As an executive coach, my style is to create positive and supportive partnerships that enable my clients to tap into their strengths, build key relationships and pivot seamlessly to new or expanded roles. My experience includes growing and retaining talent through leadership programs, high potential development initiatives and succession planning. Leveraging my deep insights into what it takes to be a successful leader in organizations, as well as how to develop those capabilities and skills, I provide solutions to challenges clients face as they make transitions. This may include:• Developing new leadership skills• Building high performance teams• Growing key professional relationships• Reframing limiting beliefs • Communicating with impact• Navigating organizational culture • Leading change• Influencing othersTransitions are both exciting and challenging. Many individuals experience self-doubt, feel overwhelmed or become frustrated when they don’t get the results they expected. Through dialogue and coaching, I help people uncover the root cause of issues, increase self-awareness and offer new perspectives. I am passionate about partnering with clients to develop structured solutions, take actions and achieve both short-term and long-term results.

Provide strategic HR consulting to leaders in several lines of business.

Talent assessment strategy and related practices, processes and resources. Expand career pipeline to enhance talent readiness and mobility.

* Determined enterprise strategy, programs and practices for talent management supporting the identification, development, assessment and retention of employees. * Partnered with HR Business Partners and Learning Directors to develop customized talent management solutions to meet business goals including career paths, functional competencies, talent reviews and mobility forums.*Managed corporate talent review process, facilitated CEO talent review and succession planning meetings.*Established career development function to foster growth and retention of current talent. Developed 3-year strategy, career management model and execution plans.

* Developed talent management strategy and established function for the organization. Introduced talent development reviews and succession planning processes to identify high potential talent and align to business critical positions.* Implemented integrated talent management system linking talent reviews, succession planning, performance management and learning management system (LMS).* Created leadership architecture enhancing leadership effectiveness and integrating disparate leadership practices in the company. Components included a Leadership Competency model, development resources, leadership orientation program, 360 feedback tool and year over year measurement and development planning.* Overhauled performance management (PM) process which resulted in enhanced PM consistency, rigor and compliance.* Led cross functional team to design and implement an enterprise 360 process to help drive collaboration and culture change. Evaluated vendors, selected software and significantly customized the platform. Developed the communication and change management plan ensuring smooth adoption.

* Developed and implemented HR business partner model, wrote job descriptions and provided selection approach and assessment tools for identifying internal candidates for new HR roles.* Consulted on the transformation and restructure of Human Resources; handled off-boarding and severance for displaced employees.* Recruited for senior management level HR positions, utlizing retained search firms as needed; provided organizational development and executive management support.

* Created and implemented career management function including a career services model, resource center, mentoring program and corporate-wide career resources that enhanced development, visibility and mobility of employees.* Designed, implemented and managed a high potential rotational program which resulted in over a third of participants moving into new areas and roles.* Additional roles included Compensation Analyst, Sr. Compensation Analyst