Verizon is a $134B Fortune 31 company with more than 100,000 employees across the world. I am based out of the DFW “hub” office and partner with others across the globe.▪ Performed a content validation study for a revised pre-hire assessment program for building maintenance technician roles. Results allowed the Global Real Estate business unit to select the most qualified applicants who possess critical job-related knowledge and skills.▪ Managed a job analysis for the Retail Assistant Manager role and helped create a developmental assessment intended to identify retail leaders’ strengths and developmental areas so a stronger retail leadership pipeline can be established.▪ Analyzed leadership competency ratings via a 360-degree multisource feedback tool for the top 250 leaders in the organization. The success of this first administration drove commitment to forthcoming full C-suite participation in 2025.▪ Assessed the validity and utility of an artificial intelligence (AI) solution intended to enhance employee career profiles to provide the business with expanded visibility to employee knowledge, skills, and abilities regardless of leadership hierarchy or job family alignment.

▪ Responsible for managing the creation and ongoing maintenance of over 2,500 job profiles which serve as the foundation for the company’s first career pathing tool.▪ Responsible for ensuring all job postings are legally compliant and written in such a way to help the organization attract the most qualified talent in a legally defensible manner.▪ Provided subject matter expertise to internal clients regarding job analyses and measurement of training and development program effectiveness.▪ Created a new process to more effectively craft and post requisitions for over 100 of Verizon’s most critical roles across EMEA and APAC.▪ Twice served as a leader for Verizon’s selective Pre-Leader Academy to train high-potential employees on leading others effectively.

I teach the Program Evaluation course for SMU’s I/O psychology graduate program, and have also taught the Introduction to I/O Psychology course for undergraduate students.

I taught Organizational Systems and Theory, Performance Appraisal, and Personnel Psychology (all at the graduate level).

Our team was responsible for all aspects of frontline (hourly) employee recruitment, selection/assessment, and hiring for approximately 15,000 Frito-Lay employees annually across North America. We also partnered with our Legal team regarding background screening and EEOC and OFCCP audits.(My tenure was restricted due to an unexpected reduction in force)

Flowserve is a global leader in the flow control industrial manufacturing industry with operations spanning over 50 countries staffed by 15k+ employees.▪ Executed and evaluated key strategic talent programs including the global employee engagement survey, the performance management program, and outplacement services. Significant partnership with European works councils was also involved.

▪ Designed and executed the new global employee engagement survey. Responsible for vendor review and selection, survey design, vendor management, reporting portal design, and action planning follow-through.

I taught the Employee Attitudes and Behavior course for M.S. and PhD students.

Best Buy is a $43B Fortune 100 firm with over 1,100 stores and 120k+ employees across the United States, Canada, and Mexico.▪ Created a new performance management system which accounted for both team-based financial outcomes and individual contribution to those outcomes. Also created an in-house solution which calculated employee performance against sales goals eliminated the need for leaders to spend thousands of collective hours rating performance resulting in $2M in annual savings.▪ Led the configuration of two SuccessFactors performance management system configurations impacting approximately 20,000 field employees.

▪ In partnership with a top-tier HR consultancy, designed, validated, and implemented pre-employment assessments for all U.S. retail, services, and distribution jobs directly impacting between 1.5M and 2.5M applicants annually. Responsible for all technical aspects of RFP’s, vendor review and management, project management of validation studies, and approving all technical decisions, documentation, and recommendations.▪ Served as the court-approved in-house I/O psychologist required to perform, review, and approve all assessment-related work (e.g., adverse impact analyses, introduction of new assessment procedures) and compensation disparity analyses as it pertained to a four-year $10.3M consent decree.▪ Performed many of workforce insights studies (e.g., employee value proposition surveys, effectiveness of new store concept pilots) to help leadership make data-based decisions on key talent management issues.▪ Created analytical models designed to predict store-level voluntary turnover, union vulnerability, and employment relations risk.▪ Created an in-house employee engagement survey administered to roughly 120,000 employees annually to replace a vendor-driven solution. The University of Minnesota confirmed the validity of this new tool and its ability to predict company financials with roughly double the strength Gallup’s Q12 survey Best Buy leveraged for over a dozen years – and at ¼ the cost.

St. Olaf is one of Minnesota’s top universities, and I taught the Introduction to I/O Psychology course. My course continually received among the highest evaluation ratings across the entire university. Many of my students went on to earn their master’s degrees and doctorates from top-tier universities.

During my tenure, Safeway was a publicly held $40B Fortune 50 grocery retailer with 1,700+ locations across North America and Canada (the company was purchased by Albertson’s in 2015).▪ Managed test and assessment center validation studies for exempt and non-exempt retail roles. Also executed assessment center operations for corporate marketing and retail management.▪ Performed job analyses for a variety of retail and corporate roles whose results served as the foundation for many large-scale employee assessment and training and development programs.

ODC is a small, privately held business psychology consulting firm located in the Midwest that specializes in organizational development, training, and individual assessment. My primary responsibility pertained to conducting individual assessments for public and private sector clients under the guidance of two licensed psychologists.

I taught Introduction to I/O psychology at UWM's School of Business Administration.