• Assessed FHA's change readiness and maturity by engaging 25+ internal and external change leaders and practitioners to inform the enterprise change management and leadership development strategy.
• Conducted an environmental scan, reviewing 20+ internal resources, 5 global frameworks, and integrating stakeholder insights to produce executive-facing recommendations adopted by the Change Practice team.
• Designed a user journey map defining the end-to-end experience for 30+ change leaders and sponsors in a pilot group to strengthen organizational change capability.
• Owned and led an environmental scan on portfolio resource management, developing a new project intake process that streamlined resourcing and decision-making for the organizational planning team.
• Collaborated with a cross-functional team of 10 consultants to standardize 15+ change and project delivery tools, strengthening governance and consistency across FHA.
• Evaluating existing training programs by analyzing program evaluation data from 25 cohorts to inform the development of new initiatives that promote change leadership as an organizational competency.

• Led stakeholder engagement through 15+ interviews and analysis of 20+ policies to identify communication gaps, risks, and resistance affecting post-merger alignment.
• Led and collaborated with a 4-member project team to design a change communication strategy for a unified policy, ensuring consistency across 8 functional departments.
• Applied Kotter's 8-Step Change Model to design a scalable communication strategy that improved transparency, strengthened executive alignment, and supported adoption among 50+ employees.

• Conducted an environmental scan of 20+ internal documents and 12 external benchmarks to identify best practices in competency-based hiring across tech and HR sectors.
• Created a competency-based hiring framework by analyzing 95+ competencies across 12 roles, establishing a structured foundation for role-specific hiring decisions.
• Developed an interview evaluation guide and scoring rubric, projected to increase hiring efficiency by 75% and improve candidate-role fit.
• Designed a training and implementation plan for 15+ hiring managers, embedding practical tools and role specific guides to drive adoption and build long-term capability.

• Conducted benchmarking across 6 peer organizations and a comprehensive needs analysis with staff to redesign onboarding and training processes, projected to improve consistency and reduce ramp-up time for 50+ employees and volunteers.
• Supported program documentation and intake tracking by developing 10+ standardized HR templates and process documents, ensuring alignment and consistency across hiring and training practices.
• Collaborated with a 5-member project team to prepare a final proposal with 15+ actionable recommendations, delivered to WESN leadership to guide organizational improvement.

• Designed foresight and risk mitigation strategies that improved change communication and alignment across 5 stakeholder groups, contributing to a 30% increase in adoption of program-related changes.

• Analyzed 7 years of participation data and created targeted communications that drove a 22% increase in program engagement and strengthened community partnerships.

• Led and managed end-to-end recruitment for 3 strategic clients, ensuring alignment between hiring outcomes and broader business objectives across healthcare, retail, banking, and FMCG sectors.
• Conducted hiring trends analysis and market research across 4 industries, generating insights that informed workforce planning and organizational growth strategies.
• Delivered data-driven recruitment reports and strategic recommendations to CXO-level stakeholders, supporting evidence-based decision-making.
ADDITIONAL EXPERIENCE