Led enterprise-wide people strategy initiatives focused on leadership capability, performance effectiveness, succession readiness, DEI, and HR technology optimization. Partnered with HR, IT, and senior business leaders to embed development, equity, and accountability into core people processes supporting a 50,000-employee organization. • Designed and led the company’s flagship, year-long leadership development experience, integrating assessments (Hogan, DISC, 360s), executive coaching, mentoring, and FranklinCovey learning into a cohesive, enterprise-wide leadership capability. • Embedded real-world, cross-functional business challenges as core learning moments, guiding participants through applied projects culminating in executive-level capstone presentations and data-driven recommendations. • Continuously evolved the program using participant feedback, performance insights, and business outcomes to strengthen leadership effectiveness, relevance, and organizational impact. • Integrated leadership development into enterprise D&I efforts by launching Join the Conversation, an executive co-facilitated series focused on applied leadership competencies and inclusive leadership behaviors. • Owned enterprise talent management processes within Workday (performance management, succession planning, talent calibration), serving as Global Process Owner and driving platform enhancements aligned to evolving business and workforce strategy.

Led enterprise-wide workforce acquisition and planning strategy across North America, scaling recruiting capability while embedding leadership potential, skills, DEI, and data-driven decision-making across the hiring lifecycle. • Led enterprise recruiting for exempt, non-exempt, technical, and high-volume warehouse roles, transforming the largest hiring function from an agency-led model into a scalable, in-house operation. • Built and scaled a North America–wide warehouse recruiting team, defining roles, capacity models, KPIs, and incentive structures to support consistent, high-volume hiring aligned to business demand. • Partnered with HR and IT to implement Workday ATS, integrating leadership competencies, assessment signals, and automated workflows to strengthen hiring governance and pipeline visibility. • Expanded employer branding, workforce planning, and DEI-aligned hiring strategies to build diverse, future-ready talent pipelines and improve internal mobility. • Developed KPI-driven dashboards to monitor recruiting effectiveness, candidate experience, and quality of hire, including early progression into leadership development pathways.