Drive implementation of human capital initiatives and programs to enhance organizational performance, effectiveness, workforce engagement/experience, and culture. Leading a customer-service oriented, flexible, and responsive human resources team of 14 employees that ensures HR policies, procedures and practices are best-in-class and are a true model of a fully leveraged support for the AARP enterprise success.

Drive transformation of HR delivery model (post-acquisition integration of Delphi Technologies) through delivery of global Employee Listening strategy focused on moments that matter throughout employee lifecycle, creating experiences that differentiate the organization, and redefining BorgWarner’s employee value proposition, culture, and employer brand.

Partner with a broad range of client leadership teams to translate organizational strategy and critical business priorities into effective, customer-focused change management, organizational development, and learning solutions, that drive people initiatives, deliver sustained business results, and accelerate employee performance.

Developed and executed learning strategies for 1500+ global HR employees to increase the strategic impact of HR Business Partners and leadership.• Managed $1.5M multi-year project budget to deliver learning resources and change communications for global HR transformation and service delivery model launch, reducing the global HR footprint by 15%. Key deliverables included:o Executed comprehensive, change management strategy, communications and learning plan for global rollout of HR transformation project, utilizing project management skills, proven stakeholder alignment methodologies, and related design thinking tools.o Developed global learning strategy, curriculum and resources to enable HR team members to strengthen business partnership, data analytics, design thinking and agile team skills to support the HR transition.o Led instructional design team, graphic designers and vendor partners to develop and deliver end-to-end process learning for the launch of three global HR Shared Service centers (Mexico, India, and Hungary), including onboarding, policies and programs, systems, telephony, reporting and customer service.o Devised innovative communication forums and discussion tools to assist executive leaders in preparing and engaging HR team members and operations partners to manage the change.• Designed and implemented HR University including prioritized curriculum, online portal and associated social learning platforms to increase employee development, networking, and leading by teaching.

Senior human resources professional with over 15 years of strategic and hands-on experience, driving HR partnership, people initiatives and talent programs to build high-performance organizations across multiple Ford locations, including Finance; Purchasing; Marketing & Sales regional operations; parts distribution, and manufacturing assembly plants. • Delivered high quality HR leadership, coaching and mentoring with business leaders, HR colleagues and direct reports, leveraging broad experience in employee relations, succession planning, compensation management, organizational design and development, recruitment, and training design and delivery.• Led organizational design for various global operations partners including structure requirements, skill mapping, cross-functional and cultural training, team building, and global employee communications.• Implemented innovative and practical talent management strategy and process with articulated career paths and development plans for key leadership positions to cultivate appropriate bench strength, mitigate skill gaps and ensure candidate diversity.• Leveraged change management and organization effectiveness tools to coach and facilitate high performing teams, stabilize employee engagement and increase productivity, retain key talent, and shape organizational culture.

• Provided employee relations and generalist HR support for 3 shift automotive parts facility.• Led temporary layoff process for 190 hourly employees during the GM strike.• Developed and implemented supervisory training for frontline leaders.

Various roles as a part of rotational HR management training program. • Implemented 95/5 Positive Employee Philosophy focused on fostering an employee-centered culture of respect and partnership to maintain a union-free workforce and champion diversity initiatives.• Designed and implemented new manager transition program to onboard executive leaders.• Redesigned hourly employee Peer Review System for team-based performance feedback.