Manage the development and running of key Talent Management Processes. Including Performance Management, Employee Engagement, Goal Setting, Talent Review & Succession Planning.

-Developed and implemented the annual merit review process to ensure 2,000 employees were reviewed and considered for a merit increase. -Completed the process in 50% less time, and provided C-Suite leadership with estimated cost and a detailed breakdown of the actual cost. -Department executives rated the process as a clear improvement over previous quarterly reviews.-Established Performance Management Process centered on quarterly goal setting (OKRs) and high-quality weekly 1-on-1 check-ins between managers and each team member.-Developed and launched Leadership Program focused on improving leadership capabilities for mid and senior leaders. Ran 36 key leaders through the 2-week course over 3 cohorts.-Developed processes and policies for internal career mobility to demonstrate commitment to team members. The process reduced people operations time involvement by 10% and reduced internal hire time from one month to 2 weeks. -Partnered with executives to forecast projected headcount growth and align on a workforce plan to meet the demand for 50% growth by year's end. Used work demand metrics (i.e, agent count, predicted transactions, IT roadmap, etc.) to predict workforce needs and compare department requests against those needs.-Consulted with numerous front-line to executive-level leaders on how to improve the culture and engagement of their teams. provided coaching on how to hold effective developmental conversations, providing difficult feedback, uncovering blockers to employee engagement, and other topics.

-Redesigned the assessment process in distribution centers to increase candidate flow by 20%. Allowing leaders to hire more applicants to keep up with shipping demands and market competition.-Implemented frontline assessment in new ATS to identify applicants with top-tier customer service skills-Designed store leadership assessments that provided applicants with a realistic job preview/simulation of what it is like being a leader at a Walgreens store to drive greater engagement by applicants.-Created custom interview guides and role profiles for high-priority projects in collaboration with retail partners (i.e, Kroger, Sprint, Birchbox, etc.). Worked closely with senior leaders to design an associate role and selection process that would ensure the hiring of team members that would champion the Birchbox brand. -Collaborated with our global executive talent acquisition team to design an executive selection process that included Hogan Personality Assessments. Using focus groups and theme analysis, matched the key leadership qualities identified as necessary for success with sub-scales on the Hogan assessments to better identify applicant fit. Set up the process to run internally by training assessors.Updated and validated the Walgreens leadership model to ensure the Walgreens brand and leadership model fit together and accurately represent the culture of the company. Interviewed frontline team members and senior executives and presented results to C-Suite leaders. The final product was a streamlined model that was easier for team members to understand and for leaders to apply.Ran 100 senior leaders through a 2-day in-depth Leadership Assessment Center to help them leverage their strengths and incorporate developmental opportunities into their development plan. Trained 30 assessors to assist with the Assessment Center and write detailed developmental reports.

Drive the assessment strategy of Walgreens to be best in class through gaining an in depth understanding of current processes, identify future state, and designing and executing strategy to take Walgreens to that future state. Collaborate across business to develop and implement solutions that allow Walgreens to attract, retain, train, and develop top talent.

-Entrusted to develop high-impact employee assessments for various clients-Partnered with a railroad company to design assessments to ensure employees up for promotion had an in-depth understanding of the maintenance, operation, and signaling of train engines. These assessments were vital in avoiding injury and railroad accidents.-Partnered with pharmaceutical companies to create knowledge tests to confirm sales representatives understood the pharmaceutical product they are selling and could accurately relay the intended and unintended consequences of the medication.-Developed automated SPSS and Excel process to evaluate a large retailer's Adverse Impact on their employment assessments, by pulling in data from multiple sources. The automation of this data analysis reduced the time to complete this analysis by 20%.-Wrote and edited executive leadership developmental reports to help senior and executive leaders in their growth.

• Developed and delivered innovative course content that resulted in a higher than average student passing rate• Consistently delivered engaging course discussion, adjusting plan on what to cover to meet the needs of students• Counseled and coached students to answer content questions and improve their performance in both undergraduate and graduate school

Along with my regular course work I assist professors in classrooms proctoring tests, teaching a lecture or two, and grading papers. Also, I work as a research assistant, gathering and evaluating information, and helping to further research in the field of I/O psychology. For my thesis, I worked with Dr Matthew Prewett to develop a Situational Judgement Test of teamwork in emergency departments. We are currently in the final stages of validating the measure (see attached proposal).

Developed selection content and led the team in writing the ThinkWise Selection and Development Inventory (TSDI) interpretive guide with a focus on ensuring front-line leaders can understand and apply the results of the TSDI assessment.

Reviewed recruitment process at regional sales office and offered suggestions on how to recruit more qualified individuals.

Led focus groups with newly hired professional level employees to assess the onboarding and integration process into the Dow Chemical cultureRecommendations made base on results from focus groups

Conducted sessions to assess candidates capabilities for executive management positionRated candidates assessment center results giving suggestions for improvement

Evaluated the organizations performance appraisal compensations process through survey data

Medical coders use a complex and expansive set of codes that identify the type of injury/illness and treatment provided. In the early 2000s, a new set of codes was created at a national level that required medical coders to effectively re-learn their jobs. To help ensure a smooth transition and reduce employee turnover & minimize loss of productivity, conducted focus groups at multiple locations and with many different coders. Recommendations were provided to leadership via presentation and a 15-page report.

Led team to develop various test items to be used in employee selection for retail customer service jobs. Completed multiple rounds of review and editing before delivering the final items to CEB.Developed Conditional Reasoning, Following Instructions, Verbal, Cognitive, and Numerical items.

Developed and proctored survey to assess employee satisfaction.Ran analysis of survey and relayed results to management.

Collaborated with hospitals of various sizes in finding top-tier applicants for leadership roles. Made initial contact with hospitals to connect with the hiring manager of director level and above roles. Specialized in filling key leadership roles in rural areas.