https://talentdriven.co/Providing customized leadership, talent, and HR consulting based on client needs. My support is focused on: -Small to medium-sized businesses that are experiencing change in their business and/or within their industry. They need to evolve their people and people strategies to meet the new demands on their business. - HR teams looking for interim support in a role or talent project - Leaders that need to build plans for long-term success - Managers and professionals looking for authentic development coaching - Nonprofit organizations

o Strategic HR Leader for the CTO, technology executives, and senior leadership. Integrated into the CTO direct report team. o Identified critical talent needs within the business line and worked with the HR COEs to ensure HR delivered the right solutions to drive business results.o Advised executives on leadership strategy, organizational design, change management, talent management, and succession planning.o Built workforce plans with talent acquisition to achieve global growth targetso Lead the work for a global role infrastructure for 160+ roles, including career framework, job descriptions, job leveling, and aligned compensation o Drove total rewards changes in N. America and Europe focused on rewarding and retaining top talent o Partnered with many groups to build the long-term talent roadmap to enhance output and contain costso Acted as a leadership development coach by consulting through assessments, reviews, planning, and check-ins - both for formal leadership programs and individual coachingo Lead and facilitated the planning and execution of core talent processes (ex. goal setting, performance management, total rewards, development, talent management, and employee engagement)

o Providing strategic HR Business Partner leadership to CIO and then to CTO o Maximized opportunities to align the business line to an effective and consistent operating modelo Acted as a change leader: created change plans and communication strategies (ex. Executive leadership changes, team restructuring, position elimination, and role-leveling implementations) o Drove performance management improvement initiatives specific to IT needs, including feedback training, performance improvement coaching, and goal-setting tools o Influenced investment in leadership development programs and ongoing leadership coachingo Lead business unit with talent planning processes and facilitated talent calibration sessions with senior leadershipo Partnered with others to establish a tech screening process for entry-level hires

This year was spent as a principal-level project manager for a complex, large-scale project to reestablish one of our largest roles - entry-level sales. I worked with all levels of leaders aligning talent strategies and business units through the process, role build-out, and change implementation. o Consulted with leaders on talent prioritieso Drove the day-to-day and strategic aspects of the project work and decision-making.o Organized and facilitated senior leadership discussions, bringing forward barriers and solutions. o Project completed on time with a complete roll-out across all of North America.

Senior HR Leader with direct accountability partnering with executive leaders, in a geographically-dispersed, matrixed, environment. Group size approx. 800 people across 19 officeso Partnered with the regional executives to maximize the effectiveness of their leadership teamso Consulted executives on leadership processes such as hiring, onboarding (7), performance management, and succession planningo Advised executives through leadership changes and office closureso Coached various levels of leadershipo Drove regular workforce planning and talent planning processes to align resources against the most critical business objectives.o Established regional talent analytics practices and reporting with the people analytics team

HR Leader aligned with several businesses consulting with executives to supervisors to drive core HR practices and adoption and lead talent-related projects for the business unit as well as corporate HR functions.o Created and lead a regional high-potential leadership development program o Co-Managed large-scale job design, competency design, and career pathing initiatives o Supported the successful integration of a small acquisition (29 employees)o Managed team to complete a global inventory of all HR/Payroll/Benefits practices in 21 countrieso Leadership training facilitator for management and coaching courseso Guided leaders in workforce reductions

Rotated to all HR functions acting as a team member on these teams as well as managing department and broader organization projects