• Led a newly formed Organizational Development function within an 8,000+ employee Fortune 500 enterprise, establishing foundational talent and engagement infrastructure. • Built VP-level talent pools to ensure succession readiness for critical leadership roles. • Increased midyear performance review participation by 10% year-over-year by strengthening manager enablement, governance, and communication cadence. • Influenced Compensation to streamline a three-step year-end process into one, cutting cycle time and administrative load. • Designed and launched the company’s first enterprise engagement pulse survey, establishing baseline analytics and actionable insights to inform employee experience strategy. • Led handbook modernization project, enhancing cultural tone, updating policies, and cutting total length by half. • Led nomination process to recognition as a Washington Business Journal Best Place to Work honoree.

• Served as strategic HR partner to a 500-employee Procurement organization, advising senior leaders on talent strategy, organizational design, workforce risk, labor relations, and compliance. • Partnered with executive leadership through organizational restructuring, aligning role clarity, workforce planning, and change management to business priorities. • Facilitated enterprise talent reviews and succession discussions, strengthening leadership accountability for performance differentiation and development outcomes. • Advised on complex employee relations matters within a highly regulated and unionized environment.

• Led enterprise talent management strategy and team. • Built Amtrak’s first enterprise competency framework guiding talent attraction, development, and performance. • Introduced semiannual talent reviews covering over 400 leaders, embedding accountability for performance, development and succession outcomes. • Reimagined succession planning for 70+ leaders, improving DEI integration, risk assessment, and transparency. • Expanded employee-manager conversation framework to include stay, high potential, career, and professional development coaching conversations to increase engagement, retention, and transparency. • Established data collection strategies to inform future programs and improve communications.

• Led enterprise talent management strategy and team. • Built Amtrak’s first enterprise competency framework guiding talent attraction, development, and performance. • Introduced semiannual talent reviews covering over 400 leaders, embedding accountability for performance, development and succession outcomes. • Reimagined succession planning for 70+ leaders, improving DEI integration, risk assessment, and transparency. • Expanded employee-manager conversation framework to include stay, high potential, career, and professional development coaching conversations to increase engagement, retention, and transparency. • Established data collection strategies to inform future programs and improve communications.

• Led PMO-level organizational change management efforts for Department of Health and Human Services financial management system upgrade. • Facilitated weekly Organizational Change Management team meetings with communications and training specialists from Federal, System Implementation, and PMO teams. • Provided direct support to the Federal Project Manager with executive communications, strategy development, and risk identification.

• Developed, facilitated leadership program at the Department of Homeland Security (DHS) using ADDIE model. • Collaborated with DHS leadership to define leadership learning objectives, frameworks, and development goals. • Led strategic communications for the Federal CIO Council Innovation Committee to promote collaboration and enhance Open Data initiatives. • Advised on strategic recruiting for the DHS CyberSkills Management Support Initiative to attract the next generation cybersecurity workforce.

• Conducted workforce analysis for the National Cyber Security Division at DHS, projecting five-year workforce needs to support growing cyber demands. • Developed and implemented workforce analysis training enabling DHS to conduct workforce planning. • Embedded the National Initiative for Cybersecurity Education framework to establish a common lexicon for describing cyber work and roles.

• Partnered with gothamCulture LLC on culture transformation and leadership engagements for Virgin America, JetBlue Airways, and Google. • Developed facilitation training curriculum for Virgin America’s top flight attendants to deliver peer led training. • Coached JetBlue communications managers through the creation and execution of a strategic communication plan across divisions. • Provided process oversight and messaging guidance during culture change and engagement off sites at JetBlue Airways. • Analyzed interview data and developed leadership alignment recommendations for Google executives.

Brain Based Coaching

NeuroLeadership Institute

Better Conversations & Coaching

Center for Creative Leadership

360 Degree Assessment

Center for Creative Leadership

Myers Briggs Type Indicator

The Myers Briggs Company

Strategic Workforce Planning

Human Capital Institute