System level executive role responsible for curating and building diverse talent pipelines to enable organizational strategy now and for the future utilizing an integrated talent strategy, a robust listening strategy, impactful talent conversations, and aligned development experiences. Provided strategic direction and oversight to the Talent Attraction, Learning & Development, Talent Management, and Executive Coaching teams comprised of 21 individuals.

Responsible for leading the system-wide talent management strategy and managing goal alignment, performance management, development planning, and executive workforce planning and succession planning in order to ensure individual accountability to the SQP and an adequate supply of skilled and effective internal leaders. Directed the design, planning, and implementation of corporate organizational development programs, policies, and procedures; Managed change management initiatives and suggested enhancements to existing programs. Aligned talent management practices with strategic organizational initiatives and built performance management systems to support the talent assessment and staff development planning process. Responsible for creating and leading early careerist/high potential programs to ensure a strong pipeline of talent for the organization. Streamlined the succession planning process through technology and process redesign and deployed specific initiatives to focus talent identification efforts on emerging leaders and potential physician leadership through all levels of the organization. Built the talent analytics capability of the organization to provide business partners with analysis and forecasts that combine business, clinical, and talent data to help make better informed decisions. Led the redesign of the Capability and Competency model, to include behavior expectations for each level of the organization.

Implemented a full online talent management solution to conduct performance planning and reviews, succession management, and track development of high potential employees. Created leadership development architecture and curriculum targeted at emerging leaders. Earned the 2010 HYPE Award (Helping Young Professionals Engage) from the Greater Richmond Chamber of Commerce. Developed a tiered approach to leadership development incorporating classroom training, networking opportunities, coaching, and mentoring elements. Coached leaders in 1:1 and team based settings to improve their personal leadership effectiveness.

Business development, financial management, client relations, design and delivery of all work products and efforts.

Operations management, budget forecasting, customer service relations, revenue management, staff development