Accountable for enterprise-wide Talent Management, Performance Management, Leadership Development and Learning

• Established and maintained a robust succession planning framework to ensure a pipeline of qualified candidates for critical roles. Assessed and mitigated coverage risks. • Created and managed executive development programs to build leadership capabilities at the highest levels of the organization. Designed bespoke coaching, mentoring, and training initiatives.• Developed and executed comprehensive talent management strategies to support organizational goals and drive growth. Collaborated with senior leadership to forecast talent needs and align talent strategies with business objectives.• Implemented robust processes for identifying and nurturing high-potential employees. Developed and maintained a Hi-Po pipeline. Created tailored development plans and succession strategies for key individuals.

• Designed and streamlined talent management processes and policies to enhance efficiency and effectiveness. • Built and nurtured a network of talent managers across the enterprise to foster collaboration, share best practices, and align talent strategies. Facilitated regular meetings and knowledge-sharing sessions to drive consistency in talent management practices.• Designed and delivered executive development programs and intact team workshops for executive leaders and high-potential talent.• Assessed and coached executive leaders with multiple assessments, providing input into comprehensive development plans.

• Crafted and executed holistic talent management strategies that aligned with organizational goals, encompassing talent acquisition, performance management, succession planning, learning, and leadership development.• Led initiatives to enhance organizational effectiveness, including culture transformation, change management, organization design, team chartering, and employee engagement programs. • Designed and delivered learning strategy for: Leadership, Functions, Supply Chain, Marketing and Retail, Manufacturing, and Compliance programs.• Instituted performance management framework to ensure alignment with organizational objectives. Facilitated the development and implementation of performance review processes, feedback mechanisms, and development plans.

• Strategic HR Business Partner for Motiva (population of 12,000 FTE). Reporting directly to the Motiva CEO.• Provided comprehensive HR support in both union and non-union environments, managing the full employee lifecycle, from recruitment to offboarding.• Managed performance management processes, including goal setting and evaluations, contributing to improved employee performance and engagement. • Played a key role in the successful onboarding of new leaders, providing a seamless integration into the company culture and ensuring compliance with union guidelines.• Led employee engagement initiatives, conducting surveys, analyzing feedback, and implementing improvements to foster a positive and inclusive workplace.• Served as Secretary of Motiva’s HR Committee, leading to the successful delivery of talent strategies, succession planning, and executive compensation.

• End-to-end management of Leadership Development and Assessment Programs, including design, budgeting, faculty development, and quality assurance.• Provided executive coaching for senior leaders, leveraging assessment results to tailor development plans and enhance leadership capabilities.• Established a comprehensive assessment strategy for recruitment, competency assurance, talent management, and leadership development.

• Assessed training needs, developed curriculum, and evaluated program effectiveness for aligned, impactful learning initiatives.• Created tailored training programs, applying instructional design for diverse organizational needs.• Deployed cutting-edge learning tech, boosting engagement and skill proficiency.