Experience

Sonata Therapeutics

• United States
• Biotechnology Research
• 1 - 100 Employee

• Head of Human Resources

  • Jul 2022 - Present

  Drive and execute the human resources strategy for the organization with responsibility for leading the company’s people function, organizational structure, and policies. Helping to position Sonata for transformative scientific discoveries by focusing on the efficiency of scale, the strength of culture, and the best people experience.

• Head of Human Resources

  • Jul 2022 - Present



Takeda

• Japan
• Pharmaceutical Manufacturing
• 700 & Above Employee

• VP / Head of Global Talent Management

  • Jan 2021 - Sep 2021

  Established and led the Global Talent Management COEI which engaged our talent plan as a vehicle to increase potential for all and enable employees to have engaging careers at Takeda while delivering great results for our customers, the patients. Focus included the first global talent review, succession and performance approach that moves away from labels and is focused on employee growth and superior business outcomes. Led global leadership development and high potential programs with… Show more Established and led the Global Talent Management COEI which engaged our talent plan as a vehicle to increase potential for all and enable employees to have engaging careers at Takeda while delivering great results for our customers, the patients. Focus included the first global talent review, succession and performance approach that moves away from labels and is focused on employee growth and superior business outcomes. Led global leadership development and high potential programs with an eye on increasing global mobility and inclusion. Supported the executive team and board. Show less Established and led the Global Talent Management COEI which engaged our talent plan as a vehicle to increase potential for all and enable employees to have engaging careers at Takeda while delivering great results for our customers, the patients. Focus included the first global talent review, succession and performance approach that moves away from labels and is focused on employee growth and superior business outcomes. Led global leadership development and high potential programs with… Show more Established and led the Global Talent Management COEI which engaged our talent plan as a vehicle to increase potential for all and enable employees to have engaging careers at Takeda while delivering great results for our customers, the patients. Focus included the first global talent review, succession and performance approach that moves away from labels and is focused on employee growth and superior business outcomes. Led global leadership development and high potential programs with an eye on increasing global mobility and inclusion. Supported the executive team and board. Show less



Fidelity Investments

• United States
• Financial Services
• 700 & Above Employee

• Vice President, Human Resources - Talent Management

  • Jun 2018 - Apr 2020

  Led strategic talent management plan and solutions including executive and leadership development, high potential identification, growth calibration, succession planning, and talent mobility. Support senior team with talent management effectiveness and leader transitions. Talent Management Leadership Team - selective cross company team that develops and advances Talent Mgmt priorities. Business Impact Award Winner – 2019 Best Practices in Talent Management Business Impact… Show more Led strategic talent management plan and solutions including executive and leadership development, high potential identification, growth calibration, succession planning, and talent mobility. Support senior team with talent management effectiveness and leader transitions. Talent Management Leadership Team - selective cross company team that develops and advances Talent Mgmt priorities. Business Impact Award Winner – 2019 Best Practices in Talent Management Business Impact Award Winner – 2018 Performance Development / Associate Experience

• Vice President, Human Resources

  • Nov 2015 - May 2018

  Responsible for organizational effectiveness which included business group HR strategy, organizational design, talent planning, executive coaching, compensation cycles and engagement initiatives. Led a three-year study (Fidelity Leader Lab) targeted at understanding the changing needs of our early associate workforce which included a pilot to test if leadership development early in an associate’s career has a long-term impact on career trajectory. Results are extremely promising and a… Show more Responsible for organizational effectiveness which included business group HR strategy, organizational design, talent planning, executive coaching, compensation cycles and engagement initiatives. Led a three-year study (Fidelity Leader Lab) targeted at understanding the changing needs of our early associate workforce which included a pilot to test if leadership development early in an associate’s career has a long-term impact on career trajectory. Results are extremely promising and a long-term design is in progress. HR Council Member (2011-2017) - selective cross company team to help develop and advance HR priorities and agendas. Business Impact Award Winner – 2017 Best Practices in Associate Experience / Leader Lab

• Vice President Human Resources

  • Jul 2011 - Oct 2015

  Selected for this newly created role for the purpose of optimizing and streamlining large scale firm-wide HR processes and building a HR Insights function. Created efficiency through simplified solutions that included cross firm compensation cycles, engagement initiatives and improvements in workforce analytics and reporting. This work led to greater value through process excellence, effective business planning and meaningful workforce insights.

• Director, Human Resources

  • Oct 2005 - Jul 2011

  HR Business Partner responsible for organizational effectiveness which included business group HR strategy, organizational design, talent planning and management and leadership development. Included overall management of day-to-day HR strategic initiatives, compensation and engagement cycles. Managed group of seven HR Managers.



Thermo Fisher Scientific

• United States
• Biotechnology Research
• 700 & Above Employee

• Director of Organizational Development

  • Oct 2002 - Oct 2005

  DIRECTOR OF ORGANIZATIONAL DEVELOPMENT, 8/04 to 10/05 Overall responsibility for retaining and developing next generation leadership in addition to integration activities related to ongoing mergers and acquisitions. Managed team of two direct associates and various matrix relationships. • Succession Planning: Developed and implemented a formal cross company succession planning process, which focused on “Top 100” • Bench Strength: Developed and managed an over-hire strategy for… Show more DIRECTOR OF ORGANIZATIONAL DEVELOPMENT, 8/04 to 10/05 Overall responsibility for retaining and developing next generation leadership in addition to integration activities related to ongoing mergers and acquisitions. Managed team of two direct associates and various matrix relationships. • Succession Planning: Developed and implemented a formal cross company succession planning process, which focused on “Top 100” • Bench Strength: Developed and managed an over-hire strategy for key critical roles across all global businesses • Performance Management: Led performance management efforts including the assessment of global need and design and implementation a firm-wide process. • Integration: Responsible for HR integration activities for ongoing acquisitions, including merger of a $3.7B business DIRECTOR, HUMAN RESOURCES, 10/02 to 10/05 Reported directly to the CFO with overall HR Business Partner responsibility for the global Finance and IT organizations. Focus on leadership development and mobility. Show less DIRECTOR OF ORGANIZATIONAL DEVELOPMENT, 8/04 to 10/05 Overall responsibility for retaining and developing next generation leadership in addition to integration activities related to ongoing mergers and acquisitions. Managed team of two direct associates and various matrix relationships. • Succession Planning: Developed and implemented a formal cross company succession planning process, which focused on “Top 100” • Bench Strength: Developed and managed an over-hire strategy for… Show more DIRECTOR OF ORGANIZATIONAL DEVELOPMENT, 8/04 to 10/05 Overall responsibility for retaining and developing next generation leadership in addition to integration activities related to ongoing mergers and acquisitions. Managed team of two direct associates and various matrix relationships. • Succession Planning: Developed and implemented a formal cross company succession planning process, which focused on “Top 100” • Bench Strength: Developed and managed an over-hire strategy for key critical roles across all global businesses • Performance Management: Led performance management efforts including the assessment of global need and design and implementation a firm-wide process. • Integration: Responsible for HR integration activities for ongoing acquisitions, including merger of a $3.7B business DIRECTOR, HUMAN RESOURCES, 10/02 to 10/05 Reported directly to the CFO with overall HR Business Partner responsibility for the global Finance and IT organizations. Focus on leadership development and mobility. Show less



Diamond Management & Technology Consultants

• United States
• Business Consulting and Services
• 100 - 200 Employee

• Manager, Human Resources

  • Apr 1998 - Feb 2002



Accenture

• Ireland
• Business Consulting and Services
• 700 & Above Employee

• Recruiter

  • 1994 - 1998