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Work Background
PBSSenior Manager - Talent Management
Apr. 2022 - Oct. 2025Remote
MercerTalent Management Leader
Apr. 2019 - Jun. 2021New Jersey, United States• Drove Executive and Regional Leadership talent review and succession planning strategy and execution, improving commercial leadership capabilities, strengthening and diversifying succession pipelines, and accelerating leader readiness for new roles. • Led change management initiatives globally and at the business unit level, engaging key stakeholders in the change vision, future state identification, planning and execution to create buy-in, mobilize change champions, and drive early and ongoing adoption. • Developed and delivered Mercer’s point of view on enterprise-wide talent initiatives including the configuration and rollout of Workday talent assessment, performance management, and career development tools and the creation of the Marsh McLennan Core Competency Model
MercerTalent Management Consultant
Apr. 2014 - Apr. 2019New Jersey, United States• Redesigned and managed Executive and Regional Leadership talent review and succession planning processes, incorporating various assessments into the talent review process to promote objectivity and improve clarity around leaders’ strengths and opportunities for development. • Redesigned Mercer’s Performance Management framework, guides and intranet site, incorporating regular career development discussions into the process and promoting goal-setting alignment with Mercer Commitments.
• Designed and co-facilitated Team Effectiveness sessions with Executive, Regional and Functional leadership teams; used group Insights® and other assessment results to build shared understanding of group strengths, areas for focus and drive action planning to improve team effectiveness.
• Co-led People Manager Excellence initiative, increasing spans of control among our most effective people managers and moving less effective people managers into individual contributor roles.
MercerRegional Development Consultant
Aug. 2010 - Apr. 2014Connecticut, United States• Conducted training needs assessments and coordinated, designed and delivered training targeted to business and colleague development needs.
• Partnered with HRIS to fully automate and integrate performance management, 360 feedback, talent assessments, competency assessments and succession planning in Cornerstone which led to a simplified and improved colleague experience and increased utilization of our talent management tools.
• Facilitated market-level, cross-business talent reviews and succession planning activities to strengthen leadership pipelines, close leadership development gaps and promote talent sharing across the organization
MercerHR Business Partner
Jan. 2007 - Aug. 2010New York, New York, United States• Served as trusted advisor to the Northeast Zone Leader, New York Metro Market Business Leader and National Support Unit Leaders, delivering strategic and tactical HR support aligned to achievement of business goals.
• Participated on various strategic projects and initiatives created in partnership with business leaders and HR COEs, executing on project deliverables, achieving milestones, and driving projects to completion.
• Partnered with business leaders to develop staffing plans and collaborated with Talent Acquisition to meet staffing goals.
• Managed year-end compensation review process to facilitate equitable allocation of merit and incentive compensation budgets and adherence to promotion guidelines.
The Lewin GroupHuman Resources Director
Jun. 1999 - Mar. 2006Falls Church, Virginia, United StatesIndependent HR Consultant (2005-2006) | Director of HR (2001-2005) | HR Manager (1999-2001) Directed high-level employee relations issues/investigations, talent acquisition, executive coaching, change management, training, and performance management initiatives to meet short- and long-term business objectives. • Cut staff voluntary turnover rates 30% in 4 years, delivering cost savings totaling over $8M (2000-2004) through design/rollout of retention initiatives and recognition programs.
• Contributed to smooth organizational transition through 3 major changes in top leadership.
• Created and implemented a competency-based performance management and career pathing framework, improving transparency and colleague trust that performance evaluations and promotions would be managed objectively and fairly • Secured sufficient funding for key HR programs to meet business objectives by working collaboratively with Finance. • Counseled and coached executive leaders in troubleshooting of complex HR and talent-related issues.
• Participated in design/implementation of HR strategic plans and regional HR programs for the Americas.
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