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Summary

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

Professional Experience

July 2016Present

Education Corporation of America

AVP, Talent Management, Learning, and Talent Acquisition (10/17- Present )                Director, Talent Management, Learning, Talent Acquisition (7/16-10/17)
  • Design, implement, and execute scaleable leadership development programs such as LEAP and ELEVATE rotational programs for top talent leaders.
  • Design and launch SPOT peer recognition.  Implementation of this simple recognition program increased unique user participation month over month by 103% and increased total recognitions submitted by 84%. 
  • Scope, design, and implement a new HRIS, ATS, and LMS (Workday), enabling users to more effectively manage day to day people transactions with data and dashboard capabilities and enhance learning. 
  • Introduce, design, and implement core Talent Management Strategies such as systematic performance management, succession, and 9-box that were non existent prior to my leadership, shifting the organization to a talent focused and date driven mindset. 
  • Re-invent the Talent Acquisition strategy, implementing core practices and policies that support the efficient and effective hiring of talent across 72+ campuses and all corporate functions. 
  • Manage the acquisition of 14+ campuses into our existing platform including: change management, communication and training, system integration, alignment of key practices in line with multiple accreditor regulations, adoption and migration of existing policies, conduct due diligence and strategic oversight of acquisition related to the people strategy and execution. 
  • Manage  remote recruiters and 200+ open requisitions at any given time across various geographic and functional areas; Drive processes, practice, and accountability - reducing and maintaining average time to fill across all FT positions at 29 days or fewer with a consistent 9/10 on "how likely are you to work with this recruiter in the future."
  • Implement and manage to data driven talent decisions including the design and implementation of succession planning data and strategies in TA and KPI management in: quality of hire, time to fill, % requisitions aged, req load per recruiter. 
  • Collaboratively partners with key business leaders to identify and analyze recruiting patterns with market trends, proactively understanding recruiting needs and appropriate pipelining, and adjusting hiring practices to adapt to changing business needs as they arise. 
  • Partner with functional leaders to design and implement function and role specific online learning content. 
July 2013July 2016

Sears Holdings Corporation

Director, Strategic Talent Management (4/16-7/16)                                                        Manager, Strategic Talent Management (10/14-4/16)                                                            Chief of Staff - Developmental Role (10/14-12/15)                                                                  Project Manager, Strategic Talent Management (7/13-10/14)
  • Collaborated 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.
  • Led the design, deployment, and change management 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  won us 2 Brandon Hall Awards as well as a semi-finalist title for the i4cp Next Practice Award. 
  • Partnered with talent analytics to build datified and democratized talent processes that resulted in data driven insights about our talent and better informed talent movements across the organization. 
  • Designed and deployed innovative home grown talent management technology solutions that enabled 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
  • Led executive leader talent strategies, leveraging executive talent review and succession practices. 
  • Led the annual ELT nomination process, consulting with HRBPs and BU leaders to use talent data and analytics to identify nominees that consistently demonstrated our leadership capabilities. 
  • Served as Chair of the Emerging Professionals Network, building networks across the organization to drive greater transparency and collaboration in business transformation. 
  • Participated in external speaking engagements on the topics of HR innovation at various events including HRMAC's 100th Anniversary Summit, i4cp conferences, OKRs.com hosted events, and more.
  • Published in "OKRS - a Step by Step Guide" (release date 2016). 
  • Published a WorldatWork article illustrating our journey away from static HR to more dynamic talent process including the redesign of performance management. 
  • Led the team responsible for enterprise culture and engagement (200,000 associates), performance management for the salaried population (20,000 associates), and Diversity & Inclusion (enterprise).
Jan 2011Aug 2013

Alpine Access (Now Sykes ®)

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

Previous Work History

Branch Manager, US Bank                                                                                                     October 2009-May 2011

Assistant Branch Manager, First Merit Bank                                                                       April 2008 - August 2009

Store Manager, RadioShack Corp                                                                                          August 2005-April 2008

Portfolio

Education

20092011

M.A. Industrial/Organizational Psychology

Roosevelt University

 Master's in Industrial/Organization Psychology with an emphasis on practical application and statistical analysis. In my second year, I completed an internship at Alpine Access that resulted in permanent placement.

20052009

B.A Psychology

The University Of Akron

Bachelor's in Psychology from The University of Akron Buchtel College of Arts and Sciences with a minor concentration in business administration. 

Certifications

2016Present

Situational Leadership - Coaching to Build Capacity

The Center for Leadership Studies

Situational Coaching®  immerses participants in Situational Leadership® and its application in challenging coaching situations. Leaders are exposed to various coaching tools as well as a framework proven to unlock and maximize the capabilities of their teams, building individual and collective capacity for higher levels of current and future performance. This workshop is highly interactive and blends case study vignettes with feedback-based practice sessions.

2016Present

Situational Leadership - Building Leaders

The Center for Leadership Studies

Situational Leadership®: Building Leaders provides leaders with an action-oriented framework that increases both the quantity and quality of performance conversations by matching an individual’s Performance Readiness® Level for a specific task with the appropriate leadership style. This task-specificity is at the heart of Situational Leadership® and is paramount to ensuring that your organization is comprised of capable situational leaders who drive behavior change.

Jul 2014Present

Influencer

VitalSmarts

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

Gallup

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

IBM

Leveraging SPSS Modeler for predictive analytics and selection validation.

Apr 2013Present

Excel - Beyond the Basics

Microsoft

Advanced Excel.