I drive the strategy and execution of HR technology and analytics to enable data-driven decision-making. Leveraging platforms like Workday, Tableau, and Lattice, I optimize processes, enhance employee experiences, and deliver actionable insights on workforce trends, engagement, and performance.Collaborating with senior leadership, I’ve developed frameworks such as a senior leadership competency model, aligning leadership development with business goals. I ensure data integrity and compliance while fostering adoption of analytics across the organization.I partner with IT and HR leaders to implement innovative solutions, mentor teams, and lead change management initiatives. My focus is on delivering scalable, user-centric technology and insights that advance organizational outcomes and position analytics as a strategic driver of success.

As the Head of People Analytics at Contentful, I am at the forefront of shaping our organization's trajectory through data-driven strategies. I lead the vision, strategy, and execution of impactful analytics, forging strong collaborations with key stakeholders across the company.Core Focus Areas:Strategic Leadership: Currently executing on the overhaul of the way performance management is conducted throughout the organization.Self-Service Solutions: Actively creating purpose-built tools and reporting solutions, empowering stakeholders with seamless access to data for informed decision-making.Impactful Insights: Leading critical analytics projects, I continuously deliver actionable insights through models such as flight risk and attrition scenarios.Data Storytelling: Crafting and delivering compelling narratives to influence change at all levels of the organization.Expertise: Fostering a data-driven culture of solution designs, predictive insights, and ROI assessments.

Managed the advanced analytics team including oversight of full life-cycle survey process, as well as the advanced people analytics projects at DaVita. Successfully launched Villagewide survey vendor with comprehensive program that includes training content for field leaders of all levels to Take Action and enhance their scores. Ownership of Workday reporting & maintenance. Provided evidence-based guidance for leadership to support diversity & belonging initiatives.

Provide internal consulting expertise for teams that wish to utilize psychometrics (SEM, HLM, NLP, ANOVA, etc.) for ROI assessments and predictive trends. In addition, I oversee our life-cycle survey platform and teammate Engagement program which includes providing internal stakeholders with action planning material, leadership recommendation programs, and insight dashboards using scientific theory and evidence-based practices that improve teammate productivity, well-being, development, and retention for roughly 60,000 teammates worldwide.

As the Senior Analyst for the People Insights & Analytics team I lead the strategy and execution of the employee engagement program. I manage the entire employee lifecycle survey, which involves overseeing methodology, presenting insights to executives, and action planning.

As a member of the global talent assessment and development team I assisted in the design and implementation of PepsiCo’s global talent review and succession process, including: developing and deploying tools, systems solutions, data-based insights and metrics useful for making day-to-day and long-term talent decisions, managing the data and analytics, as well as creating compelling insights for executive game planning and slate review meetings. My role also included partnering with external clients and OD/HR professionals across the enterprise to build capability and execute the talent management agenda.

Provide Instruction for the Work Satisfaction & Motivation course for 5 hours, one time a week. My responsibilities include maintaining a class syllabus assignment log, and additional material for students. I plan lectures, assignments, and in-field experiences to collaborate with necessary course curriculum with the objective of allowing students to apply their knowledge to their current working environment.

Provide a wide array of support for the Center for the Promotion of Health in the New England Workplace (CPH-NEW) where I am responsible for creating a health mentoring toolkit based on total worker health principles that are presented on the publicly available National Institute for Occupational Safety & Health. I have the pleasure of implementing these toolkit strategies in Northeastern correctional facilities. In addition, I have had the opportunity to analyze complex data including, but not limited to: accounting for violated statistical assumptions, nonparametric analyses, hierarchical linear modeling, linear growth modeling, and validating subjective measures focused around correctional officer psychological and physiological health. Results generated were used to prioritize improved intervention strategies for corrections officers in the New England area ultimately leading to reduced injury rates, greater comradery, and improved worker well-being.

Responsibilities include assisting with research examining health in the workplace, the stress-strain relationship, musculoskeletal disorders, organizational leadership, safety behaviors, and high-risk roles. UConn continues to provide experience with data analysis (SPSS, R, HLM, Mplus), assisting with preparation of presentations and manuscripts, as well as overseeing undergraduate students’ research responsibilities. My time within the Industrial Psychology Applications Center has provided the following experience:Experience gained while working with the National Society of Black Engineers (NSBE) on an annual student recruitment survey. Aided in the creation of the annual presentation to the NSBE Board of Corporate Affiliates on best minority recruiting practices and ways to reduce issues of adverse impact. Aid the Short Line Safety institute (SLSI) in the development and evaluation of train-the-trainer sessions for employees and supervisors focusing on ethical work climate, employee empowerment, and safety culture. Develop surveys for longitudinal research studies including: collecting data and analyzing multi-wave data to examine worker safety behaviors. I am also responsible for the generation and delivery of safety culture analytical reports for railroad intervention presentations across the nation. This program has led to improved safety behaviors and reduced injury rates for railroad workers across the nation.

Responsible for assisting in the development and implementation of client initiatives around purposeful culture and leadership development. Experience analyzing client survey data and delivering interpretations. In addition, oversight of full-cycle recruiting initiatives, employee guidebook development, and job analysis design. My efforts contribute to report generations that highlight key insights, using empirically based recommendations, and cultural trends from survey results for client leaders.

Conduct structured interviews on incoming candidates.Develop employee learning system for HR assistants.Produce succession planning material for superiors.Process candidates through HRsmart and conduct background checks through Hirerite.

Aid in the creation, data collection, experimentation, and analysis of various research projectsVerify the accuracy of data entered in databases and correct for errorsRecruitment and training of undergraduate research assistantsReview, grade, and offer constructive critiques for student exams and assignmentsUse of online teaching tools and resources to develop original online learning contentDevelop the design of online learning resources for training students on topics related to psychologyInvolved data analysis using SPSS, Statview, Matlab, and Superlab software programs

Responsible for the creation and implementation of organizational development strategies and presentations addressing employee relations and organizational goals. Through this role, I have developed a formalized employee selection and training program for CleanEdison’s salesforce leading to reduced turnover and greater employee work satisfaction.

Provide legal and regulatory updates to the organization’s employee handbook.Create and implement talent assessment and development programs including leadership development systems and organizational intervention strategies.

Data entry and analysis using SPSS and Excel.Research experimentation.Work as a confederate under several different labs within the University.

Part-time remote assistance with recruiting new technicians including updating the recruitment system and scheduling interviews.Networking with external resources.Assist with the organization and delivery of announcements and communications.

Provide assistance in screening and orienting new employees.Lead and participate in training courses for instructors and racing teams.Manage Meadows School facility, meetings, instructor hours, and end of day accounting.