My Portfolio

Problem: How do you effectively onboard new team members to a mostly remote team?

Solution: Digital-led Onboarding Experience with human fall-back. Weekly automated emails with specific focus areas for each week and live follow up 1:1 call to connect and have safe space to ask questions

Metric: Onboarded over 250 people in 2 years. 

Role: Digital Talent Acceleration

Company: Cisco, specifically Digital Lifecycle Journeys Team

Time Frame: 2019-2020

 Problem: How do we create micro-learning opportunities for our team to upskill for the future of work?

Solution: Worked with senior leadership team to identify specific skills needed in the future of work for the roles on our team. Then build out digital training platform with multi-modalities per skill identified. 

Metric: Track over 300 employees key performance indicators (KPI's) indicating their progress in training

Role: Digital Talent Acceleration

 Cisco, specifically Digital Lifecycle Journeys Team

Time Frame: Created 2020

Problem: How do we get customers up and running quicker so that we can bill them and reinvest revenue for new projects?

Solution: Analyze all aspects of the current launch process, identify gaps, streamline process flow, and improve time to market. 

Metric: Reduced customer launch time from 8 weeks to 2 weeks, resulting in increased cash flow

Role: Director, Support & Implementation

Company: QLess, Inc. (start-up technology company)

Time Frame: 2015-2016

Problem: People on the team had challenges confiding in their leader on certain things involving work or had questions they didn't know who to go to for

Solution: Meet one on one with new hires 30 days after start date and then one time per quarter to answer questions and address any issues 

Metric: Met 1:1 with over 300 employees each quarter 

Role: People Operations

Company: Cisco

Time Frame: 2017-2021

 Problem: We had plenty of opportunities for employees to ask the leader questions (all hands, etc.), but not enough opportunity for the leaders to get to know people outside of their immediate direct reports causing a disconnect, as well as lack of empathy from senior leadership

Solution: Create roundtable conversations where the leaders ask the questions with the positive intention of just getting to know individual contributors further down in the organization

Metric: 5-7 full-time employees per senior leader, every quarter (ideally not a senior leader they directly report to)

Role: People Operations

Company: Cisco

Time Frame: 2019-2021

 Problem: HR put out wonderful people leader solutions and trainings, but there was a lack of community for the leaders to have a bi-directional conversation about the challenges they were having, as well as the best practices they could share

Solution: Create a monthly series where we talk through announcements, upcoming actions, a particular topic, and have the people leaders talk amongst each other sharing

Metric: Increased in leadership performance 

Role: People Operations

Company: Cisco

Time Frame: 2019-2021

  The Impact of People Leaders on the Millennial Employee Experience

Master's of Science, Organizational Leadership 

National University

Graduated May 2021

 Signals, resistance to change, and conditioned reinforcement in a multiple schedule

Bachelor's of Science, Psychology

Santa Clara University

Graduated May 2009

Problem: Outside of the employee listening that we did, how else can we capture what is working and not working with our employees?

Solution: Create surveys that are easy to fill out, keeping in mind that survey fatigue can occur if too many are sent without action, and take that data to inform our people strategy going forward. 

Metrics: thousands of data points to analyze, report on, and action
Role: People Operations

Company: Cisco 

Time Frame: 2017-2021