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HR and Talent Management professional with a M.A. in Industrial Organizational Psychology and experience driving large scale organizations through innovation and change. Areas of expertise include Performance Management redesign, Enterprise Culture, Enterprise Dynamic Engagement, Talent Review (9-box), Succession, Career Development, Org. Design, Learning, Talent Acquisition and Selection, Leadership Development, Senior Executive Onboarding and Engagement, Talent Analytics, and Diversity & Inclusion. Excels in the ability to execute with speed while developing strong business relationships within and outside the organization.

Professional Experience

Apr 2016Present

Director, Strategic Talent Management

Sears Holdings Corporation
  • Collaborates with the HR Senior Leadership team to design and deploy people strategies consistent with our culture and desired organizational outcomes including culture, engagement, diversity/community, performance management, talent review, leadership development, and succession planning. 
  • Partners with talent analytics to build datified and democratized talent processes that result in data driven insights about our talent and better informed talent movements across the organization. 
  • Designs and deploys innovative home grown talent management technology solutions that enable associates to perform and grow including eliminating performance reviews in lieu of OKRs, frequent conversations, and crowd-sourced feedback and eliminating the annual engagement survey in lieu of tracking associate's daily mood and engagement. 
  • Supports executive leader talent strategies, leveraging executive talent review and succession practices. 
  • Leads the annual ELT nomination process, consulting with HRBPs and BU leaders to use talent data and analytics to identify nominees that consistently demonstrate our leadership capabilities. 
  • Serves as Chair of the Emerging Professionals Network, building networks across the organization to drive greater transparency and collaboration in business transformation. 
  • Speaks externally about HR innovation at various events including HRMAC's 100th Anniversary Summit, i4cp conferences, hosted events, and more.
  • Published in "OKRS - a Step by Step Guide" (release date 2016). 

Jul 2013Present

Manager, Strategic Talent Management

Sears Holdings Corporation
  • Leads the team responsible for enterprise culture and engagement (200,000 associates), performance management for the salaried population (20,000 associates), and Diversity & Inclusion (enterprise).  
  • Leads the design, deployment, and change of an award winning redesigned Performance Management approach, eliminating annual reviews and ratings in lieu of real time feedback through home grown technology, quarterly check-ins, and quarterly goal setting.This work has won us 2 Brandon Hall Awards as well as a semi-finalist title for the i4cp Next Practice Award (pending winner announcement). 
  • Published a WorldatWork article illustrating our journey away from static HR to more dynamic talent process including the redesign of performance management. 
  • Leads the design and development of various in-house talent technology tools including real time feedback, dynamic mood/engagement, social learning, goal setting, and career development.
  • Partners with HR Reporting & Analytics to provide analytics and insights to support engagement, culture ROI, predictive attrition modeling, and social networking analysis.
  • Partners closely with HR Business Partners to champion change in the business.
  • Planned, developed, communicated, and led the enterprise-wide culture transformation.
  • Led the talent team in our engagement survey design, development, and administration with a new vendor; created indices to measure culture and implemented new processes resulting in a 90.8% response rate across the enterprise.
Jul 2013Dec 2015

Chief of Staff, HR

Sears Holdings Corporation
  • Supported the HR Senior Leadership team and HR specialist and generalist functions (750+ associates) in strategy planning, engagement, leadership, communication, expense management, enterprise organizational design, and workforce planning.
Jan 2011Aug 2013

I/O Psychologist and Senior Analyst, Workforce Analytics & Talent Acquisition

Alpine Access (Now Sykes®)
  • Proposed, implemented, and validated personality testing using biodata for selection; technical integration into a homegrown ATS and consulted with clients to develop hiring profiles and stack ranking of candidates.
  • Built and managed the corporate student internship program; managing 7 Masters level interns on various projects.
  • Worked remotely to support recruiting/talent acquisition, client programs, reporting/business intelligence, and the executive management team in providing statistical evidence of processes, selection assessments, performance, and attrition.
  • Performance Development – built our development process from the ground up with the help of the intern team; career profiling, training curriculum and trainer evaluations, 30/60/90 day development plans….
  • Conducted multiple linear regressions, trends analysis, correlations, modeling and other techniques to build hiring models and present results of longitudinal performance and attrition analysis; develop prediction models for performance and retention; conduct qualitative analysis from surveys and other means that require content analysis.
  • Consulted with internal clients to discuss needs, objectives, and strategies for reducing attrition and maximizing agent performance.
Oct 2009May 2011

Branch Manager

US Bank
  • Hiring and recruiting; building a team from the ground up
  • Manage branch financials
  • Set strict sales expectations and create strategies to achieve those goals
  • Consistently exceed goals / achieved 100% in 7 consecutive campaigns
  • Motivate bankers to meet sales expectations; be creative in my ways to incent and instill self development
Apr 2008Aug 2009

Assistant Branch Manager

FirstMerit Bank
  • Enforced all federal regulations for loans, check cashing guidelines
  • Inventory management (daily, weekly, monthly, quarterly, and annual audits)
  • Expense management (ordering of supplies and strict budgeting)
  • Profit and loss Management (tracking and planning for positive growth month over month and year over year)
Aug 2005Apr 2008

Store Manager

RadioShack Corp
  • Hired, recruited, and trained new associates
  • Increased employee motivation by creating incentives and increasing employee moral
  • Inventory management
  • Profit and loss management




M.A. Industrial/Organizational Psychology

Roosevelt University



B.A Psychology

The University Of Akron


Jul 2014Present



Influencer Training is a leadership course that teaches proven behavior change strategies. Drawing from the skills of many of the world's best change agents and combining them with five decades of social-science research, this course offers a powerful model for behavior change whether you manage a team of ten or ten thousand. 

Feb 2014Present

Successful Strengths Coaching


Successful Strengths Coaching gives coaches who are pursuing strengths-based development great insights into becoming an effective coach. This course provides the knowledge and foundation for becoming a strengths-based coach and instructs you how to help others understand, apply, and integration StrengthsFinder results into their lives and roles. 

Oct 2013Present

Culture Master Facilitator

Partners in Leadership, Inc.

Certification trains individuals to facilitate Culture Accountability Training to employees in their organization who are facilitating a change in culture. 

Nov 2012Present

IBM SPSS Modeler

Apr 2013Present

Excel - Beyond the Basics