Jan 2020 – Jan 2023 · 3 yrs · Hybrid

• Led global learning, talent, and engagement strategies to support rapid growth, leadership capability, and organizational effectiveness.
• Learning Strategy & Framework Creation: Established Cohesity’s first enterprise learning and development philosophy and framework, embedding continuous growth across teams.
• Leadership Programs: Designed and delivered leadership programs spanning the full leadership lifecycle, including New Leader Orientation, People Leader Network, executive learning initiatives, and a six-month Vice President development cohort that strengthened executive capability and cross-functional collaboration; 98% of VP participants reported confidence in applying skills and taking action.
• Behavioral Change Enablement: Introduced and scaled LEADx microlearning to reinforce daily leadership behaviors and habit change, achieving 80% adoption across the leadership population.
• DEI Council Launch: Co-founded and led the company’s first Diversity, Equity, and Inclusion Council in partnership with the CHRO, establishing executive led Workforce, Workplace, and Marketplace pillars and significantly increasing engagement among women and underrepresented groups within one year.
• Onboarding and Retention: Revamped onboarding and manager enablement to reduce first year turnover by 4% and improve leadership effectiveness through data-driven insights.
• Performance Management: Facilitated rollout of redesigned performance management practices emphasizing coaching, feedback, and pay-for-performance alignment; 90% of employees agreed their manager provides regular, constructive performance feedback.

Jan 2020 – Jan 2020 · 0 mo · Freemont CA · Remote

• Designed workforce development and engagement initiatives to support agility, collaboration, and performance in a global manufacturing environment.
• Workforce Development: Established global talent development programs and standardized assessment tools to support equitable career progression.
• Engagement Strategy: Led enterprise engagement surveys and post-survey action planning across executive and management populations.
• HR Business Partner Enablement: Streamlined processes enabling human resources business partners to support strategic workforce and human capital planning.

Jan 2016 – Jan 2019 · 3 yrs · San Jose, CA · On-site

• Designed and delivered flagship leadership programs advancing inclusion, culture, and future-ready leaders.
• Leadership Development: Advanced a global coaching culture by training 3K+ people leaders through the “Leader as Coach” program, which included one week of in-person coaching followed by six months of triad-based cohort sessions to practice and refine coaching skills. Complementary programs, Courage at Work, Bring Whole Self to Work, and Leadership Accelerator, further strengthened leadership capabilities and embedded cultural behaviors, driving an 80% increase in engagement and manager effectiveness.
• Organizational Development & Strategic Alignment: Provided targeted OD consulting to the Product organization, leading change management for quarterly organizational transformations and partnering with leaders to minimize productivity disruptions while sustaining engagement during multiple, large-scale changes.
• Employee Engagement & Data-Driven Action: Facilitated the global engagement survey and post survey strategy, leveraging a leader-as-coach approach that drove the greatest gains in engagement. Enabled managers to review individual results and work directly with their teams on targeted actions, while identifying one to two enterprise broad focus areas, resulting in a 5% YOY increase in employee engagement.
• Culture & Inclusion: Advanced eBay’s culture transformation through the Luminary Program and International Women’s Day workshops, fostering inclusive behaviors and empowering women in technology.
• Onboarding & Leadership Alignment: Designed and launched New Leader Orientation to align leaders with company values, culture, and leadership expectations; 87% of participants reported increased confidence and capability to lead effectively.

Jan 2015 – Jan 2016 · 1 yr · San Mateo, California, United States · On-site

• Designed and executed change management strategies to effectively navigate people, process and technology transformations, ensuring seamless adoption and achieving desired outcomes.
• Partnered with Visa University and HR Business Partners to create tailored Degreed learning pathways, aligning finance goals to drive talent development and retention.
• Conducted Alpha and Beta testing to identify and resolve inefficiencies, eliminating downtime in the supplier management process and enhancing operational performance.
• Led the global rollout of the supplier quality management systems and processes, achieving compliance with federal regulations, meeting customer expectations and safeguarding Visa's brand.

