Empowering organizations through strategic HR programs, data-driven insights, and cross-functional collaboration to drive meaningful change and growth.

HR PROGRAM LEADERSHIP

Not just managing projects, but strategically aligning them with business goals. Experience managing multi-year, high-impact HR programs gives me the ability to see the bigger picture, set clear objectives, and drive growth initiatives.

CHANGE MANAGEMENT

Navigating change effectively is essential in today’s dynamic business environment. Expertise in developing organizational change strategies and leading large-scale transformation efforts while fostering a positive culture.

DATA-DRIVEN DECISIONS

With companies increasingly focused on data to drive decision-making and optimize processes, I utilize my ability to analyze data, track performance metrics, and leverage insights to improve HR programs and operations.

Early Career Talent Pools Implementation

 

THE OBJECTIVE

To enhance the strategic management of early career talent by implementing structured Talent Pools within Workday, categorized by program and cohort year, aimed at improving talent tracking and development.

MY ROLE

  1. Project Leadership: Led the project from initiation to completion, overseeing the project lifecycle, defining milestones and managing the project timeline

  2. System Design & Testing: Collaborated with IT and HR Operations to customize Workday functionalities to meet specific talent management needs. Conducted comprehensive UAT to ensure system readiness and functionality

  3. Training Program Design: Authored training materials and planned educational sessions to empower HR managers and regional leads with the tools needed for effective talent pool management

THE OUTCOMES

Streamlined the process of talent categorization and management, reducing the time required for talent placement and development

Provided senior leadership with real-time visibility into the impact and performance of global early career programs to support strategic workforce planning

THE TOOLS

  • Workday HRIS

  • Microsoft PowerPoint & Excel

  • Asana Project Management Software

 

Centralized cost center implementation for enhanced financial efficiency

 

Addressing inefficiencies in financial operations, this project centralized all Early Career Program (ECP) costs into a new cost management model at a leading biotech firm, enhancing financial transparency.

 

Change Management | Strategic Planning | Agile Project Management

Scope: Consolidation of recruiting, wage, and programming costs for ECP participants

Stakeholders: HR Program Manager, Director of Early Careers, Director of Finance, Regional Leads

Timeline: Rapid deployment from December to February focused on strategic planning and system integration

THE CHALLENGES

Initial pushback from regional leads reluctant to change budget control

Delays due to difficulty aligning with incoming CHRO’s availability

Integration challenges with existing financial systems

THE APPROACH

Engagement Workshops: Regular session to align stakeholder goals and project objectives

Agile Management: Responsive adaptations to feedback and evolving requirements

Targeted Training: Tailored sessions to ensure smooth transition for all end-users

THE RESULTS

Streamlined budget management processes, reducing administrative overhead

Unified reporting structure improved decision-making capabilities

Increased support and collaboration from all stakeholders

Building an early-career development program to drive pipeline growth

 

THE OBJECTIVE

The goal was to implement a global early-career talent development program that would:

  • Address skill gaps identified during the strategic workforce planning process

  • Provide comprehensive leadership training and skill development

  • Increase retention and internal promotions by 20% over two years

THE APPROACH

I led a global team that worked with senior leadership, HR, and Learning & Development to build a comprehensive early-career talent pipeline

  • Conducted internal needs assessment to identify leadership gaps

  • Designed a structured development program that included mentorship, workshops, and cross-functional rotations

  • Collaborated with regional HR teams to ensure the program was aligned with local business needs

  • Developed a governance framework to measure progress and impact

THE SOLUTION

The final program involved a mix of in-person workshops, virtual training sessions, and mentorship opportunities, all geared toward building leadership competencies. We also implemented a rotation program across multiple regions to foster cross-functional and cross-cultural learning.