Group Talent Leader supporting the BioProduction Group.

Talent Partner supporting six divisions across three groups, focused on driving core talent processes. • Consult and execute on the core processes of succession, pipeline health metrics, calibration, and the 4Q Forecast.• Manage the nominations for GLDP and OPD programs across the groups, including prioritization.• Advise and coach HR Partners on core processes, talent challenges, and corporate programs.• Interface with Talent Deployment and Talent Optimization teams to drive continuous improvement, leverage data and tools, and influence process, projects, and focus.

Member of the newly formed Talent Deployment team focused on Strategic Growth initiatives, leading projects with an emphasis on the GM population. • Managed the second cohort of the Aspiring GM Program, incorporating feedback from the inaugural cohort and expanding the program to include two additional divisions. • Proposed and drove the creation of a solution for GM talent sourcing, including the creation of a GM HRR Talent Tool which enables Group Talent Leaders to give input on their talent that should be considered for succession plans and for them to find talent they should consider for their succession plans.

Talent Partner supporting four divisions and one group, focused on driving core talent processes. • Consulted and executed on the core talent processes of succession planning, pipeline health metrics, calibration, and the 4Q Forecast. • Managed the nominations for GLDP, GMDP, and OPD programs across the group, which included working with executives and putting together a process to prioritize nominations.• Owned the updates for monthly talent review decks, and co-led meetings with Division President and VP HR.• Leveraged established toolkits to create a GM Feeder Roles excel tool, an easy to use document to quickly find what common roles feed into each GM role, and what common pathways each GM role can feed into. • Developed a process and cadence to identify critical talent, key next roles, and timing. Partnered with HR Directors to ensure the consistent development of talent towards their next best role. • Facilitated sessions with a Division Leadership Team, taking them through Lencioni’s Org Health model.

Owner and executor of the Organizational Development function for all 27k employees and across 1500+ stores, nine distribution centers, and three corporate offices. • Drove the evolution of performance management, including meaningful goal setting, effective and motivating performance conversations, and purposeful talent review/succession planning. • Championed the transformation of performance reviews, creating a review form and process rooted in growth mindset and neuroscience principles, which facilitates employee reflection, empowering conversations and leader commitment. Increased the ROI on the performance review process by leveraging technology to decrease the administrative burden on people managers while simultaneously increasing the perceived value to employees, resulting in a 100% completion rate for the first time in known company history. • Initiated quarterly feedback check-ins, which led to a decrease in regrettable turnover and an increase in internal promotion rate in the stores. • Governed the Director Promotion Process for any employee being considered for a promotion from the manager level, including 360-assessment, development plans, assessments, and a cross-functional evaluation of leadership capabilities to inform a final recommendation for promotion and compensation. • Provided analysis and coaching to leaders about their development, rooted in 360-degree assessments.

Helped to establish a newly created team with a sole Organizational Development focus through executing on current core processes while owning the reinvention of talent mechanisms.• Expanded the area of Team Effectiveness from executing on requests to establishing meter-moving interventions, including content/agenda creation and facilitation of vision and strategy sessions, Five Behaviors of a Cohesive Team mediation, impactful DiSC/MBTI team building interventions, and change management guidance.• Executed on current Talent Planning deliverables while simultaneously driving the creation of a new talent planning strategy, process, timeline, framework, and deliverables.• Orchestrated an examination of the current Performance Management method and engineered a complete overhaul of the process to strike a balance between industry trends, company values, and employee cravings. • Coached leaders and managers alike using a variety of feedback instruments, 360-degree assessments, and personality profiles.

Collaborated with HR Business Partners to be the SME in all aspects of Learning and OD for the Game Development teams. • Managed company training calendar, including curriculum planning, vendor management, content creation, budget, facilitation, and evaluation.• Led the Annual Performance Management cycle, including communication plan, training modules on rating competencies, writing productive comments, and conducting meaningful feedback conversations.• Cultivated the company value of Learn & Grow through the end-to-end development of Leadership Development programs, as well as the supervision of external programs.• Guided the Employee Opinion Survey by ensuring a clean survey launch, effective and actionable questions, and a clear plan of post-survey commitments with accountability for business leaders.• Collaborated on an internal career website to create a one-stop shop for all things career development, along with the development of competencies and career paths for various business functions throughout the organization.

Change Management consultant supporting retail, software, healthcare, and energy companies through cross-functional, complex programs of various scales.• Managed organizations through the Change Management journey to minimize impacts on individuals and the business as they move through organization, culture, task, skill, and/or process changes. • Developed in depth impact assessments and training needs analyses, including creating action plans, gathering detailed training requirements, and managing project plans.• Created and managed deployment schedule, including deployment strategy, t-minus communications schedule, and training initiatives.• Supervised onshore/local and offshore/remote teams towards timely and correct completion of deliverables.• Created content and materials for both technical and functional education over various mediums, including online and instructor-led training and facilitated both in person and virtual training modules.• Drove communications plan and developed both end user and stakeholder deployment communications. • Coached clients and peers on Change Management, Training and Development, and Workforce Transition.

Consulted with clients to identify solutions and execute on Leadership Development, Organizational Development, and/or Change Management initiatives. Worked across industries with small, mid-size, and large domestic and global companies. • Developed and customized Management and Leadership Training programs, including manuals, presentations, and other classwork materials to support half, full, and multiple day training programs.• Delivered feedback on 360-degree Feedback and Personality Style Assessments, including TalentSmart 360 Refined, DISC, The Five Dysfunctions of a Team assessment, and Situational Leadership II. • Pro-actively identified trends in business and analyzed data to guide clients in maximizing their training budgets.• Administered various assessments and the upkeep of Data Management.• Created position profiles, interview guides, and the Process Flow for Hiring.

Enabled talent programs through program management, training and assessment administration, and content upkeep. • Managed 360-degree Feedback assessments for over 250 managers.• Developed and created multi-media training presentations for half day and full day training workshops.• Responsible for keeping all training courses and materials current. • Administered various assessments and the upkeep of data management.

• Utilized organizational skills in order to keep office organized and files correct.• Multitasked and set priorities between multiple phone lines, in-office clients, and office work.• Used customer service skills in order to sooth issue and solve problems.• Managed work-study files including government forms, citizenship documentation, time sheets, and work contracts.