• Strategic Vision and Execution: Serving as HR Vice President of the $9B Server business, partnered with the EVP to uncover major strategic business resiliency gap through a mix of conversations with Senior Engineering executives, succession pipeline analysis, and advanced and specialized workforce data. Partnered with the business to identify, analyze, and discover single point of failure and succession risks resulting in the CEO/CFO’s approval of a $12M investment in headcount to mitigate the enterprise risk.
• Enterprise Succession Management: Leading Succession for Hewlett Packard Enterprise (HPE), partnered with CEO, CHRO, and Executive Committee to design HPE’s talent management and succession strategy, aligning processes and timelines. In collaboration with business and HR, led the delivery of high-quality CEO/CHRO succession Board of Directors presentations for 3 consecutive years, resulting in increased ready-now successors from 50% to over 70% in critical VP+ roles, and double digit increases in diversity succession representation.
• Fit-for-Purpose Talent Solutions: Architected HPE’s talent vision and strategy, including a career strategy aimed at inspiring the workforce to grow their career through job experiences, gigs, mentoring, and virtual learning. Working alongside the Chief Talent Officer and a talented team of over 50 HR professionals, led the design and delivery of a comprehensive end-to-end talent development process enabled through an AI/ML career hub platform. The 8-month change readiness project plan included several phases from career planning, talent development, career development plans, and performance management solutions resulting in 85% of the company participating in goal progress, career planning with 91% favorable that their career goals can be met at HPE, and 94% believing their direct leader encourages career growth and mobility.
