Cost re-allocation roadmap
Led transformation planning, governance, and implementation of 2 of 5 phases over 3 years.
Selected results
Evidence from work at enterprise scale.
Enterprise transformation, global HR technology, workforce integration, and talent operations have all produced measurable outcomes.
Governed HCM data products across eight leadership levels
Created a reliable, governed data foundation with information released on real-time, weekly, monthly, and quarterly cadences.
Core HR processes brought into consistent governance
Applied process and data governance across core HR operations to strengthen ownership, consistency, and enterprise coordination.
Reduction in HR technology spend
Removed redundant systems to achieve cost savings and streamline experience
Lower projected profitability disruption during workforce integration
Transitioned a critical contractor-supported capability to internal teams three months ahead of schedule, reducing the projected disruption from 20% to 3%.
Reduction in recruiting costs
Talent operations redesign also reduced time-to-hire by 30% and improved skill alignment by 71%.
Learning & development
Build capability that lasts.
Learning programs connect data, leadership readiness, and workforce transitions to sustainable outcomes.
Data literacy & decision support
Built a three-level Data Literacy for HR Professionals curriculum and trained HRBPs and COEs in data storytelling.
Leadership & cultural development
Led and participated in leadership programs, drawing on leadership and cultural assessment models to support executive and team development.
Enterprise onboarding & succession
Developed and delivered enterprise onboarding and succession program aligned to sustainable growth and retention targets.
Interviewing Standards
Developed and implemented triad interview structure across behavior, culture, and technical themes across the enterprise.
Partnerships
Aligned internal and external expertise to deliver comprehensive solutions.