Dedicated and experienced Professor of Psychology. Passionate about fostering student development and enhancing the learning experience through innovative teaching methods and rigorous research. Committed to advancing the field of psychology through scholarly research, publication, and collaboration with fellow academics.-Develop and deliver comprehensive course material for undergraduate psychology programs.-Mentor students, provide academic and career guidance.-Provide support to students, fostering a positive and inclusive learning environment.

Partner with organizations to identify the best strategy for selecting, engaging, and developing talent. We do this by leveraging research, available data, and expertise to recommend appropriate frameworks and operational tools for design, execution and evaluation of the solution. Focus areas include performance management, talent and succession planning, coaching, career development and mobility programs. Keeping a keen eye on change and stakeholder management as well as executive feedback and buy-in to bring about success.

Enterprise-wide leader for Talent Management including Performance Management, Talent and Succession Planning, Career Development including Career Pathing and Competency Development, Success Profiles and Mentoring Program. Led large-scale efforts to re-invent Performance Management and Talent Planning for the organization, including running several pilots across various business units. Worked across the organization to identify the best end-user experience, with design-thinking, considering the business process and technology enablement. Partnered with key stakeholders, implementing agile methodology as needed to implement Workday for various Talent processes.Served as a Talent Management consultant for various initiatives including assimilating new company acquistions, transforming sales forces including providing consulting and training for their new role and other talent focused duties as requried.

Working with organizations in various industries (e.g., Financial Services, Retail, Hospitality, Oil & Gas, etc.) to provide strategic and tactical solutions focused on workforce development and productivity while also identifying technology implications. Partner with technology on system builds, using agile methodology, to create customized technology from the ground up. Increase overall organizational effectiveness and contribute to the company's bottom line by making an impact on its future strategy and direction. Partner closely with organization leadership and executives to identify and prioritize Talent and Workforce issues, devise an approach based on design-thinking, align with company strategy, and create a roadmap to success with specific milestones, deliverables, and resources needed. Manage both US and international teams and resources to completion and leave the organization with the necessary leading-edge tools, methodologies, and capabilities for success. Contribute to the overall consulting practice as a key leader in our performance management practice. Provide thought leadership to the Deloitte Women’s Initiative (WIN) concentrated on emerging trends in women’s development and leveraging personal research, knowledge, and contacts.

Responsible for the development of a new Talent Management & Leadership Development infrastructure for the largest linen care and textile rental company in the U.S. Healthcare industry with over 5000 employees working in a highly unionized environment. Partner with senior leadership to complete assessment of organization and develop current organizational talent, identify gaps and immediate needs to further align planning with organizational strategy. Oversee the design, implementation, and evaluation of all Talent Management/Leadership Development programs for Angelica employees which includes the following:-Introduction of Talent Reviews and Succession Planning-Assist in change management and overall communication strategy for organizational transformation-Creation of a year round performance management program while implementing new talent management software. -Implementation of a 360 feedback and coaching program including the creation of an competency specific 360 instrument and development of a coaching program feedback and development planning. -Design of organizational competency models to fit evolving organizational transformation. -Execution of organization-wide Manager Development Program and delivery of content.-Introduction of competency-based structured interview guides for both Operations and Service departments.-Creation and deployment of program geared toward making all employees Students of the Business and helping them understand and create a more team based focus.

Worked in the Enterprise Learning department where I focused on initiatives for both corporate and field leadership. Managed high-profile projects with participation from C-suite, including the CEO, CFO, various SVPs and other senior leadership. Also spent time working with various Affinity Groups, through our newly launched diversity initiative (strong focus on Women's Link), to develop a clear vision and infrastructure, including leadership. Also involved in large change management projects involving transformation of store structure and retraining of employees.Projects included:-Executive and Manager level Onboarding/Orientation-Training and Group facilitation -Leadership Development for focused populations (Executives Store/Field and Women)-Project Management-Vendor Management-Content Creation of Learning Tools for Leaders-Survey Administration

Project lead for qualitative research project. Reviewed interviews with company CEOs and identified common themes.Developed a project plan for future research.Created a survey for follow-up research on derailers.Received training on Situational Leadership and DISC.

Did a variety of tasks including project manager of our largest client. Able to continuously sell services over a span of time. Tasks included writing proposals, managing consultants, budgets, timelines, meeting facilitation and strategic planning for the client. Other engagements included coaching of high level leaders within the County of San Diego and local educational organizations.-Organizational Assessment-Executive Assessment-Coaching-Strategic Planning-Company Transformation-Board Development

Taught Organizational Behavior to students in the Merchandise Marketing Program.Focused on bringing practical/relevant organizational issues into the classroom for problem-solving and discussion.Used innovative teaching techniques to continue to engage and motivate students throughout the quarter.

-Participated in ongoing EEOC investigations interviewing charging parties and respondents.-Analyzed cases for EEOC violations, if no cause then initiated closure proceedings.-Completed professional training in Mediation and Conflict Resolution.

Responsible for developing training and gathering resources for 40 locations within the Houston and surrounding areas.Administered needs assessments and designed instructional materials according to needs of the clients.Accountable for budgeting and reporting to the board on a regular basis.Implemented team building activites into monthly staff meetings to foster a more motivating and engaging environment for organizational staff.Initiated a internship program for local undergraduates to learn more about the business.

Responsible for directly managing a team of 7 in day to day work and all performance management activities.Functionally responsiblility over a team of 30 as a subject matter expert in parent involvement and community partnerships.Initiated a large scale selection process to double the team's size over the span of a 4 month period.Created and implemented the volunteer management program, including budgeting, incentives, and people management.