Director of People and Culture and ACE Integration• Participate in developing key initiatives, develops, and implements department business plans. • Provide leadership and works with Leadership to develop and retain highly competent, service-oriented staff through selection, compensation, training, and development. • Direct and evaluate the performance of assigned managers and staff. • Designs/develops and implements comprehensive people-centric programs including:  Organizational Messaging / Mental Models / Leadership Development / Talent Selection / Workforce Planning / Preboarding / Orientation / Coaching Program / Mentorship Program / Performance Management / Comprehensive Training / Learning Management System (LMS) / Succession Planning / Rewards and RecognitionAcquira’s non-negotiable values goven everything we do. Acquira’s vales are S.E.R.V.E. – because we believe true leadership is in service of stakeholders. Acquira - Our Core Values S. Systematic ExcellenceE. Empowered StewardshipR. Radical Win-WinV. Voracious LearningE. Energize Lives

Owner_President_Consultant• Being prepared, instead of scared of the job search process is what www.jobcoachvideo.com is all about. • Developed, designed, coded and launched a series that is a real, honest and organized approach to searching for your next job, which includes videos, documents and with one-on-one coaching/consulting.• In the video series/document bundles, I share lessons from 25 years as a senior executive at corporations such as Ralph Lauren, Macy's, The Gap, top ten IT and software companies, as well as Action Sport companies including Santa Cruz Skateboards, Snowboards, Mountain Bikes, Independent Truck Company and Nor Cal Clothing Co. • As a highly-organized professional, I emphasize thorough preparation for the job-seeker, without over-complicating the journey; I break down the mysteries which so often can trip up a job seeker.

Director of People and Organizational Development• Partner with Business Leaders to assist them in building and developing their people and the organizations. • Work with the business to identify the key capabilities needed from leaders/employees to deliver the business objectives. • Assess the current talent pool against those criteria and then create development talent pipeline plans to leverage strengths. • Architected and implemented a comprehensive performance management plan necessary to set, align, cascade, and manage the goals and performance of the organization. • Developed and launched a detailed workforce plan for the departments and teams. • Provide hands-on coaching for Leaders to create and deploy their employee engagement plans with measurable milestones and outcomes that are incorporated into the goals of the Leaders. • Partner with Human Resources to foster constructive employee relations. • Designs/develops and implements comprehensive people centric programs including: • Organizational Messaging / Mental Models / Leadership Development / Talent Selection / Workforce Planning / Preboarding / Orientation / Coaching Program / Mentorship Program / Performance Management / Comprehensive Training / Learning Management System (LMS) / Succession Planning / Rewards and Recognition Strategic Business Partnering including partnering with departments to help achieve strategic objectives and support people development• Culture Facilitation including: Port Life Series / Port Learning Center / Culture Assessments / Organizational (Pulse) Surveys / ELG / CEO Support / Organizational Design / People Metrics• To stay true to The Port of San Diego's Operating Culture, Goals and Vision / Mission / Values:• To foster a world-class Port through excellence in public service.• To build further on (Unified Port of San Diego culture of):• Accountability• Courage• Fairness• Fun• Inclusiveness• Innovation• Integrity• Teamwork• Transparency

Director (Training/Learning and Development/Projects)• Conducted needs analysis studies and conferred with Subject Matter Experts (S.M.E.s) in determining training needs and support for SBM's Training Division initiatives in each division of SBM.­ Corporate (HR, Finance, Procurement, IT, etc.) to the critical Field Employees ensuring training compliance and visibility into each employee's growth, talent and succession management.• Planned, developed, designed and rolled-out SBM’s LMS and training initiatives including (but not limited to) corporate on-boarding and on-site new-Client transitions involving small and large groups of employees, as well as one-on-one trainings.­ Extensive research on LMS(s), determining "best in class"​ and process, ultimately developing, designing, coding, overseeing UX and UI, testing and launching a custom LMS geared specifically to SBM's needs for the Services Industry for clients including Starbucks, Merck and Genentech Pharmaceuticals and UCSF.• Worked between SBM Training Division, SBM Corporate internal Employees and external Clients and within SBM Corporate’s LMS Application (System of Record) setting up and maintaining end-to-end existing and new business initiatives ensuring a "one version of the truth"​ portal (library) housing training curriculum business process (mapping), systems and corporate policies/protocol.­ Created, documented and adhered to Training Divisional processes and created, updated and revised training materials/documents, courses and curriculum, including (but not limited to) video and e-learning while working directly with (off-site and 3rd-Party) Technical/Graphic Instructional Designers.• Organized training manuals, reference library, testing and evaluation procedures (Employee Score Cards), allowing for "on the fly"/24/7 employee evaluations stream-lining the yearly employee review process, succession planning and talent management.

