Autotelia = self + purpose. Coaching to cultivate alignment, growth, and flow in your professional life.

» Steered a revamped performance review process, introducing a ratings scale and departmental calibrations for the first time. Recommended evaluation questions for both the Self and Manager Appraisal templates. Designed live and asynchronous training content, including company-wide guides used to write reviews and hold productive conversations.» Developed an in-house leadership development program (AlloyLead Foundations) to set clear and culture-aligned expectations for all people leaders, including first-time managers and rising team leads. Defined core leadership pillars and created interactive e-learning lessons and guided practice activities to help participants explore topics.» Facilitated the launch of Alloy’s first 5 employee resource groups (ERGs). Created a process for nominating and selecting co-chairs. Helped ERG leaders craft meaningful mission statements. Partnered with Marketing on custom logos for each ERG. Advised groups on setting strategic goals to increase member engagement and event attendance.» Created a template for Individual Development Plans to follow performance reviews and other employee milestones. Designed how-to guides and talking tracks for individual contributors and managers. Led org-wide and team-specific training sessions focused on having meaningful growth conversations and tracking / recognizing progress on career goals.

» Developed, tracked, and evaluated L&D team OKRs; planned L&D budget and monitored / adjusted spend; managed relationships with external vendors (Lattice, Bravely, executive coaches and leadership trainers, consultants, contractors, etc.)» Designed, managed, and iterated People processes: 360s, end-of-year reviews, leadership reviews; contributed to philosophy on org-wide competency matrix, internal mobility and promotions, and ratings & calibrations.» Evolved and scaled new-hire onboarding; delivered new-manager training (organized cohort, liaised with external trainers, ran internal modules); provided ongoing manager training for People processes and org initiatives.» Launched Career Conversations program to help employees 1) clarify a career vision and 2) find ways to make progress in their day-to-day work; trained managers on job crafting and creating individual development plans.» Collaborated with People Business Partners + senior leaders to help meet team-specific learning needs; provided learning support to DEI team (inclusive leadership training, mentorship program, ERG events).» Created and curated “Culture of Learning” content for intranet, newsletter, internal courses, and behavior change campaigns; oversaw employee L&D reimbursement ($1000 / year) and shared quarterly insights with team leads.

» Led 2021 end-of-year People Processes: established success metrics, managed review cycle in Small Improvements, designed post-review survey, created ‘equitability’ overview, developed & executed comms plan.» Created & updated employee resources for performance cycle: intranet pages, templates for drafting review responses, checklists to track progress, podcast on writing a self-assessment, training on delivering reviews.» Co-led Career Conversations pilot: created project brief for external consultants, contributed to brainstorming sessions and gave feedback on product design, designed and evaluated pilot to collect data for full-org launch.» Conducted cross-functional listening tours to explore challenges related to performance & talent processes.» Developed 2022 People Process calendar, including overall philosophy and monthly themes to drive performance.

» Led goal-setting & performance review for 6000+ global employees, during a period of remote work and ongoing hypergrowth. Responsibilities included: design, planning, project management, and evaluation (analyzing and reporting data). » Contributed to the development of “Future of Performance” philosophy and roadmap to support business needs, promote equity, engage and develop employees, and build effective managers and inclusive leaders.» Drove cross-functional collaboration with Learning & Development, Manager & Leadership Development, Talent Development, Organizational Development, Employee Engagement, Diversity Equity & Inclusion, People Strategy, People Systems, People Analytics, Internal Communications, Total Rewards, and business stakeholders.» Partnered with functional areas to recommend best practices for ongoing performance management. » Helped create & curate learning resources and evaluate vendors for external platforms, content, and coaching.

» Fostered learning culture characterized by psychological safety, continuous feedback, and a growth mindset» Leveraged engagement survey and other data sources to understand barriers to organizational effectiveness» Designed and led semi-annual processes for company-wide goal setting and formal performance evaluations» Developed internal manager effectiveness guidelines; provided leadership coaching and training to managers» Partnered with business area / location leads to provide coaching and strategic support for team challenges » Developed, facilitated, and evaluated team trainings and team building activities, including multi-day offsites » Created leveling framework for career ladders in all business areas, connected to key organizational values» Partnered with hiring managers to refine job postings; trained hiring panels to execute structured interviews» Developed team inclusive behavior guidelines and facilitated ongoing diversity, equity, and inclusion events

» Developed, delivered, and evaluated trainings for the Insight team; collected and analyzed data on skill gaps» Facilitated cross-team knowledge sharing through regular lunch & learns and specialized discussion groups» Hired and trained Coaching & Development Managers, set role competencies, and led domain-wide initiatives» Collaborated across six locations to document and promote ‘best practice’ tools, techniques, and workflows» Helped connect employees with stretch challenges aligned with development goals and business priorities

» Coached 500+ Fellows, helping them to identify unique professional value and improve communication skills» Developed and facilitated large, interactive workshops on career growth, job search, and productivity topics» Created strategies to track and measure improvement in individual / group performance during the program

» Collaborated with history/education scholars from US, Canada, Latin America, and Europe» Updated research group website to promote publications to international audiences» Used Adobe InDesign to edit and format articles, create cover image, and lay out features

» Copyedited and collected supporting data for articles, chapters, and invited lectures» Conducted budget research and created proposals for competitive grant applications » Assisted with editing and indexing volumes by international history of education scholars

» Maintained personnel files, administered benefits, and supervised summer office interns» Conducted budget research, liaised with presenters, and coordinated event volunteers» Approved invoices for payment, processed incoming checks, and purchased supplies

» Taught core subjects and electives, plus designed several unique undergraduate courses» Created strategies to enhance student engagement in online education environments» Managed learning for up to five classes and two hundred students each semester

» Provided support for students, counselors, and faculty/staff across six-campus network» Designed and facilitated workshops promoting the use of educational technologies» Implemented paperless system for departmental data collection and reporting