Chief is the only private membership network that is solely focused on connecting and supporting women executive leaders, around the world!

T. Jenkins Consulting is a fast-growing global leadership and consultancy firm specializing in leadership & business strategy, diversity, equity & inclusion and operations management, serving major companies and organizations worldwide. By practicing the simple yet-profound art of doing and learning, T. Jenkins Consulting is helping businesses and organizations make the right moves.As a trusted advisor, T. Jenkins Consulting has proven success in client-work specializing in Global Leadership, Business & Management Consulting, Executive Coaching, Leadership Development, Organizational Design, Strategy Design, Start-Up Coaching, Process Improvement, Facilitation & Change Management.

As the Chief People & Culture Officer, Tannya is responsible for planning and directing all aspects of Friends of the Children Portland’s human resources policies, objectives, and initiatives. Leading the entire HR organization, this newly structured position reports to the Executive Director and serves on the organization’s executive leadership team. The Chief of People & Culture ensures the organization’s people and culture needs are met through the effective management and execution of human resources programs, the implementation of equity policies and initiatives, and supporting staff training and development. As the Chief, People & Culture Officer, Tannya provides strategic support to the executive leadership team to foster an inclusive and professional culture in which all employees embrace the organization’s Core Values and embody its Core Assets.

As a dynamic transformational, servant-leader and the Senior HR Manager or Head of the Talent organization at NWEA, Tannya led a team of experienced Talent Acquisition professionals with more than 30 years of combined business, HR, and Talent Acquisition (Talent Management) experience. Under Tannya's leadership, the team's infrastructure was re-engineered and the newly designed, stream-lined business model, and process served to ensure that the Talent Acquisition team was positioned to consistently operate in excellence, and consistently provide a positive recruitment experience for brilliant candidates and hiring managers alike! Responsibilities & accomplishments include, but are not limited to:*Decreased TTF to ~55 Days.*Positive Hiring Manager & Positive New Hire Net Promoter Scores (Quarterly/Annually)Responsible for the leadership, coaching, and development of HR’s Talent Acquisition Team.Responsible for the development and oversight of the organization's recruitment and retention strategies, in partnership w/leaders and key stakeholders, across the organization.Partners with leaders (ranging from front line managers to executives) on employee engagement, talent development, succession planning, and other talent acquisition and talent management strategies.HR Leadership Team: Tannya created custom playbooks for each functional HR Team (i.e. Talent, HR Business Partner Team, L&D, HR Operations, & DEIA Team). Tannya also provided 1:1 coaching and consultation to help each member of HR Leadership Team understand best practices for successful implementation. Tannya also proposed the implementation of an integrated roadmaps to ensure the greater HR Team is operating as 'one HR'.She also partnered with internal/external stakeholders on all interdependent HR initiatives & activities to ensure alignment and seamless, successful business operations.

As a leader and highly successful Senior Global HR Partner at NWEA, Tannya partnered directly with executive leaders and partners throughout NWEA's Sales organization in the implementation and execution of organization-wide Business and full-cycle HR programs & initiatives as it related to HR at the Business Unit and Division Levels. Tannya is a driven, process-oriented, self-starting, results-oriented trusted advisor and leader of leaders! A few areas of specialization include, but are not limited to the following:Strategic Business Partnerships (Stakeholder Management)Business & Leadership DevelopmentBusiness & Organizational Strategy & Design Data Analysis & AssessmentTalent & Performance ManagementEmployee Engagement & Employee RelationsComplex Workplace InvestigationsLabor & Industrial RelationsEmployment & Labor LawDiversity, Equity, Inclusion, & Accessibility

Global Diversity & Inclusion: Diversity & Inclusion is part of Intel's DNA. Retention, Progression and Representation are key drivers of employee satisfaction that will continue to give Intel a unique human capital competitive advantage. As a Diversity Retention, Progression and Representation Manager, Tannya led at the forefront of building and managing the process that provided Intel employees a path to new opportunities within Intel. In this leadership role, Tannya developed the vision, mission, objectives, action plans and strategic roadmaps to ensure alignment with Intel's strategic corporate objectives.She managed large complex global programs wherein she had a proven record of success for adding value and impact through all phases of the business and employee lifecycle. She managed interdependencies and integration among multiple projects, teams, and stakeholders. She had decision making authority at the program level and she handled highly-complex cross organizational programs of broad scope. She also managed a core team that managed functionally of specific teams. She exercised judgment and discretion to develop solutions, remove obstacles and redefine approaches. She recommended and set business strategies or corporate policies and deviated as appropriate; oversaw identification of tasks and research, dependencies, costs; assign resources, and communicated expectations to core team members; assessed risks and identified solutions to ensure both timely and efficient achievement of program goals. She ensured quality standards and budget constraints were met; influenced business units and cross-organizational strategies relevant to program goals; had advanced understanding of the technical concepts, architecture, systems, development methods, and disciplines associated with the defined program.