Jan 2013 – Jan 2015 · 2 yrs

• Managed end-to-end enterprise business transformation, including stakeholder analysis and engagement plan, impact analysis, culture change plan, and post-deployment strategy.
• Crafted project communications, training, and presentations.
• Led integration of new gas operations procedures across lines of business, driving alignment with strategic direction and enhancing safety of gas pipelines.
• Championed change management projects to comply with California Public Utilities regulations and increase employee and customer safety.

Jan 2011 – Jan 2013 · 2 yrs

• Instituted a structured change management methodology for Gas Operations, involving people, processes, and technology.
• Liaised with Technical Instructors to educate instructors on changes and instructional content, ensuring high-quality learning experience.
• Authored communications and resistance management plans to reduce risk and maximize compliance.

Jan 2007 – Jan 2011 · 4 yrs

• Led Curriculum Development team to identify present and future talent requirements to promote business goals and safety requirements.
• Translated talent requirements into curriculum and comprehensive learning solutions.
• Enabled end-to-end workflow, utilizing industry standard models such as ADDIE for leadership programs.
• Devised programs and curriculum, resulting in a strong bench of First Line Supervisors, with acumen for managing technical and people issues.

Jan 2005 – Jan 2007 · 2 yrs

• Led change management for a large-scale business transformation impacting approximately 18,000 employees across the service territory.
• Partnered with executive and operational leaders to implement process, technology, role, skill, and culture changes designed to improve operational efficiency, capture costs, enhance customer reliability, and strengthen safety outcomes.
• Focused on driving adoption, building leadership capability, and embedding sustainable ways of working across the enterprise.

Jan 2001 – Jan 2004 · 3 yrs · On-site

• Served as an internal Organization Development consultant, supporting leaders and teams across multiple geographic regions.
• Partnered with business leaders to design and deliver team development interventions that improved effectiveness, trust, and performance.
• Coached leaders at multiple levels on leadership capability, change readiness, and organizational effectiveness.
• Led process improvement initiatives to streamline ways of working and improve cross-functional collaboration.
• Consulted on culture change efforts aligned to business strategy, safety, and operational excellence.
• Facilitated workshops and leadership sessions focused on engagement, alignment, and sustainable change.
• Adapted OD approaches to diverse operational environments across a large, regulated utility.

Jan 2004 – Jan 2005 · 1 yr · San Jose, California, United States · On-site

• Enacted OD and change management strategies to propel diversity initiatives and intentionally create an inclusive culture.
• Provided Organization Development consulting to HR Consultants, firm partners, managers, and staff across Bay Area offices.
• Implemented Career Watch program in Pacific Northwest to monitor professional development and career progression of management-level women and minorities, bolstering retention of target population.
• Headed rollout of Global People Survey for Pacific Northwest; planned communication, gained leadership support, and made strategic plans to address survey data for higher employee engagement and satisfaction.

Jan 1999 – Jan 2001 · 2 yrs · San Francisco Bay Area · On-site

• Implemented and managed time & billing tracking systems.
• Led timekeeping, utilization, and reporting processes.
• Supported full-cycle HR Generalist responsibilities in a fast-paced agency environment.

Jan 1997 – Jan 1999 · 2 yrs · Stanford · On-site

• Provided full scope HR Generalist support across employee lifecycle activities, including onboarding, employee relations, policy guidance, and HR operations.
• Partnered with managers and employees to ensure consistent application of HR policies and compliance within a complex academic environment.
• Managed HR reporting, documentation, and process coordination to support operational efficiency and decision-making.
• Led the Year 2000 (Y2K) readiness initiative for Environmental Health & Safety, ensuring institutional preparedness.
• Designed and executed the logging and tracking of critical Environmental Health & Safety equipment in advance of Y2K.