Responsible for designing and executing on key global talent and learning processes, programs and strategic initiatives for a global Reinsurance business.• Designed/manage the company’s first Global Leadership Development program for high potential mid-level leaders. • Launched and managed Executive Committee Mentoring and Reverse mentoring programs. • Designed and executed on approach for the identification of the firm’s top 150 diverse talent. • Enhanced Performance Management practices through customized training, process guidance, senior leader messaging and alignment with career development. • Created management curriculum and expanded offerings globally. Led initiative to build manager capability. • Lead communications, process management and reporting for performance and key talent processes globally. • Revamped Managing Director promotion process.

Led activities and managed resources related to the company’s global succession practices including all processes and systems. Core project team member in the development and implementation of a long-term strategy for improvements to the company-wide succession management process. Increased successor readiness by consulting with leaders to identify needs and source accelerated development solutions. Led the creation of value add metrics providing leaders with key insights on talent.

Participated in numerous project teams in support of multi-year company-wide talent strategy initiatives including the successful roll-out of a multi-rater tool, onboarding processes, leadership competencies, phased retirement initiative, and strategic workforce planning tools. Co-led cross-functional team on the company’s performance management enhancement initiative leading efforts to change existing performance management process. Co-led project team that developed the company’s first integrated in-house talent management system enabling performance management and talent review processes worldwide. Learning & Development relationship manager for the Prudential Real Estate and Relocation (PRERS) business. Faculty member of the company's manager development program.

Managed the in-house research and analysis function. Prepared ad hoc proposals, communications, and executive-level presentations for the Chief Learning Officer and executive team. Responsible for the overall design and development of the annual succession process for the company’s top positions.

Created reporting and evaluative materials on the company’s executive population. Managed nominations and events associated with specialized leadership development and executive recognition programs. Supported seasonal recruiting efforts for accelerated management development programs. Managed sourcing activities and coordination of placements.

Partnered with stakeholders to improve productivity and climate by supporting and managing projects relating to various organizational initiatives.