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Work Background
USAIDStrategic People and Programs Advisor
Oct. 2024Washington, District of Columbia, United States•Served as a trusted advisor to 50+ senior leaders to understand their human capital concerns, and developed a strategic leadership development plan to close communication skills gaps and strengthen team performance for greater employee engagement and an inclusive culture.
• Drove a strategic change management project to foster collaboration between a newly formed division, which merged
five different divisions, resulting in more collaborative projects to support business objectives.
• Designed and implemented a leadership development curriculum for 100+ middle and senior managers, addressing
human capital, essential skill gaps, and enhancing leadership effectiveness within 2 months.
• Acts as a trusted advisor to 50+ leaders with 800+ employees to manage employee performance and conduct issues, avoiding labor law violations by providing coaching opportunities and learning sessions.Facilitated employee career coaching sessions that empowered staff to navigate their career paths effectively, enhancing communication and resolving workplace conflicts
• Partnered with the Culture Team and utilized data from culture/pulse check surveys to design coaching programs to
support staff, listening sessions, and staff and leadership training for enhanced employee engagement
• Enhanced resource planning alignment with business goals by partnering with strategic partners across the Agency by hosting targeted recruitment events for historically excluded communities.
• Designed and implemented initiatives to strengthen company culture, engaging 50+ senior leaders in identifying workforce concerns, fostering a more inclusive environment, and improving overall team morale.
USAIDDEIA Team Lead
Mar. 2020 - Oct. 2024Washington, District of Columbia, United States• Developed and executed a streamlined HR strategic plan, collaborating with 7+ HR professionals (remote, onsite, and telework) for 1000+ employees, streamlining HR processes for recruitment, performance management, engagement, and retention, and talent management, aligning with the Agency's core values, organizational goals, and objectives
• Drove a cultural transformation initiative that significantly improved employee engagement and satisfaction, resulting in a more cohesive and high-performing humanitarian response team
• Developed and implemented a mentoring program to close the middle management leadership gap by 2% by providing training, coaching, and mentoring opportunities aligning with diversity, equity, and inclusion initiatives
• Created and implemented the Bias Free Hiring Guide to reduce inequitable HR policies that hinder recruitment and hiring efforts for diverse communities
• Revamped the HR division's organizational design in hiring, performance management, and onboarding to enhance decision-making authority, reduce redundancies, and increase workflow efficiency and employee engagement while utilizing cross-functional expertise. Established an organizational design with 5 HR workstreams focused on hiring, performance management, career
development, workforce planning, and talent development for greater inclusivity and equity in decision-making authority,
reducing redundancies, and increasing workflow efficiency
SheWorksGlobal HR Strategist
Mar. 2013 - Mar. 2020Gaithersburg, Maryland, United States• Creates and supports learning pathways and business strategies that align with Client's global expansion plan into new markets, partnering with Senior Leaders and external stakeholders
• Partners with business leaders throughout the expansion process to overcome barriers from growth: human resources, funding, and key relationships by providing business solutions to challenge leveraging key relationships with stakeholders
• Built and implemented an online learning platform and curriculum for community members that focused on key skills required for implementing business strategy
• Participates in industry trade meetings, contributing to policy development, and engages leadership to develop and execute action plans to address policy gaps.
• Designed and developed external and internal workshops, training/seminars for business leaders on evolving business needs, and market trends for creating data-based business strategies.
• Crafted project plans with key milestones for implementation, which included all phases of the project: assessment to implementation Transformed performance management systems into a data-driven, inclusive meritocracy within 9 months, enhancing
workplace culture through targeted rewards and recognition programs.
• Served as the Principal Human Capital Consultant to small to medium enterprise clients, designing and implementing
strategic HR initiatives for performance management, talent management and development, recruitment, employee
engagement and retention, and succession planning with a team of 5
• Designed and executed a strategic recruitment plan, resulting in a 15% increase in diverse candidate applications within 6 months with effective outreach and awareness strategies.
• Partnered with senior leaders to improve workplace culture for a multi-generational workforce by utilizing data from employee engagement surveys and town halls.
Frankfurt School of Finance & Management TurkeySenior HR Consultant
Nov. 2011 - Mar. 2017Addis Ababa, Ethiopia• Led HRD transformation for a government bank with over 23,000 employees and over 1100
branches seeking to move from a lag position to a world-class competitor by creating a
human capital function that aligned with the business objective
•Coached leadership on the SMART objectives on a balanced scorecard performance
management system, enhancing target setting and improving employee performance
plans, resulting in a 30% increase and creating a high-performance work culture.
•Managed and developed a team of 30 HR professionals across five regions, enhancing their
strategic advisory skills and transitioning them from personnel to human capital
practices, resulting in improved business alignment.
•Forged strategic alliances with local universities, implemented a college banking
curriculum and closed the workforce gap, which led to more qualified candidates
•Developed a learning and development framework supporting business objectives by
incorporating skills assessments, modular learning, and self-directed learning, which
outlined curricula • Facilitated a robust succession planning initiative that aligned leadership development with the organizational goals of becoming a world-class bank, fostering a culture of continuous improvement and readiness for future leadership needs.
• Conducted compensation review for internal pay equity and external competitiveness. Presented report findings to senior management with recommendations for salary adjustments and a benefit plan for improved employee satisfaction and reduction in employee attrition.
• Formulated and implemented a competency-based talent acquisition strategy, which included targeted and broad-based recruitment that included a full-cycle recruitment process, closing the workforce supply gap by including new recruitment strategies.
Talent RightPrincipal HR Consultant
Jun. 2006 - Nov. 2011Ibadan, Nigeria• Managed all aspects of this full-service HR consulting firm with 15 employees. Provided comprehensive HR services to corporate clients to facilitate areas including compensation, recruitment, performance management, employee engagement, succession planning, and training.
• Utilized strategic recruitment efforts to fill critical positions, resulting in improvement in key talent acquisition metrics
• Developed and implemented a competency-based performance management system within 6 months, enhancing staff accountability and aligning performance metrics with organizational goals through data analysis.
• Conducted job analysis to ensure internal pay equity and benchmarked salary with industry to reduce attrition
• Redesigned the compensation framework to compress grade levels and align pay ranges, resulting in improved employee retention and a stronger market position within 3 months.Implemented a structured coaching initiative for staff, focusing on career development and pre-retirement plans, which
fostered an engaged workplace and improved overall employee morale.
• Fostered a culture of continuous improvement by conducting regular feedback sessions with employees, significantly enhancing employee engagement and satisfaction.
• Developed and implemented a high-performance work culture through an HR framework, enhancing talent attraction and employee engagement, which reduced recruiting process time and attrition.
Delta Air LinesHuman Resource Business Partner
Jun. 1985 - Jun. 2006Greater Atlanta Area• Served as the HR expert in a matrix environment supporting an internal client group of 25+division leaders and 500+
engineers and mechanics across 130 stations nationwide on HR processes: recruitment, performance management, succession planning, employee relations, and compensation reviews
• Coached employees on performance issues for management feedback and/or preparation for a performance improvement plan
• Partnered with the management team for the rollout of succession planning from: employee selection, employee rating,
coaching and creation of individual development plans to ensure appropriate bench strength
• Managed recruitment process for internal engineering client for internal and external talent acquisition from co-op to senior management roles
• Designed and launched talent development initiatives with inclusive mentoring practices based on the PIE model, achieving a 10% increase in promotions of high-performing employees at risk due to work style differences.
• Served as a trusted advisor to leadership, implementing talent management strategies that improved employee performance and strengthened team-building efforts, leading to a more cohesive work environment.
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