SUMMARY 

Strategic Organizational Development and Talent Management leader with 20+ years of experience building and executing enterprise-wide talent, leadership development, and learning strategies. Proven ability to establish programs and functions from the ground up, partner with senior executives, and translate organizational priorities into measurable talent solutions. Expertise includes leadership development, succession planning, career pathing, competency development, mentoring, employee engagement, and organizational effectiveness.

PROFESSIONAL EXPERIENCE 

Mindr (Consumer Safety Technology) (8/2024-present) 

Organizational and Talent Development 

Built and lead Mindr's Organizational Development and Talent Management capabilities, establishing foundational strategies and programs to strengthen leadership effectiveness, employee development, and organizational performance. 

Talent Management & Organizational Development

• Developed and advanced Mindr's talent management strategy, introducing structured talent assessment, succession planning, career pathing, and employee development initiatives.

• Partnered with senior leaders in talent review and succession planning processes, facilitating talent assessments, evaluating succession readiness, identifying high-potential employees, and supporting targeted development planning.

• Designed a competency framework incorporating core, functional, and leadership competencies, with defined proficiency levels to support talent assessment, career development, and organizational capability building.

• Developed career pathing and talent development resources to support internal mobility, employee growth, and succession readiness.

Leadership & Employee Development

• Designed and developed a 12-month New Leader Program for newly promoted and hired supervisors and managers, incorporating leadership mindsets, coaching, performance management, team effectiveness, and strategic leadership. Launched an initial pilot in preparation for broader program implementation.

• Launched a mentoring program for high-potential employees, overseeing program strategy, nominations, mentor-mentee matching, and ongoing development resources.

• Created the Mindr Academy for Performance (MAP), a company-wide learning strategy incorporating curated learning content, leadership workshops, structured learning paths, and on-demand resources. Achieved NPS scores of 85% or higher across offerings.

• Partner with leaders and learning professionals across the organization to assess development needs, redesign learning offerings, and strengthen leadership and employee capabilities.

Organizational Effectiveness & Learning Infrastructure

• Led the evaluation, vendor selection, negotiation, and implementation of Cornerstone, Mindr's enterprise Learning Management System (LMS).

• Designed and implemented improvements to the employee onboarding experience, including Day 1 orientation and a structured first 90-day onboarding framework.

• Developed and administered annual employee engagement and pulse surveys, partnering with leaders on results, action planning, and reporting to senior leadership.

• Manage learning and development budgets, vendor relationships, contracts, and the recruitment and onboarding of learning professionals.

• Oversee annual compliance training strategy and execution, ensuring required training is maintained and completed across the organization.

Develop talent strategy updates, leadership meeting content, and strategic development materials for senior leadership.

ALLSTATE INSURANCE COMPANY 06/2006 – 11/2023              

Global Learning and Development Sr. Manager 12/18 - 11/23 | Education & Technology Leader (2011–2018) 

Progressively advanced through leadership roles, developing and delivering enterprise learning, talent management, and leadership development strategies across the global organization.

• Designed and led a broad portfolio of talent and leadership initiatives, including management development, DEI, mentoring and sponsorship, early-career leadership, micro-credential curricula, and employee onboarding.

• Achieved average NPS scores of 85% or higher across programs and the highest employee satisfaction ratings for personal leadership development for five consecutive years.

• Led the Women's Impact Network Employee Resource Group, advancing women's professional development and leadership opportunities. Participants achieved 15% higher promotion rates and increased overall company satisfaction.

• Developed innovative sales and leadership learning strategies, including virtual and instructor-led programs, regional leadership forums, and strategic business meetings, achieving average satisfaction ratings of 95%.

• Managed program budgets, vendor relationships, contract negotiations, and the recruitment and development of learning professionals.