in accelerating their leadership performance and getting a competitive advantage through their talent.

Mentored by:Samantha Broitman, Ph.D. Organizational PsychologyPete Theisinger, Director of the Engineering and Science Directorate