Summit Talent Solutions is a boutique human resources consultancy and coaching firm working to enhance individual and team performance. We work to blend your strengths, values, and aspirations to ensure you are highly engaged and effective. Working to align strategy, structure and culture, Summit works with organizations and individuals to clarify purpose, cultivate trust, optimize culture and deliver on their promises. As a highly collaborative partner to HR and line leaders, we help teams build credibility, find new ways of working, and drive organizational change. ICF accredited professional coach (CPC); Licensed to use the following assessments for individual and team development: The MBTI® (Myers-Briggs Type Indicator) instrument, The MBTI® Step II™ instrument, The Strong Interest Inventory®, The FIRO Business®, The Thomas Kilmann Conflict Mode Instrument (TKI), and Lominger Leadership Architect Tools®.

The Leader's Edge/Leaders By Design™ is a leadership development, executive coaching and consulting firm. I am pleased to be a part of the talented team of coaches at the Leader's Edge assisting high-potential and executive women in cultivating their leadership excellence so they can achieve success in the top tiers of organizations.

Executive Team member responsible for building and leading the Human Resources function during the Company’s rapid global expansion.• Defined the HR strategy and implemented a new global HR structure. The team began to define, create & deliver HR processes, systems and programs needed to support NPS’ growth trajectory and ideal organizational structure. Focused on total rewards, talent development, and “Culture by Design” initiatives to compete favorably in the changing business environment. • Represented Management to the Compensation Committee of the NPS Board. Created and delivered an executive deferred compensation plan, a key talent retention plan, and company-wide severance plan. • Successfully transitioned the talent acquisition function to an internal sourcing model. The team filled 200+ positions and renegotiated agency terms to reduce cost and reliance on 3rd parties. Implemented a pre-employment leadership competency assessment (Caliper Profile) and a cultural fit assessment (RoundPegg) which aided in selection and on-boarding. Managed several key leadership searches and one Director search for the NPS Board. • NPS HR leader for the Shire acquisition diligence process and the start-up of HR integration work.

Joined as LifeCell’s Vice President, Human Resources. Promoted in 2011 to Senior Vice President, following the company’s acquisition by a private investor consortium. Responsible for transforming and managing the Human Resources function during LifeCell’s highest growth and trajectory point in the company's history. Advanced the role of HR as a partner to the business by upgrading and streamlining HR programs and processes. Built-out the European Sales organization, making key strategic hires. Made a significant impact on organizational culture with several successful organizational programs, employee-focused communications, and change management strategies, including the creation of LifeCell’s new vision, mission and company values.

Director, Human Resources for six global leadership teams, including three Group Operating Committee members. Managed HR professional staff of six (reduced to two in 2009). Received a Standard of Leadership Award for leading three major restructurings. Was the HR leader for Marketing Excellence across Pharmaceuticals. Developed and implemented a competency model and development tools considered best-in-class for the J&J enterprise. Developed and executed the HR strategy to address organization and people implications for the new Commercial Model, including a two-day global on-boarding meeting and a global mentoring program. Transitioned the talent management process from a business unit review to a global functional review that resulted in a significant increase in international assignments.

Led the implementation of Biovail’s Vision, Mission, and Core Values project and delivered a communications strategy, leadership tool kit, and two-year employee engagement plan. Designed and introduced a global, competency-based, performance management solution to align corporate and individual objectives and create greater accountability for talent development. Developed and facilitated workshops to support the new performance management program including a train-the-trainer program for the global HR management team.

Human Resources & Leadership Development Consultant. Illustrative clients and key deliverables: Pharmacia Corporation Global Prescription Business (GPB), Peapack, NJ• Wrote the content and facilitation guides for five workshops on Best Managed Behaviors and coached the leadership team on workshop delivery. The division was the first to implement a program to support the corporate initiative which became the model for Pharmacia.• Developed a global commercial competency model and supporting development tools. Led focus groups to identify training solutions for competencies required in the future and partnered with the Corporate Learning & Development function to establish a roadmap for future training. Novartis Pharmaceuticals, US Research, East Hanover, NJ• Team member responsible for the planning and implementation of the Division’s relocation from New Jersey to Massachusetts. Columbia Laboratories, Inc., Livingston, NJ• Led the startup of a Human Resources function resulting in the acquisition of key talent. • Developed and implemented team member handbook and key HR policies

Assumed multiple Corporate and Divisional Human Resources roles of increased responsibility. Joined the Center for Leadership Development as an internal consultant at its inception in 1998. Designed and implemented an executive on-boarding and development program. Certified by Senn-Delaney as an internal trainer and facilitated several week-long Leadership & Teambuilding Programs aimed at shaping the global corporate culture of Bristol-Myers Squibb.