As a dynamic leader and Senior Global HR Business Partner within Intel's Business HR, Tannya partnered directly with VP and Director level management in the creation, development, implementation and execution of corporate-wide Business and full-cycle HR programs & initiatives as it related to HR at the Business Unit and Division Levels. Tannya is an organized, driven, self-starting, results-oriented leader of leaders!Stakeholder ManagementStrategic Business PartnershipsBusiness & Leadership DevelopmentBusiness & Organizational Strategy & DesignData Analysis & AssessmentTalent & Performance Management Employee Engagement & Employee RelationsLabor & Industrial RelationsSuccession PlanningRecruitment, Retention & Onboarding

As Employee Resource Group Liaison Manager, Tannya developed the vision, mission, objectives, action plans and strategic roadmaps to ensure alignment with Intel's strategic corporate objectives.In this role Tannya partnered directly with Intel's cross-organizational Senior ERG leaders, Intel's Executive Sponsors {including Intel's CEO} & Intel's Global Diversity & Inclusion organization to define strategies and objectives that align to Intel's strategic imperatives. Tannya created a leadership approach that continues to empower diverse leaders with a platform to build powerful networks across Intel's multi-organizational COEs. This platform continues to help Intel's most senior Employee Resource Group leaders navigate the Intel culture and implement strategic programming to help Intel win!

As Intel's-acting Employee Resource Group Global Program Manager, Tannya was responsible for overseeing the strategic development, implementation and execution of the strategic programs & initiatives of Intel's 29 diverse employee resource group organizations. These strategic imperatives are comprised of 151 chapters worldwide. There are 126 organizations and chapters within the U. S. and there are 25 organization and chapters outside of the U. S. The roles and responsibilities of Intel's Global Employee Resource Group Program Manager include but--not limited to the following: Managing overall global program; managing global budget; providing strategic alignment; providing coaching, guidance and consultation on the development, implementation and execution of all strategic imperative initiatives and global programming in support of Intel's Global Diversity & Inclusion & Intel's Talent Organization's strategic imperatives.

As a Sr Global HR Partner within Intel's Business HR organization, Tannya partnered directly with Executive level management in the creation, development and implementation of corporate-wide business and HR policies that enabled the business to thrive during a time when the business was chartered to undergo a mandatory culture and organizational change.

As a Global HR Business Partner within Intel's Business HR, Tannya partnered directly with VP and Director level management in the creation, development and implementation of corporate-wide business and HR policies as it relates to HR at the Business Unit or Division Levels. Within this support model, Tannya successfully provided full-cycle HR services for approximately 2,000 leaders (executives), managers & employees for Intel's largest technology, engineering and manufacturing business groups with 24X7 operations spanning across 10 states and 7 countries.

Tannya was recruited to help ramp Intel’s very first chipset manufacturing facility in Dalian, China. In this role, she partnered with various business unit professionals to guide the startup, development and implementation of HR systems and operations. She also worked with senior management to create Intel-China's business HR policies and procedures. As an International HR Business Partner within Intel's Business Group HR, Tannya worked closely with management in the implementation of corporate policies related to Human Resources at the Business Unit or Division Level, such as Workforce Planning, Year Round Performance Management, Succession Planning, Business & Leadership Development and etc.▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬✰ Leadership ✰ Cross-Functional Team Leadership ✰ Leader of Leaders ✰ Project/Program Management ✰ Data Analysis ✰ HR Generalist ✰ Executive Coaching ✰ Manager & Leadership Development ✰ HRIS Data Administration ✰ Benefits/Payroll Administration ✰ Labor/Employee Relations ✰ HR Policies & Procedures ✰ Manager/Employee Coaching ✰ Employee Engagement ✰ Employee Relations ✰ Strategic Planning ✰ Legal Issues/Compliance ✰ Cross-Team Collaboration ✰ Mediation/Dispute Resolution ✰ Internal Investigations ✰ Recruitment ✰ Onboarding ✰ Recruitment & Retention ✰ Confidential Record-keeping ✰ Disciplinary Procedures ✰Team/Morale Building ✰ HR Investigations ✰ Contract Negotiations ✰ Expatriate ✰ Immigration ✰ Relocation ✰ HR Functional Excellence ✰ Process Improvement ✰

Key Accomplishments Include:• Proven ability to successfully create and implement Strategic Business Plans.• Negotiate service agreements with local business owners & property managers.• Created employees’ safety & training manuals; Managed Payroll • Conducted employee orientations including safety & developmental training • Successfully created a highly competitive compensation system• Successfully managed over 150 workers (Custodial engineers)

1999-2003 Nya’s Gifts International Lansing, MIBusiness Owner Wholesales and Distribution of International giftwareKey Accomplishments Include:• Negotiate wholesale accounts with local business owners.• Moderate Success but chose to end operations to care for children and pursue other business ventures.

1998 GM-China Overseas Corporation Beijing, ChinaBusiness, Finance & Human Resources InternKey Accomplishments Include:• Partnered with GM's Financial Officers to conduct internal audit of corporate expense reports. • SAP Data entry; Management reports preparations and special projects as necessary• Served as HR team lead on GM- China’s HR ISO-9002 Certification project• Served as HR team lead on GM-China’s Workforce Planning & Org. Dev. Project• Conducted corporate training sessions for Chinese Nationals in Beijing, China.

1996 U.S. Department of State Visa/Consular Section Beijing, ChinaForeign Service InternOfficial Foreign Service Intern in Beijing, China on an official classified assignment with the U.S. Department of State. As an official intern with the Foreign Service my Key Accomplishments Include:• Visa adjudication for prospective Chinese nationals who desired visas to enter the U.S.• Partnered with U.S. Consular Officers to conduct interviews • Provided Chinese language interpretations for clients during visa adjudication process• Created full-scale business investigation process to ensure legitimacy of business operations• Implemented full-scale L-1 business investigation process for U.S. Consulate in Beijing, China• Recognized for successfully leading & supervising 1st full-scale investigation for L-1 business visas for several businesses within the HiBei province of Beijing, China.