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Work Background
FreelanceGlobal Commuter, Curious Traveler and Content Creator
Feb. 2024Digital NomadI am a curious soul who just so happens to also love observing and exploring human behavior in the workplace. I have taken the leap to set out on a sabbatical from the corporate grind to travel the world with the goal of connecting with people, being a part of their communities and creating true connection with both old friends and new. All the while exploring perspectives on leadership, culture, inclusion and careers from the people I meet along the way. Some say it’s just an extended vacation. I call it my “Long Commute.” Join me at www.thelongcommute.org. Find me on Instagram @longcommuteblog
CarrierDirector, Talent Management (Global Functions)
Jan. 2019 - Feb. 2024Palm Beach Gardens, Florida, United StatesI owned the creation of strategic talent direction for all global functions, comprising ~35K employees across nine departments. I was engaged in identifying and implementing new ways of overseeing the talent pipeline and growing leadership's ability to execute talent processes. Moreover, I delivered sustainable talent solutions by defining talent agenda for all functions and through consultation with executive leadership and HR teams. Some of the achievements from this role include:
► Achieved growth of 5 points in success store and 20% increase in response rate within two years by tracking employee experience and forming action plans for improvements.
► Steered HR operating model transformation by formulating global service delivery catalog, process documentation, and organizational structure for Americas region within the Talent COE structure.
► Drove transformation by establishing enterprise standards for delivering on talent and capability implications across all functions, while executing change management activities to boost transparency and retention of skillful talent.
► Setup new culture by introducing Choose Speed and Play to Win work streams as part of Carrier Way initiative.
► Increased awareness of new culture and promoted conversations at team and individual levels by building change framework and presenting manager / employee tools.
Driscoll'sGlobal Head of Talent and Performance Management
Aug. 2016 - Jan. 2019Watsonville, CaliforniaDuring this tenure, I utilized leadership talents to define strategy and direct team members, assessing and implementing global talent development, succession planning, and performance management. I also enabled campus relations team to build partnerships and oversee internship programs for early career talent. Furthermore, I ensured the successful creation of processes, tools, and execution plans on local level by delivering direction to global talent leaders, identifying and fulfilling business needs of all regions. I also offered innovative consultation to Global Leadership Team (C-Suite). Here are the achievements for this role:
► Generated growth in succession plan health, succession conversion, internal promotions, and employee movement via maturation of talent review and succession planning as well as introduction of globally standardized talent review.
► Established healthy talent pipeline by developing and implementing dashboard metrics to support solution design and analyze impact of talent programs, including setting up targets for succession plan health, conversion, and promotions.
► Championed successful implementation of new performance management technology in EMEA and China by uncovering business requirements, partnering with technology partners for system configuration and driving adoption through targeted change management efforts.
► Drove rotation of high-caliber talent through up to five functions by collaborating with global HR partners and business leaders in formulation of global rotational program, ensuring readiness for P&L and General Manager roles.
Southern California Edison (SCE)Sr Manager, Talent & Assessment Programs
Nov. 2010 - Aug. 2016Rosemead, CaliforniaAs a Senior Manager, I enabled the smooth rollout of enterprise-wide talent and assessment programs by formulating and executing vision / strategy. I facilitated the validation and implementation of assessment tools for ~10K field and line workers. Moreover, I delivered leadership to a team of six members, including three I/O psychologists in developing and verifying selection tools. I also directed technical training team of three instructional design professionals in launching all training programs for craft, field, and engineering roles. A few of my notable accomplishments are:
► Secured $11.9M cost savings and elevated operational efficiency by providing direction to two project teams of senior HR leaders, business executives, and subject matter experts in an HR transformation project.
► Increased employee motivation to explore career options, engage in communications of aspirations, and prepare development plan by initiating effective career development program, workshops, and coaching engagements.
► Attained goal of evaluating 1.6K leaders and built development plans for all leaders via management and delivery of companywide leadership assessment project.
► Enabled on-time introduction of new/enhanced enterprise talent management processes, such as performance management, talent and succession planning, high-potential identification, development planning and corrective actions, as well as the configuration and delivery of a new technology platform (Success Factors).
Koff & AssociatesHuman Resources Consulting Project Manager
Mar. 2006 - Nov. 2010Client Relationship Building - Provided HR consultation and generalist support on a variety of strategic HR initiatives (e.g., performance management, recruitment, job analysis and classification, compensation market analysis and structure development) to over 40 individual client organizations. Developed relationships with executive leadership, union representation, governing bodies and other key stakeholders to ensure we were meeting business needs and to obtain maximum buy-in. Project Management - Managed projects (often multiple concurrent project work streams occurring at the same time), including identifying client unique needs, creating project scope and deliverables, developing final reporting, presenting final recommendations, and creating implementation/change management plans. Job Classification and Org Design - Conducted detailed job analysis for the development of classification structures and job descriptions through the administration of surveys and facilitation of subject matter expert interviews and focus groups resulting in more clearly defined job roles, responsibilities, and minimum requirements. Compensation Market Studies & Salary Structures - Conducted total compensation benchmarking studies, resulting in the identification of opportunities for improved compensation program efficiencies and execution of improved systems that ensured fiscal responsibility and competitiveness in the market for new talent. Training Facilitation - Facilitated staff trainings and counseled client executive management on HR best practices to ensure compliance and best practice implementation. Provided change management support to the organization as projects were implemented. Recruitment - Led full-cycle executive and general staff recruitment efforts for clients, including creating and implementing a sourcing strategy, pre-screening candidates, creating selection tools and facilitating assessments, and coordinating offer letters and on-boarding.
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