Coach and develop a diverse cohort of college students by facilitating weekly group Learning Labs (2-hour sessions where students practice and build professional competencies)Give real-world application to leadership concepts by sharing experiences and career knowledgeProvide professional mentorship over the course of 15 weeks, including supporting Fellows to each design a personal career vision and goalsFoster a strong team culture and community through modeling, giving, and receiving feedback

Provide business mentoring to small business clients and entrepreneurs..

Provide substitute teaching at two Hinsdale high schools, Central and South, in a variety of subjects freshman through senior levels.

Provide strategic and thought leadership focused toward organizational development and effectiveness, culture and employee engagement, leadership development, change management, and organizational growth. Manage the Human Resources Department and related talent management, development, and acquisition activities.• Established and rolled out new mission, vision, and values, incorporating into hiring, reviewing, and promotional opportunities throughout the organization.• Rolled out a new 401(k) match across the organization, resulting in an improvement in employee participation (85.6% versus industry average of 61.2%) and improved employee engagement.• Designed, constructued, and delivered a new Careers Site to more effectively market to potential candidates and establish employer branding.• Designed and delivered a series of teambuilding workshops to assist in cross-department collaboration and communication.• Successfully managed the DOES audit, moderating exposure and saving the company significant money in terms of penalties; implemented new processes and procedures to ensure compliance going forward.• Lessened employee turnover by 25% within one year; led an employee engagement initiative which resulted in over a 76% response rate to survey requests. • Established a performance review system and process across the organization.

Managed the employee lifecycle including talent acquisition, learning and development, employee engagement, leadership development, executive coaching and senior leader support, change management, career pathing, and curriculum design and development. • Managed the culture and values initiative, leading senior leaders to identify organizational values and implementing the rollout, introduction, and integration into HR processes, including performance, hiring, and recognition.• Led employee engagement initiatives including the bi annual survey, employee action committee, and planning in response to engagement feedback; implementation includes the activities focused on communication, recognition, and improved performance feedback; conduct the bi-annual engagement survey.• Provided coaching and consultative support to business leaders in effective leadership, teambuilding, organizational effectiveness and design, and change management.• Directed talent review activities identifying talent needs and gaps and establishing strategies to develop and/or hire personnel and most effectively address succession planning.

Directed talent management and organizational effectiveness initiatives supporting over 1,600 professionals across North America including performance management, succession planning, leadership development, executive coaching, change management, and curriculum design and development. Strategic HR business partner to 300+ corporate employees providing employee relations, workforce planning, compensation advice, metrics, and all forms of employee-related activities. • Established, designed, and delivered leadership development programs upgrading the skills and capabilities of organizational leaders, leading to a comprehensive leadership learning journey (curriculum) which provides a proven learning path for the growth and development of operational leaders.• Managed the bi-annual corporate-wide performance management process including educational initiatives, marketing, and communications; manage and facilitate calibration; collaborated on design and development.• Designed, developed, and managed the NA LEADership Program focused on learning and development for the organization’s high potentials; recognized for achievements related to engagement and retention.• Partnered with senior leaders and drove the talent development and management workstream as part of the PeopleFirst initiative, consistently exceeding objectives.• Designed and implemented Learn@gate, the organization’s learning management system, incorporating 1500+ courses and custom coursework, a highly successful system delivered on time and within budget.

Provided HR business partner support and directed talent initiatives including workforce planning, recruiting, onboarding, performance management, and learning and development. Provided coaching and guidance on day-to-day and strategic initiatives. Developed and implemented domestic and global strategic HR plans. • Developed the framework for the global talent management function including recruiting redesign, reporting metrics, regional customization, leadership development, and workforce and succession planning. • Designed and managed the global corporate culture initiative resulting in improved communication flow, greater collaboration across businesses, and a redesigned recruiting methodology closely aligned with corporate competencies. • Designed and developed a new performance management system directly linked to core competencies and organizational objectives, including competency mapping, a complete redesign of the process and linkage to pay for performance, and the development of training and support materials, resulting in a unified organizational vision and improved employee engagement.• Established the BRHC Corporate University through the identification of delivery methodologies, the development of a core learning curriculum, individualized learning plans, and LMS tracking. Instituted a highly innovative marketing plan, resulting in 100% employee usage.