• Headed corporate Training and Development/L&D Talent Management for PRL's re-acquisitioned licenses (i.e., Adidas/Reebok, Jones Apparel Group and L’Oréal Paris) for Ralph Lauren brands (i.e., Ralph Lauren Footwear, Lauren Jeans, Childrenswear, Leathergoods and Accessories and RL Home).• Learning Needs Assessment and Global Learning Implementation partnering with HR and IT in the development of Polo University and the Colleges of Retail, Wholesale and Corporate systems and processes ensuring a solid on-boarding process for new hires and the existing global employee base.• Prepared and Lead Unique 2-year global design and implementation process for: • Developed and maintained HR/Talent/ L&D Best Practice Methodologies Library for Adult Learning, I.L.T. and Peer Training though use of interactive PowerPoint, e-Learning and instructional design videos.• Ensured the tools resulted in learning, comprehension and compliance and the cross-pollination of talent between the 3 corporate divisions (Retail/Wholesale/Corporate) resulting in transferable skills, talent management and succession planning.• Created Learning Management Assessment Tools for global newly on-boarded and existing employees identifying training needs, training and comprehension effectiveness and gaps.• Established Ralph Lauren I.T. M&A/New Business Integration Plan(s) focused on Human Assets developing Transition Service Agreements (TSA) for publically traded Licensors of PRLs from conception, negotiation, launch and exit overseeing the reacquisition of 14 PRL corporate licenses. Directed new acquisitioned Employees in systems, process and corporate culture ensuring PRL common goals were achieved in the on-boarding/orientation process.• Evaluated emerging technologies for M&A/New Business maintaining productivity and ensuring smooth transitions of acquired employees from Licensor to PRL Corporate goals, systems and processes for all global divisions in North America, Europe and Asia/Pacific.

Senior Project Manager (Virtual Showroom) - Technology Implementation, Marketing• Project management, development and implementation of Tools and Metrics for ERP, SFA, EDI, B2B/B2C, Supply Chain and CRM for global consumer brands and companies such as: The Men’s Wearhouse, Inc. / Diane Von Furstenberg Inc. / Tahari, Inc. / Komar Intimates, Inc. • Managed all functional areas to ensure timely rollouts for plans and within projected budgets.• Built and mentored a development team, development priorities and ensuring timely delivery of devices. • Managed external development resources and technical staff through various life-cycle phases.

Managing Director for Fashionchain - Operations, Technology Project Management and Marketing. • Developed organizational infrastructure, processes, site selection, leases and recruited/trained staff. • Ignited brand awareness 15% in 12 months and achieved an 80% increase for direct sales calls.• Launched an e-mercial, devised marketing collateral and formulated web-based educational seminars.

President/COO (Owner)• Founded/Led rapid growth of dynamic manufacturing enterprise in Canada, India, Mexico and Asia. • Leveraged Federated, Macy’s, Wal-Mart, Sears, Target relationships accelerating distribution.• Won key licensing agreements (e.g., Spice Girls™ Spice Girls™, Tonka™, Barbie™ and PBS Properties).• Positioned the company for profitable sale to largest licensee manufacturers in North America.

Director of Sales and Manufacturing – Apparel and Hardgoods Divisions (Action Sport Industry)• Recruited to direct the startup of the Sales and Apparel Division and establish a 40% corporate profit center. • Collaborated with Senior Management in strategic global planning and product R&D. • Strategically planned and orchestrated scheduled launches of six seasonal lines on a year-by-year basis to ensure long-term viability and profit.• Recruited, trained, and developed team-oriented national/international sales force of 50+. • Forged international relationships with 40+ distributors in 42 countries.