I am responsible for designing, implementing, assessing, and revising a comprehensive strategy for all critical work and initiatives that shape our organizational culture, policies, and practices for INP's most precious resource - our people. I am also responsible for designing and implementing initiatives to ensure our organizational culture drives impact through the lens of diversity, equity, inclusion, and belonging.

I facilitated instructional seminars for non-profit leaders and managers using the case-study method. I was responsible for guiding skills development for action learning, problem solving, appreciative inquiry, and creative thinking to solve organizational and professional challenges. I am a mentor for current and former students in their application of learning within their sector and community stakeholder design of practice.

As a member of the senior leadership team, I created and executed strategies for organizational development, work force planning, employee engagement and business performance. I am a thought leader for talent management, organizational effectiveness and diversity and inclusion, and a key influencer in generating consensus and driving critical change. I oversaw translation and implementation of the company’s vision across operational strategy and talent acquisition and retention, and ensured alignment of short- and long-term initiatives into work design. I managed an HR team of 8 in development and execution of human capital systems and services including compensation, benefits, compliance, recruitment, training, performance management and employee relations. Highlights include:• Directed and strengthened the employee value proposition to fuel talent growth and retention and support company goals; Key contributor to organization’s growth to 600 employees between 2014 and 2020. • Implemented the first-ever compensation structure, improving talent management and fostering business growth while establishing pay equity across the organization. • Designed and implemented human capital management systems to improve management and compliance for recruiting, onboarding, learning and development, employee relations and benefits.• Lead the development of employee engagement and performance management processes, supporting organizational effectiveness and talent management capabilities while improving employee experiences. • Advised and supported executive leadership in organizational planning during COVID-19 pandemic by redesigning organizational structure and workforce and business planning. • Acted as subject matter expert for DEI practices and complexities, and integration of diversity into hiring, marketing and programming.• Successfully integrated change management methodology and driving adoption of philosophy.

I led learning and development and DEI strategies for this non-profit with 800 employees. I built agency-wide strategies to integrate L&D across the organization, and established organizational development, training and employee relations best practices. I built a framework to foster growth and employee engagement while supporting diversity, equity and inclusion objectives. Managed, developed and coached a team of 6, including trainers, consultants and administrative staff.Successes included:• Transforming the department by shifting focus from training to learning and workforce development, enabling a responsive, solutions-based approach to addressing organizational needs and challenges.• Spearheading an innovative training approach through curriculum redesign and best practices, standardizing processes and compliance requirements while expanding training for more employees, including emotional intelligence coaching for leaders and managers and cultural competency curriculum. • Directing and designing new diversity, equity, and inclusion initiatives, leveraging internal assessments of staff learning, organizational priorities, and barriers to success.

I established, built, and scaled the hospital’s first organizational development department to increase focus on employee satisfaction and engagement. I created and implemented proactive, adaptable programs for management and leadership development, and diversity, equity, and inclusion.Achievements included:• Comprehensive restructuring of DEI initiatives, identifying areas of improvement and creating new processes, programs, and accountability to integrate into organization’s diversity strategic plan.• Leading the design and implementation of talent management systems, tools and programs to promote a performance-driven culture and improve the hospital’s talent and leadership capabilities. • Spearheading new employee onboarding and training to provide a streamlined orientation process, improving institutional knowledge and understanding. • Being recognized with Partner in Excellence Award for 8 consecutive years.Diversity Manager1998 – 2001