My Portfolio.
This portfolio reflects my approach to designing and developing impactful learning and talent development experiences. It offers a glimpse into how I think strategically, translate business needs into meaningful development solutions, and create experiences designed to build capabilities and drive behavior change.
It also reflects the importance I place on clarity, structure, and purpose in everything I develop. While proprietary information and materials cannot be shared, the examples presented here offer insight into my approach, creative process, and commitment to developing solutions that make a meaningful difference.
Building Organizational Development & Talent Management Capabilities
Built Mindr's Organizational Development and Talent Management capabilities from the ground up, establishing foundational strategies and initiatives across talent assessment, succession planning, career pathing, and leadership development. Partnered with leaders to identify organizational needs, strengthen talent pipelines, and create opportunities for employee growth and advancement. The company had no infrastructure in place and no talent management strategy in place
Leadership Development & New Leader Program
Built a 12-month immersive program for newly hired and promoted leaders. The structure is broken into 4 phases: Self-leadership and Mindset, Leading Individuals, Leading Team and Outcomes, and Leading Strategically. The program includes a 2-day live workshop, on-demand curated content, discussion groups and a capstone project. Incorporated leadership mindsets, coaching, performance management, team effectiveness, and strategic leadership.
Mentoring & Talent Development
Launched a mentoring program for high-potential employees, overseeing program strategy, nominations, mentor-mentee matching, and ongoing development resources. Developed and advanced Mindr's talent management strategy, introducing structured talent assessment, succession planning, career pathing, and employee development initiatives
Learning Strategy & Infrastructure
Created the Mindr Academy for Performance (MAP), a company-wide learning strategy designed to foster a culture of continuous learning and development. Established a diverse portfolio of development opportunities, incorporating curated learning content, leadership workshops, structured learning paths, and on-demand resources to support employees in building skills, strengthening capabilities, and growing in their current and future roles. Achieved Net Promoter Scores (NPS) of 85% or higher across offerings, reflecting strong participant engagement and satisfaction.
Employee Engagement & Organizational Effectiveness
Developed and administered annual employee engagement and pulse surveys, partnering with leaders on results, action planning, and reporting to senior leadership. Designed a competency framework incorporating core, functional, and leadership competencies, with defined proficiency levels to support talent assessment, career development, and organizational capability building.
Onboarding Compliance and LMS
Designed and implemented improvements to the employee onboarding experience, including Day 1 orientation and a structured first 90-day onboarding framework. Oversaw the implementation of new LMS for the company (Cornerstone) to include contract negotiation, change management and technical implementation.
Oversee annual compliance training strategy and execution, ensuring required training is maintained and completed across the organization.
I approach talent management through a systems-thinking lens, recognizing that talent development, career growth, and succession planning are interconnected components of a broader organizational strategy. Rather than viewing these as standalone initiatives, I believe they should work together as a continuous process—identifying talent and capabilities, assessing potential and readiness, creating targeted development opportunities, and preparing individuals for future roles and responsibilities.
When thoughtfully connected, these practices help organizations build stronger talent pipelines, support internal mobility, develop future leaders, and ensure the right capabilities are in place to meet evolving business needs.
