•Collaborate with other learning professionals in the business to document a formal process forintake of learning requests, design and development of learning solutions.•Determine best practices and processes to measure the effectiveness of learning and other talentneeds as defined by CTO and L&D Directors.•Co-design and facilitate power skills curricula (Insights, Accountability, Situational Leadership andCrucial Conversations) with Sr Leadership Development Consultant and Manager of School ofWealth Management.•Lead a team of associates to develop and upgrade existing early career advisor andteams-related content into a comprehensive program that proactively position teams in the fieldfor healthy, productive teamwork, and long-term success.•Identify opportunities for improvement to optimize current learning programs and continuouslysolicit feedback from key stakeholders including Talent, EMDs, Branch Leaders, Team Leaders,and FATP Graduates, when appropriate to keep curricula current and relevant to changingbusiness needs.•Create and manage project plans and budgets and keep senior management apprised of projectstatus, issues, risks and critical decisions at all times•Work with Learning Solutions and Wealth Management teams to track and communicate projectstatus, issues, risks and decisions to colleagues and senior leaders as needed•Manage vendor contracts, including timelines, communication, and routing through legal andstakeholders for approval of contracts specific to School of Team and Early Career AdvisorDevelopment.•Collaborate with managers of the Learning Solutions and Operations, the School of WealthManagement, and the School of Leadership Development to identify shared learningopportunities and outcomes.

•Provided coaching and consultation to Financial Advisors on a variety of team related topics including: team formation, team dissolution, succession planning, adding talent, compensation, and team foundation building. •Facilitated the due diligence process with Financial Advisors exploring teaming/partnership both with new advisor trainees and experienced advisors. •Led the succession planning process with teams, including advising on talent needs and facilitating team conversations to transition knowledge from the retiring advisor to the successor(s) to ensure business retention. •Co-led the Financial Advisor Training Program team workshops including facilitating weekly webinars, developing team content, and leading follow up meetings with teams after the program ends. •Coached Financial Advisor teams on compensation including compensating new team members, structuring retirement agreements, and determining a fair and equitable team compensation philosophy.•Developed an internal platform, PartnerMatch where Financial Advisors seeking a team can connect and explore opportunities. •FINRA SIE and Series 7 licensed.

•Partnered closely with PWM Senior Leadership and Market Directors to align the business and HR strategies. •Provided counsel to leaders and associates on associate relations including: performance management, workforce planning, talent development, staffing, change management, STD/LTD/FMLA, engagement & inclusion, and interpretation of HR policy. •Advised leadership before and during significant organizational changes including department restructures and acquisitions. Significant involvement in the acquisition of Hilliard Lyons which included almost 1,000 PWM associates in both the home office and branch network. •Managed the talent strategy through use of talent reviews to identify top talent and succession planning to identify current/future opportunities. Partnered with professional development to create development plans to prepare leaders for promotional opportunities. •Partnered closely with the compensation team in a variety of areas including annual reviews of job descriptions and pay ranges, the year-end merit/bonus process, and evaluating roles as needed to ensure a competitive pay range is in place. •Conducted regular meetings with leaders to discuss strategy, opportunities, and associate development/relations. •Completed workplace investigations related to harassment, discrimination, unfair leadership practices, etc. •Analyzed branch headcount reports and provided recommendations and counsel to Market Directors and branch leadership on current and future staffing needs.

•Managed the full-cycle recruiting process for a variety of positions in Private Wealth Management.•Partnered closely with hiring managers to create recruiting strategies including recommendations on where to post positions, utilizing social media, referrals, and proactive sourcing. •Built strong relationships with Branch Managers, Office Supervisors/Managers and Financial Advisors to create ideal candidate profiles and screen candidates accordingly.•Coached hiring leaders and Financial Advisors throughout the recruiting process including identifying top candidates, recommendations on assessments to improve hiring accuracy, and extending job offers. •Partnered with the PWM HR Advisor team to understand business needs, trends, PWM strategies and initiatives and ensured Talent Acquisition’s strategy aligned. •Made recommendations to leaders and internal HR partners relating to candidate’s compensation. Analyzed compensation trends and partnered with the compensation team to review and recommended changes where appropriate.

•Managed the full cycle recruiting process to efficiently fill a variety of health care positions. •Partnered with hiring leaders to fill open positions including creating specialized recruitment strategies based on their needs. •Performed an analysis of the candidate’s compensation and provided recommendations to hiring leaders regarding starting salaries based on experience as well as equity within the organization. Analyzed compensation trends through gathering data in partnership with the compensation team. •Networked and developed working relationships with universities, associations, and community resources to create more proactive recruitment practices and a diverse pipeline of candidates. •Utilized social media including LinkedIn, Facebook, and specialized job boards to source top talent.

•Supported the full cycle recruiting process including scheduling interviews, completing pre-employment verifications, and drafting offer letters. •Performed pre-employment verifications including education, licensure, and driver’s license verifications. Utilized Skill Survey for references and completed verbal verifications as needed. •Generated accurate and timely confirmation/regret letters and offer letters.