- Lead a team of HR professionals to effectively managing all aspects of HR strategy, Executive Team development, talent review and succession planning, total rewards, diversity and inclusion, leadership development, organizational effectiveness, communications, people analytics and workforce planning.- Lead the Change Management Center of Excellence for UL Solutions. Manage a team to develop consistent methods, tools and templates and educate leaders on effectively leading changes as well as change management best practices. - Manage the HR Data and Analytics team to establish common definitions and approaches for HR data, reporting and analytics to provide decision support to all levels of the organization.

-Worked with C-level executives to assess the impacts of going public on people, process and technology- Developed the change strategy and tactics to ensure business continuity and prepare the workforce to effectively manage changes- Developed and delivered training and communications to various stakeholder groups regarding new legal and financial reporting requirements, policies, governance structures and ways of working as a public company.

- Program Lead for enterprise organization design and implementation in support of new corporate strategy. - Responsible for a team leading 10 Business Units and Functions through the enterprise organization design and implementation including new operating models and ways of working. - Provided governance and subject matter expertise for cost modeling and change management to sustain and drive adoption.

- Partnered with HR and Business leaders to create organizational designs, workforce strategies and data and analytics tools and insights to achieve synergy targets and drive organizational effectiveness. - Coordinated across HR and the business to evaluate and integrate talent in the newly merged company to ensure business continuity while identifying opportunities for process optimization and automation. - Led organizational design and integration efforts by facilitating program management and capturing risks, issues and status provided to the T-Mobile senior leadership team. - Designed scalable People Strategy approach for C-Suite executives and a consistent suite of reporting tools to support strategic evaluation of opportunities and track progress against specific people strategy goals.- Led selection and notification process with HR and Legal to achieve synergy goals.

Provided coaching, guidance, counsel, oversight, and support of all day-to-day and strategic human resource needs and initiatives to the Chief Operating Officer (COO) and Chief Network Officer (CTO) and their organizations (direct reports to CEO) ~12,000 employees.• Led a team of HRBPs acting as a single point of the contact for the employees and managers in the business units and proactively supporting the delivery of HR processes to clients.• Directed activities of HR Center of Excellence (COE) partners in Talent Acquisition, Training, Talent Management and Employee Relations to execute HR programs and services consistently based on a deep understanding of business strategy, the environment, and the people management implications for employees.• Developed a Care Merger Readiness Leadership Program in collaboration with the Talent Management Team. Modules include an executive program, director leadership training series and manager toolkits. • Served as COO and HR work stream lead for Sprint’s Enterprise Organization Effectiveness Transformation resulting in ~$145M labor cost reduction. Responsible for organization design, talent management and retention strategies and change management and execution plans. • Facilitated COO lead team sessions to develop vision, strategy, operating principles and people strategies. • Responsible for designing and implementing a centralized Channel Strategy and Omni Channel Operations function to support a new localization strategy. Collaborated with sales and operations executives to identify efficiency and effectiveness opportunities, create new roles and structures and execute transition plans.

Charged with transforming the HR function to a more strategic and consultative practice. Within a matrix organization, led HR Centers of Excellence to support the executive teams in Customer Care, Sales Operations and Customer Experience.• Designed and implemented a Shared Services organization combining sales and service operations to achieve $7M efficiency goals. Managed strategy and process design sessions, roles and responsibilities documentation, employee transition plans, business case development, SLAs, governance structure and change management. • Collaborated with executive stakeholders to redesign the Customer Experience organization and key processes. Designed and implemented decision making and governance processes and structures for Sales Operations including meeting cadence, templates, program management roles and responsibilities and operational metrics.• Developed innovative Care Transformation Human Capital strategy including stakeholder engagement plans, communication, training and incentive plans to support changes impacting 20,000+ call center employees

Worked with senior executives to design a new service delivery model and customer-centric culture. Develop tailored value propositions and an ecosystem to incent and reinforce cross-channel customer focused field sales behaviors. • Responsibilities included organization and process design, learning and development plans, communication and incentive and reward changes to facilitate and sustain adoption of a new Client Value Methodology.• Managed a global deployment and change management team including initiative and country deployment leads and outside sales partner representatives to assess customer service issues and business drivers. Tailored solutions and value propositions to achieve goals. Worked with global change team to create communication and learning and development plans that were customized to serve unique country, industry and line of business needs.

Served on an internal transformation consulting team engaged to solve specific business opportunities. Responsibilities included diagnosing performance issues, helping leaders develop solutions to address issues and opportunities and providing best in class business transformation and change management methodologies, tools and deliverables.• Change Management Team Lead for the enterprise-wide deployment of a new strategic sourcing tool. Collaborated with leaders and support organizations across the enterprise to develop the human capital adoption strategy including communication and training plans, incentive and reward changes and specific launch readiness activities to ensure adoption and measure continued system use.• Worked with the Strategic Sourcing Leadership Team to quantify performance measures, assess gaps and develop standardized processes and templates to improve service and reduce sourcing inefficiencies.

Human Capital Strategy, Organization Design and Development, Culture Change and Change Management Lead for large-scale M&A, process redesign and ERP system implementations for multiple industries. Partnered with consultant and client teams to develop and execute programs to improve human performance against specific goals.• Responsible for project management, benefits tracking, project deliverables, client engagement and satisfaction.• Facilitated organization design visioning sessions, to-be culture meetings and implementation planning with the CIO and IT leadership team at a global insurance company after multiple acquisitions.• Served as the Human Capital Strategy team lead for the analysis, design and development stages of process improvement and SAP implementation at a financial services company.• Assisted a Telecom in the definition of strategic business requirements for Customer Relationship Management (CRM) development initiatives. Lead project team to document current business processes and identify analyze and define business requirements and associated high-level data, system, staffing and training requirements.

Partnered with clients to understand and enable their workforces to successfully implement strategic initiatives. Led teams through the project lifecycle of defining strategic objectives through implementation and measurement of benefits and adoption.• Supported process redesign and associated training, communication and incentive structure changes to drive new ways of doing business in retail, high tech and financial services industries• Developed Labor Relations Strategy for public utility with multiple exempt and non-exempt functions represented.• Researched leading industry practices and assisted in the development of the Change Management content for the business diagnosis, operating strategy and pieces of the business case methodology for Accenture’s Business Integration Methodology.