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Work Background
Sealed Air CorporationGlobal Talent Management Director, Learning and Organization Development
Jul. 2020United StatesIn this global role, I was hired to build a scalable, data-driven talent development strategy (and COE function) that could support Sealed Air’s business growth, leadership succession, and global workforce transformation. • Built and led a global L&D and OD function serving over 20 countries and 14 languages, aligning talent development strategy with enterprise priorities.
• Delivered leadership development programs impacting 2,500+ leaders, contributing to a 100% promotion rate for high-potential talent in the first cohort, and achieving a Net Promoter score for programs of 95%.
• Influenced the C-suite leadership to change directions with their leadership development plan, resulting in saving $3.5M+ by designing in-house scalable learning programs and eliminating dependency on an external consultant firm, • Managed a global COE with six direct reports, and multi-lingual team of matrix reports nine talent analysts; integrated AI, analytics, and business insights into talent strategy.
• Oversaw talent development budget; improved resource efficiency and accessibility to virtual and elearning content globally in multiple languages.
• Partnered with executive leadership and HR to implement skills-based workforce planning and succession frameworks.
• Accelerated time-to-fill for senior roles by reducing reliance on external hiring, directly improving succession pipeline metrics.
Albemarle CorporationSr. Consultant and Manager, Global Talent
May. 2018 - Jul. 2020Charlotte, North Carolina AreaBrought in to build the L&D team, scale leadership development capabilities globally and support the company’s ERP transformation as the OD consultant while aligning learning technology with business readiness.
• Designed and launched the company’s first Women in Leadership program, supported by CEO sponsorship; reduced attrition and advanced inclusive leadership.
• Rolled out nomination-based high-potential leadership pathway; aligned to business needs and workforce planning.
• Led global LMS implementation in 14 languages: trained staff and managed change adoption.
• Conducted cross-functional skills gap analysis; used findings to adjust development frameworks and succession pipelines.
• Advised plant site leaders and HR business partners on aligning frontline leadership development to operational goals.
• Led ERP training enablement strategy globally; integrated LMS content, vendor coordination, and SME knowledge to support enterprise adoption across all regions within two years.
Denver WaterHuman Resources Director, Talent and Organization Development
Jan. 2015 - Jan. 2018Greater Denver AreaArchitected Denver Water’s talent ecosystem—from LMS and L&D team launch to leadership development, performance systems, and succession success.
• Developed a 3-year workforce plan that reduced attrition by 25% through succession readiness and internal mobility programs.
• Partnered with Employee Relations and Legal to reduce compliance and EEOC cases by 34% through targeted leadership development.
• Advised Chief of Administrative Staff and senior executives on OD strategy, structure alignment, and change readiness.
• Delivered executive coaching and field capability programs to full organization.
• Increased manager capability through targeted interventions, contributing to a measurable rise in engagement and performance scores across multiple business units.
• Launched the organization’s first enterprise Learning Management System (LMS), enabling digital training delivery and centralized learning access for 2,000+ employees.
• Built and led first dedicated L&D team, setting SOP and governance and laying the foundation for scalable, strategic employee development.
• Implemented a modernized performance management process that linked individual growth to organizational objectives, improving performance tracking, accountability and alignment.
• Managed and optimized the L&D budget, maximizing program reach and ROI, including vendor partnerships and technology implementation.
• Delivered coaching to mid- and senior-level leaders to support internal career mobility and succession planning; supported several cross-functional promotions.
City of BoulderSr. Organization Development Consultant
Jan. 2014 - Jan. 2015Boulder CO* Conducted an organizational assessment that resulted in the creation of a strategic 5-year roadmap, change management plan, and processes/programming to achieve the professional development and well-being needs of 1.1K employees. * Collaborated closely with the Mayor and C-level leadership to identify organizational gaps/focus areas for policy, process, and system improvements within the L&D, talent management, and succession planning functions.
City of CharlotteOrganization Development and Training Manager
Jan. 2007 - Jan. 2014North Carolina, United StatesLed government innovation in workforce development—launching the City’s first LMS, simulation training, and technical career pathways to modernize public sector learning.
• Created L&D and OD departments within Charlotte Water and Department of Transportation, supporting 7,000+ employees citywide.
• Introduced first snowplow simulation training, significantly improving safety and reducing training-related damage costs.
• Led implementation of the city’s first LMS; managed enterprise-wide change management and user training.
• Collaborated with the Chief Engineer to launch an in-house career pathway for technical roles; improved retention and succession outcomes.
• Served as internal consultant to department leaders on culture, capability, and performance initiatives.
• Reduced onboarding time and improved frontline readiness through LMS-led content deployment and streamlined training operations.
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