Impact Summary: Lead enterprise-wide learning and organizational effectiveness strategy across 76 locations, impacting 3,200+ employees through four Centers of Expertise: Leadership Development, Performance Management, Organizational Development, and Learning Technologies. Reported to Chief People Officer; led a team of 7 direct reports; partnered with CEO/C-suite via dotted-line engagement. Key Contributions: Architected end-to-end, cohesive enterprise-wide learning and leadership development strategy for leaders building a strong, future-ready leadership pipeline and strengthening people leadership capability across the organization. Partnered with Korn Ferry across all functions to determine the appropriate capabilities and skills that are needed now and, in the future, for executives and high potential leaders to create high-impact learning experiences that support organizational growth, sustainability, and strategic priorities. Designed & developed six different leadership tracks inclusive of inclusive of emerging leaders, manager and mid-level leader effectiveness, senior and executive leadership capability. Managed the end-to-end delivery of executive learning programs, ensuring high-quality execution and measurable impact, including key performance indicators (KPIs), business needs, data driven insights, learner feedback and listening circles. Designed Led three mission-critical Workday workstreams (Learning, Talent, and Organizational Change Management) in partnership with Deloitte. Delivered 245+ digital content, learning assets with 88% adoption, enabling seamless rollout and operational readiness. Facilitated C-suite alignment sessions using Blue Ocean Strategy and 4DX methodologies, translating vision into measurable OKRs and execution roadmaps, driving a 27% increase in strategic goal attainment. Launched data-driven performance management, including capability pathways and executive talent reviews, resulting in a 34% increase in leadership bench strength and $385K in retention cost savings. Integrated leadership, performance, and culture strategies into enterprise transformation initiatives, contributing to a 15% improvement in organizational effectiveness and a 22% rise in employee engagement.

Impact Summary: Directed global leadership and OD strategy across multiple business units, aligning talent development with enterprise transformation and growth mandates. Launched “For Your Development” (FYD), a flagship enterprise mobility program reaching 800+ professionals, enhancing succession depth and cross-functional agility. Key Contributions: Facilitated executive 360 feedback, CliftonStrengths assessments, and strategic offsites to strengthen interpersonal skills, leadership cohesion and alignment across global teams. Translated leadership priorities into clear roadmaps, building foundational capability, integrating learning journey across programs, experiences, tools, and in-the-flow-of-work learning aligned to business priorities and culture. Designed, developed and scaled a global executive New Leader Integration Program, accelerating onboarding and performance ramp-up for executives and high-potential leaders worldwide. Strategically consulted with HR leadership and business executives to diagnose capability gaps and accordingly led strategic initiatives across learning, people development and performance, ensuring our organization has the right capabilities and pipeline for the future. Designed development pathways for team leaders and informal leaders who lead through influence supporting progression from frontline leadership to leaders of leaders.

Impact Summary: Built and executed a comprehensive learning and leadership strategy focused on scalable capability-building and operational excellence. Developed a six-month cohort-based Leadership Development Program to reskill emerging leaders and build future-ready competencies. Reported to Chief HR Officer and CEO, led a team of 9 direct reports. Key Contributions: Partnered and collaborated cross-functionally with various business units, internal subject matter experts, HR business partners, operational departments and senior leaders to use data and customer input to diagnose specific skills required for executives pertaining to workforce planning, succession planning, and critical role development. Revamped performance management systems to emphasize continuous feedback and development, linking individual growth to business outcomes. Combined coaching and facilitation skills to engage leaders, delivered highly effective, inclusive leadership experiences, including workshops, blended learning, in-person, self-directed, and in-the-flow learning. Managed senior team members and maintained strong relationships with executive leadership and cross-functional teams to drive alignment. Conducted organizational health assessments and cultural diagnostics to identify performance barriers and guide targeted interventions.

Impact Summary: Designed and led a centralized talent and learning strategy to enhance workforce agility and operational capability. Reported to Chief HR Officer and led a team of 8 direct reports. Key Contributions: Partnered with innovation teams to embed immersive learning technologies, including microlearning, video-based content, and AR/VR into enterprise learning experiences. Developed customized leadership and career development pathways to support internal mobility and future workforce readiness. Delivered learning content using skilled facilitation methods as needed. Forecasted training needs to executives and leadership development coaching for top leaders in the organization.

Impact Summary: Spearheaded enterprise learning strategies that elevated engagement, strengthened leadership capabilities, and improved organizational readiness. Launched high-potential leadership accelerators combining experiential learning and action-based development across multiple divisions. led a team of 4 direct reports; partnered with CEO/C-suite via dotted-line engagement. Key Contributions: Led enterprise-wide employee engagement and lifecycle strategies, including surveys, vendor management, insights, action planning, leveraging integrated analytics across workforce experience. Directed comprehensive range of learning modalities and approaches, including e-learning, blended courses, cohort based, experiential and technical skills development, utilizing adaptive platforms, subject matter experts, and integrated real-time feedback mechanisms. Advised executive leadership on strategic learning investments, workforce planning, and change enablement to sustain long-term effectiveness. Design and deliver comprehensive training programs for multiple ops teams, team leaders, supervisors, and managers. Leveraged data, analytics, and LMS insights to measure effectiveness, demonstrate ROI, and continuously improve learning outcomes.

LEAD Executive Program (Strategic Leadership & Innovation),

Stanford Graduate School of Business

2020 - 2022