Senior Director, Talent Development & Employee Engagement

• Nov 2022 - Present

Founder and Principal Consultant

• Aug 2022 - Present

Advisory Board Member

• 2013 - Present

The Executive Next Practices Institute is an established network of C-level and key executive leaders who meet to discuss innovative business and leadership strategies. The Executive Next Practices Institute is an established network of C-level and key executive leaders who meet to discuss innovative business and leadership strategies.

Director, Global Talent Development

• May 2018 - Aug 2022

Principal, Global Talent Management and Organization Effectiveness

• Oct 2015 - May 2018

Principal, Global Talent Management and Organization Effectiveness

• Oct 2015 - May 2018

Alere acquired by Abbott Labs Alere acquired by Abbott Labs

VP Program Development

• Oct 2015 - Jan 2017

Deliver on the mission of ATD to advance the professional development of its members in the Orange County chapter, providing practical resources, cutting-edge research, and the opportunity to network with peers from around the community. Develop and implement strategy for program offerings, including Chapter Learning Event topics and Special Interest Groups. Partner with Professional Development for Continuing Education programs and certification programs. Support board members in executing a strategy that increases participation and membership; expands the chapter's reach and impact. Supervise, develop, coach, and support Managers of Chapter Meetings and Special Interest Groups.

Director, Talent Management and Organizational Development

• 2015 - 2015

Lead key strategies for associate and organization development, talent management, enterprise learning technologies, and shared learning services worldwide. Lead key strategies for associate and organization development, talent management, enterprise learning technologies, and shared learning services worldwide.

Director Talent Development

• 2013 - 2015

Hired to establish an integrated Talent Development function that supported the conversion to a Centers of Excellence model. Refined the Learning & Development function, and defined Talent Acquisition, Organizational Development, and Employee Communications enterprise-wide. Defined approach, structure, and strategy for competency anchored talent management practices. Conceptualized and launched a leadership transformation initiative. Redesigned the performance management process to incorporate behaviors and better leverage the HR Business Partner role.

Consultant, Organizational Development | Talent Management

• Apr 2012 - May 2013

Services include organization and culture assessment; organizational design; team effectiveness; competency integration; on-boarding; performance management; selection; and leadership coaching programs for the Financial Services, Retail, Healthcare, and Medical Device Industries. Services include organization and culture assessment; organizational design; team effectiveness; competency integration; on-boarding; performance management; selection; and leadership coaching programs for the Financial Services, Retail, Healthcare, and Medical Device Industries.

NHRA President's Charity Gala - Donations Committee Head

• 2009 - 2013

This Gala benefits 2 local charities, Working Wardrobes and Project Access. For more information visit their websites at. www.workingwardrobes.org and www.project-access.org This Gala benefits 2 local charities, Working Wardrobes and Project Access. For more information visit their websites at. www.workingwardrobes.org and www.project-access.org

Director, Learning and Development | Leadership Development | Organizational Development

• 2010 - 2011

Designed, developed and delivered strategic learning programs for a global organization generating $1.9 billion in revenue with 6,500 exempt and non-exempt employees. Dual role designing both enterprise-wide and division specific learning solutions. Established training delivery plan; defined short and long-term learning strategies and implemented effective training interventions to support client groups during significant integration, growth and realignment efforts. Provided L&D and OD business consultation to HR Business Partner team.

Consultant, Organizational Development | Talent Management

• 2009 - 2010

Managed several mission-critical projects including competency model development; design and development of a 360 assessment process; creating succession planning frameworks; change management communication and program implementation; performance management and program design. Consulting services provided to the Healthcare, Medical Devices/Equipment, and Financial Services industries. Managed several mission-critical projects including competency model development; design and development of a 360 assessment process; creating succession planning frameworks; change management communication and program implementation; performance management and program design. Consulting services provided to the Healthcare, Medical Devices/Equipment, and Financial Services industries.

VP, Learning and Development | Leadership Development | Organizational Development

• 2007 - 2009

Dual role with both individual market and enterprise-wide responsibility to support a highly matrixed environment. Led and directed leadership development department for the Western Market during a period of rapid growth, supporting exempt and non-exempt employees exceeding 2,000. Designed a multi-level training strategy to support reorganization and aggressive retail banking expansion that accelerated time to productivity for leaders in the Western Market experiencing 42% growth over two years. Directed several enterprise-wide programs affecting 11,000 employees, including redesign of performance management process. Supervised Assistant VP, Regional Learning and Development Specialist.

Senior HR Manager, Talent Management | Organizational Development | Leadership Development

• May 2006 - Jul 2007

Provided strategic direction for all aspects of Human Resources including on-boarding, training, employee relations, strategic recruitment, benefits and legal compliance for 225 employees in three locations (Orange County, San Jose, and Reno, NV). Supervised Recruitment Manager and HR Administrator. Served as senior HR lead for HR Manager in secondary office (FL) for a total responsibility of 500 employees. Provided strategic direction for all aspects of Human Resources including on-boarding, training, employee relations, strategic recruitment, benefits and legal compliance for 225 employees in three locations (Orange County, San Jose, and Reno, NV). Supervised Recruitment Manager and HR Administrator. Served as senior HR lead for HR Manager in secondary office (FL) for a total responsibility of 500 employees.

HR Manager | Talent Management | Organizational Development | Leadership Development

• Jul 2003 - May 2006

Retained by organization upon relocation to California to direct HR team at a sister division. Responsibilities included retention strategies, new hire orientation and training, leadership development, performance management, succession planning, employee relations and recognition programs. Provided senior direction for all leadership development and performance management strategies. Retained by organization upon relocation to California to direct HR team at a sister division. Responsibilities included retention strategies, new hire orientation and training, leadership development, performance management, succession planning, employee relations and recognition programs. Provided senior direction for all leadership development and performance management strategies.

Director, Training | Leadership Development | Learning and Development | Organizational Development

• Sep 2001 - Jul 2003

Led Training and HR Support team of up to 22 for flagship store supporting 3,000 non-exempt union employees and 300 exempt level managers, with total sales volume over $650 million.

Director, HR Employee Relations | Talent Management | Organizational Effectiveness

• Sep 2000 - Sep 2001

Directed all aspects of performance management and employee relations for flagship store supporting more than 3,000 union and non-union employees. Provided final recommendations and/or dispositions for performance, disciplinary or investigatory issues. Served as company representative for all grievances and arbitration challenges.

Regional Director, Organizational Development | Leadership Development | Learning and Development

• Jun 1998 - Sep 2000

Director (1999 – 2000) Directed all aspects of OD strategy for a region with eleven locations, sales volume exceeding $600 million and 430 managers operating across three states. Supervised Manager of OD. Manager (1998 – 1999) Managed external recruiting and college relations function for above region.

Regional Manager, HR Employee Relations | Talent Management

• Apr 1997 - Jun 1998

Managed all employee recruitment, employee relations and labor relations for a region of three stores exceeding $250 million in sales volume that maintained a staff of 1,200 non-exempt union and non-union employees.

Manager, Recruitment | Talent Management

• 1996 - 1997

Recruited high caliber candidates during the Holiday Season to affect the quality of the service team and support the Company’s desired selling culture Recruited high caliber candidates during the Holiday Season to affect the quality of the service team and support the Company’s desired selling culture