Vancouver, British Columbia, Canada
I am an enthusiastic individual with a drive for improving the employee experience. My background in Industrial and Organizational Psychology stems from my desire in creating an optimal work environment and in improving people's lives both at work and at home. I help organizations navigate through org and workforce transformations. My specialties are in the assessment and development of talent across levels. My expertise comprises of talent management, change management, engagement, culture, strategic workforce planning, analytics, occupational well-being, and DEI. • Accomplished with analytic thinking with attention to detail and logical means to problem solving • Experience with confidentiality procedures pertaining to data and psychological practice • Excellent communication skills, both orally and written • Professionalism with clients face-to-face • Valuable time management and high ability to multitask by demonstrating how to prioritize multiple projects • Competent in data collection and analysis
Senior HR Business Partner and workforce strategist operating at the intersection of business transformation, talent architecture, and execution rigor. Strategic HR leader partnering across CE&S to translate strategy into scalable workforce decisions—spanning org design, leadership effectiveness, role taxonomy, talent readiness and large scale change in a complex fast‑moving environment as we move to Frontier. Trusted advisor to senior leaders across Strategy & Operations, Global Customer Experience, Customer Experience Architecture, and Customer Advocacy aligned teams, translating business priorities into scalable people outcomes that enable growth, transformation, and sustained performance. Lead and partner on strategic initiatives across the Worldwide Sales & Solutions and Customer Experience & Success orgs, as well as across Microsoft as business critical programs arise (e.g., FY Planning, Talent Redeployment, SPOC, etc).
Geo-MCAPS Talent Architecture and Central HR Planning Lead. • Lead the MCAPS HR relationship and change management readiness across our segments for MCAPS- and Microsoft- wide career programs • Serve as MCAPS POC for business leaders and Talent CoE to advise on and ensure execution of requests that impact business strategy and JA • Lead conversations with company-wide CVPs as part of our Profession Advisory Councils • Partner with cross-functional stakeholders across Microsoft to design and build new solutions that leverage our new JA to realize ongoing value • Led change and project management for landing our Job Architecture (JA) implementation • Responsible for ensuring the clarity and documentation of people and role changes that can impact up to 62K employees in MCAPS each FY by providing guidance and holding stakeholders (e.g., HR, Planning Leads) accountable to ensure compliance with implementation • Lead and oversee the creation of materials for HRC partners to engage Workers Council/TU committees for required consultations. Manage business planning and HR teams to ensure questions and additional data requests are satisfied • Identify improvement opportunities to FY planning process and partner with GSO for streamlining and simplification in new tools • Ensure readiness of BSO and EDM community through readiness playbook and taxonomy validations • Partner with HRS on timeline and execution of data audits and loads to ensure changes go through and advise on both upstream and downstream operational aspects, where relevant • Partner with key stakeholders (e.g., WWIC, Comp) to ensure accuracy of comp changes and business compliance • Serve as the HR SME for taxonomy and ensure operationalization of business strategy to taxonomy for execution. Advise on requests to ensure cross organization alignment with naming conventions, simplification, adherence to taxonomy principles, and clarity in impact to compensation and skilling plans
I lead various client engagements that focus on: *Identifying and assessing talent capabilities to inform performance and development *Building a clear, cohesive talent architecture for career pathing *Surveying employees on their employee experience when it comes to onboarding, global mobility, engagement, culture, departure, and more *Developing and enabling strategic workforce planning to inform talent management processes *Transforming organizations, which consists of operating models and org design *Designing and executing on change management strategies and roadmaps for cloud/technology implementation and adoption *Selecting and visualizing key workforce metrics and benchmarks for business and HR optimization *Conducting quantitative and qualitative data analysis to generate key insights and actions
Leading and supporting team members on various projects across our services (talent measurement and competency modeling, workforce surveys, dashboards, workforce analytics, and HRIS system implementations), developing marketing materials for business development, assisting in client sales/member renewals, creating reports and deliverables, conducting quantitative and qualitative analyses, and serving as project manager for my engagements.
Support Dr. Stephen Zaccaro with conducting research in topics including motivation to develop as a leader, leadership memes, developmental templates, and incident response teams. I assisted in the development of our motivation to develop as a leader (MTDL) framework, supported the design of a construct validation study, conducted our data collection (MTurk, Qualtrics) and analyzation efforts, and edited and contributed to a manuscript on the construct validity of MTDL.
Advanced the leadership capacity of first line employees by creating and curating developmental resources for various leadership competencies such as empowerment, delegation, coaching, project management, and more.
The Volunteer Program Assessment (VPA) began in the Fall of 2009 at UNC Charlotte as an innovative, and completely free volunteer assessment system designed to promote nonprofit organizational effectiveness. The program has expanded to several universities nationwide, including George Mason University. Volunteer consultants work in pairs or small groups to consult directly with the leaders of these organizations in order to help them better understand the attitudes and perspectives of their volunteers. We measure such things as volunteer satisfaction, engagement, and commitment to the organization. An executive summary is provided, which also includes suggestions on how to address the strengths and weaknesses identified through the assessment. Currently, I have consulted with 5 different organizations, three of which I have independently consulted. Responsibilities include, but are not limited to: • Assists in the development, creation, and implementation of a free, web based assessment to promote organizational effectiveness in non-profits. • Provides consultation services for non-profit organizations throughout the country on the effectiveness of their volunteer programs. • Responsible for the collection, analysis, and report generation of employee assessments.