Washington, District of Columbia, United States
• Builds, empowers, and motivates high-performing teams to deliver innovative, yet practical solutions • An empathetic leader who understands the needs of client stakeholders and team members • Calm, optimistic, and creates clarity in challenging, dynamic situations • History of increasing leadership responsibility and career growth in organizational development • Committed to employee experience, leadership development, operational excellence, and loves learning new things Active TS-SCI Clearance
Strategic operational and human capital adviser to senior-level Department of Defense (DoD) clients. • Delivered an organizational assessment, strategy, and implementation roadmap to transform Defense Logistics Agency (DLA) Transformation Directorate change and knowledge management capabilities. • Developed and delivered a training and development program to install a universal organization change management methodology, new knowledge management system, and knowledge governance processes. • Led regular strategic business reviews with DoD executives to align on leadership priorities and identify opportunities to expand support. • Led collaborative analysis between the DoD CIO and Joint Staff to inform Department of Commerce, Congress and White House of the Homeland Defense risks associated with military systems sharing electromagnetic spectrum with commercial industry. • Developed a table top exercise to simulate spectrum under Defense Planning Scenarios and establish conditions the Secretary of Defense ultimately determined National leaders must establish to enable DoD systems to co-exist with commercial industry. • Liased between OSD and Joint Staff J6 Spectrum Branch to reform the DoD’s analysis of international and domestic spectrum policy impacts on homeland defense and national security operations. • Developed and managed process that enabled the OSD to effectively oversee Military Department Spectrum Relocation Fund Portfolio projects and reduce the DoD’s financial loss to sequestration.
The HOH Fellows Programs are best-in-class workforce development programs that place highly skilled and educated transitioning service members, veterans, military spouses, and military caregivers with employers.
Responsible for policy development and oversight of critical human capital programs. Communicates strategic intent into planning and implementation for more than 100 worldwide locations, and reports to senior leadership and board of directors. • Designed and delivered the most comprehensive strategy change to reduce employee self-harm risk in nearly two decades; responsible for learning and development curriculum and internal change communication. • Consulted C-level leaders on suicide prevention policy and initiatives; gained increased commitment that drove a three-fold increase in executive engagement and a 25% improvement in well-being. • Frequently selected to present during executive-level engagements and deliver high-impact communications to Congressional staff, media, and other external stakeholders. • Designed a governance process to improve executive analysis and collaboration and advance strategic priorities, resulting in more timely directives and a 200% increase in organizational change initiatives. • Innovated employee surveys and dashboards to improve internal business client visibility of organizational and individual risk; delivered risk reduction and mitigation training to executives and internal business clients. • Led enterprise-wide collaboration to devise organization design and human resources strategy for a newly established business unit; partnered with peers to develop systemic solutions to talent challenges.
Leader of an academic department and 150-person leader development, training, and education organization. Responsible for talent acquisition, operations, training and education, and organizational effectiveness. • Drove organizational development, defined the talent strategy, and guided curriculum for a learning and development program recognized by a Senior Executive as the best of 42 units. • Promoted inclusion by mentoring and training LGTBQ+ and female leaders to be highly successful in careers from which they were previously excluded. • Improved marketing, talent acquisition, and selection processes for a highly selective training and education program that led to a four-fold increase in qualified candidates and improved retention by 25%.