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Network Power<100 people
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💸100%
Marketing
✨100%
Business Owner
👍100%
Sales & BizDev
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🇨🇦100%
Canada
Work Background
Aspen BravoHead of Recruiting
Mar. 2026United StatesArchitected and launched end-to-end recruiting function from the ground up — including team structure, operating model, workflows, and enabling infrastructure — establishing the talent acquisition capability for the organization
• Designed and implemented a recruitment strategy targeting high-potential leader/builder talent, building a sustainable pipeline aligned to organizational growth priorities
• Built all recruiting infrastructure, toolkits, and playbooks from zero, equipping the team with repeatable processes and professional-grade materials for scalable execution
• Defined and instituted performance KPIs across the recruiting function, creating accountability frameworks and data-driven visibility into hiring effectiveness
• Partnered with IT to architect ATS requirements and system capabilities, leading functional design for a purpose-built platform to support current and future hiring scale
• Recruited, developed, and coached a high-performing talent acquisition team, establishing culture, expectations, and professional growth pathways from inception
Strategic Resolution ExpertsExecutive Consultant/Director, Human Capital SME
Oct. 2024Maryville, Tennessee, United StatesPrincipal advisor to client leadership regarding comprehensive human-capital strategies, driving HR operations transformation, workforce planning initiatives, enhancing organizational effectiveness, and facilitating data-driven decision-making.
• Boosted curriculum robustness by ~50% and accuracy by 28% while cutting build‑time by ~35% and reducing development difficulty 20% through an automated curricula‑building tool for a government IT organization.
• Converted the HR Operations team into a strategic‑partner model, leading a cross‑functional group to automate workflows, slash manual effort, and refocus resources on high‑value work.
• Delivered measurable improvements in human‑capital outcomes for federal agencies by advising senior and executive leaders on end‑to‑end strategy, HR‑operations transformation, workforce planning, and talent‑management redesign.
• Raised employee compliance and organizational accountability by creating and rolling out targeted communication plans and materials.
Johnson & Johnson Innovative MedicineSpecial Projects Management
Nov. 2019 - May. 2024Horsham, Pennsylvania, United StatesPlayed integral roles in specialized projects for the Global Medical Organization and Global Learning & Development functions, adapting to dynamic needs and driving successful HR outcomes. • Increased enterprise‑wide change adoption for an innovative new talent ecosystem by 10% with robust and strategic change‑management initiatives, despite a task-saturated work environment.
• Improved CREDO scores by ~5 points YoY during COVID‑19 by creating and executing a multi‑stage resiliency program with sophisticated KPI measurements.
• Enhanced workforce planning data‑driven decision-making quality for leaders by boosting the reliability and accuracy of resource‑allocation inputs 30% and delivering dashboards that pre‑emptively answered key strategic questions.
• Expanded reach and adoption of employee‑development initiatives by ~20% through strategic communications, robust program design, and targeted marketing campaigns.
• Enhanced identification, mobility, and retention of Real-World Evidence specialists through a redesigned Global Talent Management framework for distributed COE teams.
Chrysalis Coaching, LLCLife Coach & Life Mastery Consultant
Feb. 2018 - Aug. 2023Newtown, PAFounded and managed a boutique coaching practice specializing in transformational programs that empower clients to overcome barriers and achieve measurable growth outcomes through personalized coaching.
• Generated high client outcomes by diagnosing performance barriers, designing personalized development plans backed by a validated methodology, and instilling a growth mindset through evocative coaching.
• Drove significant behavioral transformations in clients through designing and delivering inspirational workshops addressing pertinent themes such as assertiveness, organizational skills, creativity & innovation, and personal visioning with actionable, real‑world insights. • Transformed client aspirations into measurable results through facilitation of self-directed leadership growth.
Daiichi Sankyo USHuman Resources International Assignee (Global OD, TM & LD)
May. 2015 - Feb. 2018Tokyo, JapanCollaborated with the global C-Suite and regional HR executives to shape the global organizational development agenda for a 10,000+ employee workforce across three continents. • Met aggressive leadership‑advancement targets by launching “Luna WiL,” an accelerated development program for 80+ high‑potential future leaders, featuring rigorous assessments, training, mentorship, and stretch assignments.
• Fast‑tracked the shift to an agile business model for the Japanese organization by designing and deploying change‑management strategies that aligned functions despite layoffs and budget cuts.
• Strengthened succession planning and closed talent gaps by analyzing international bench strength, crafting learning plans, and devising mitigation strategies for identified risks. • Raised readiness and effectiveness of the new Medical Affairs Division by ~10% in five months through strategic team development, process design, and conflict management.
Daiichi Sankyo, Inc.HR Field Business Partner
Nov. 2013 - May. 2015Parsippany, NJStrategically partnered with multiple levels of sales organization's leadership, providing end‑to‑end HR support and driving robust talent management strategies for a client base of 720+ employees.
• Boosted talent retention by designing and implementing a Sales Tiering Program that expanded career‑growth opportunities for reps and managers. • Elevated organizational health to the top quartile by guiding senior sales leadership through performance evaluations and deep talent reviews to accurately identify high‑potential employees and key talent.
• Improved new‑hire retention and outcomes by consolidating decentralized onboarding into a single, reusable framework adopted organization‑wide.
• Mitigated organizational risk by investigating and resolving 70+ employee misconduct cases and advising management on corrective actions.
Daiichi Sankyo, Inc.Human Resources Specialist & Chief of Staff
Jan. 2012 - Nov. 2013Parsippany, NJManaged day‑to‑day HR operations for a fast‑growing division, overseeing HR presence and messaging with the executive committee, budget management, and chief-of-staff support for the CHRO.
• Delivered two organization‑wide, cross‑functional initiatives impacting 3,000+ employees on schedule and within budget, ensuring the successful execution of planned organizational change through disciplined project and change‑management practices. • Improved HR operational efficiency and strategic focus by streamlining workflows, eliminating non‑value‑add activities, and realigning projects to the overarching strategy.
• Elevated HR function organizational health from 2nd to 1st quartile by implementing strategic organizational‑effectiveness initiatives and stewarding a high‑performance culture.
• Secured investment funding and executive buy‑in by guiding peers and SMEs through a rigorous business‑planning process that aligned goals with organizational objectives and launched new Talent Management and Performance Management frameworks.
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