Talent Development
Scaled technical and security onboarding for 239 engineers and 200+ developers, and built leadership pipelines that turn business priorities into capability.
Framework
A learning and development strategy built on business outcomes
A strong learning and development strategy connects workforce capability to what the business needs next. My framework rests on four pillars, proven in enterprise programs that reached hundreds of engineers, thousands of people leaders, and regulated teams across the organization.
The four pillars
Program Management
Directed enterprise-wide initiatives end to end — from a 17-line-of-business survey to multi-team bootcamps — delivered on time and within budget.
Data-Driven Strategy
Turned 2,572 people leader responses into the analytics foundation for leadership strategy, pairing quantitative insight with a people-first approach.
Governance & Compliance
Partnered with Legal, Privacy, and Risk to modernize regulatory training, enrolling ~700 design and research employees in updated coursework.
How the strategy comes to life
- Step 1
Diagnose
Start with needs analysis and performance data to find the capability gaps that actually block business priorities.
- Step 2
Design
Translate those gaps into programs, pathways, and partnerships with clear owners, timelines, and success measures.
- Step 3
Deliver
Run the full lifecycle from intake to launch, coordinating subject matter experts, vendors, and stakeholders across the business.
- Step 4
Measure
Track completion, adoption, and business outcomes, then feed what we learn back into the next iteration of the strategy.
See the strategy in practice.