This portfolio highlights select achievements and projects across multiple industries, showcasing my deep expertise in talent management, learning strategy and leadership development.
Professional Summary .....................................................................................3 Competency-Based Development Program – Eisai Inc....................................4 Career Path– Eisai Inc……………………………………………………………………….………….6 Global Component Design and Manufacturing –Katerra………………................7 Corporate Leadership University – Baxter International.................................9 Measurement & Evaluation...........................................................................11 AI (Artificial Intelligence) In Talent Development –E&S Ring Management……………………………………………………..........................................12 Courses Design for Wake Technical Community College…............................13 Authored: “Can I Go Out And Play In The Sandbox: A Space for Creativity and Innovation”.............................................................................................16 2
Seasoned HR leader with over 20 years of end-to-end talent management experience, guiding organizations through the full employee lifecycle— from sourcing and hiring to development, engagement, and offboarding. Recognized for transforming workplace cultures, improving performance systems, building leadership pipelines, and aligning development strategies with business goals in highly regulated and diverse environments. Adept in leveraging AI and cutting-edge technology for scalable learning solutions. Core Competencies • Strategic Talent Management Succession Planning | Performance Management | Career Pathing | Executive Coaching • Learning & Development Instructional Design (ADDIE) | Onboarding | Compliance Training | Virtual & In-Person Facilitation • Organizational Development Change Management | DEI Strategy | High-Performance Team Building | Culture Shaping • Project Leadership Cross-Functional Team Leadership | Global Learning Strategy | Vendor Management | Budgeting Education • MBA, Case Western Reserve University (Study Abroad: European Union) • MS, Biblical Studies, Dallas Theological Seminary (Study Abroad: Israel) • BS, Psychology and Industrial Relations, University of North Carolina at Chapel Hill Industries & Sectors Pharmaceuticals | Life Sciences | Affordable Housing | Semiconductors | Construction | Energy | Higher Education | Faith-Based Organizations 3
Designed a competency-based program for 25 positions, to close employees’ skills gaps. Won the Capital Associate Industry Ovation Award for project. Competency-Based Training Framework Developed this framework to show “big picture” of the competency-based training program. It begins with identifying competencies through job analysis and job descriptions, follows with development of skill and knowledge assessments, then pinpoints training needs based on position and individual, and finally results in customized training formats such as instructor-led, computer-based, and on-the-job training. Identify Targeted Positions Gather Data Write Job Description Identify Competencies Develop Curriculum by Position Assign Curriculum by Employee Assess Employees Conduct Job Task Analysis Qualify for Position Develop Assessment (Knowledge and Skills) Provide CompetencyBased Training 4
Job Task Analysis (JTA) Example of the training curriculum created for a Packaging Technician. Created a comprehensive model that captures the breaking down of a job into its specific tasks, responsibilities, required knowledge, skills, tools, and performance expectations, measurement and training. Category Activity Tasks / Steps Equipment / Tools / Documents Knowledge / Skills Required Performance Expectations Performance Measurements Training Method Details Monitor and Assure Line A Equipment Operation Operate Palace Bottle Unscrambler Turn On/Off Main Power Start/Stop Equipment Correctly Identify Cases Load Bottles into Bottle Hopper Bottle Unscrambler SOP #PR58 Understand Line Overview Know Location & Purpose of Equipment/Components Perform Basic Equipment Operation Navigate and Use HMI (Human-Machine Interface) Screens Maintain 100% Equipment Operation Perform Accurate and Timely Changeovers Clean Equipment as Required % Completed Within Time % Batches Right the First Time % Labor Rate % Product Yield Teach Concept/Skill Reinforce Concept/Practice Skill Hands-On Training with Trainer ON-THE-JOB TRAINING Trainer Evaluation Method Qualified Trainer Checklist / Skill Demo Capmatic RoadRunner Qualified Trainer Checklist / Skill Demo Palace High Speed Qualified Trainer Checklist / Skill Demo Desiccant Sorter Qualified Trainer Checklist / Skill Demo Krones Labeler Qualified Trainer Checklist / Skill Demo Pace Bottle Qualified Trainer Checklist / Skill Unscrambler Demo Enercon Induction Qualified Trainer Checklist / Skill Demo Sealer/Cap Inspection Qualified Trainer Checklist / Skill Demo CLI 150 Retorquer Qualified Trainer Checklist / Skill Demo Marchesini Cartoner Qualified Trainer Checklist / Skill Demo Marchesini Casepacker Qualified Trainer Checklist / Skill Demo Equipment Aylward Tablet Filler SOPs Training Module Flow for Qualification Designed this training model to show path to qualification. Each steps illustrates progress through a sequence of delivery methods (classroom, online, or self-study), followed by knowledge assessment, on-the-job training (OJT) and performance evaluation. Each step reinforces learning and validates capability, leading to formal qualification for specific work areas. Topic Train-the-Trainer Safet y Batch Record MS Word MS Excel Annual GMP Technical Writing Environmental Monitoring FDA Audits Mechanical Skills Title Introduction to Parent eral Facility Intro t o t he Aseptic Processes Personal Gowning Packaging Simulation Environmental Monitoring As Assigned by Quality Read and Understand CLASSROOM TRAINING Trainer Duration/Schedule L&D Facilit ator 4 hours/TBD Safet y Officer 2 hours/TBD QA Specialist 3 hours/TBD IT Trainer 2 hours/TBD IT Trainer 2 hours/TBD QA Specialist 2 hours/TBD L&D Facilitator 3 hours/TBD QA Specialist 2 hours/TBD Compliance Lead Maintenance Lead 2 hours/TBD 4 hours/TBD Online Modules Delivery Met hod LMS Evaluation Quiz LMS Quiz LMS LMS LMS Quiz Quiz 555 5
The career path structure is designed to ensure employees engaged in the manufacturing, processing, inspecting, packing, or holding of a drug product are qualified to perform the assigned functions thru technical competency. Career Ladder The framework applies to Team Leads and Technicians with progression based on accumulated knowledge, demonstrated skills, and the number of operational areas mastered. Competency Levels Steps Description W – Working Basic task performance with Knowledge supervision Independent execution, trains P – Proficient others Expert knowledge, solves M – Mastery problems Example Operate one process Train peers Troubleshoot complex issues Role-Based Advancement Levels Levels Level I Description Operates in 1 process area Level II Trains/troubleshoots in 1 area + operates in 2 Level III Trains/troubleshoots in 2 areas + operates in 3 + resolves problems independently 6
IMPLEMENTATION PLAN Global Component Design (GCD) does not have a comprehensive training program to aid the organization increasing business needs. 1 Complete Data Gathering 2 Identify Core Competencies for GCD OBJECTIVE AND SCOPE 3 Design Competency Map for all Positions. The Katerra Global Component Design (US & India) team would like to develop and deploy a world-class comprehensive professional learning program to ensure current and future individuals are successful in their present and future roles within the group. 4 Design Curriculum by position 5 Communicate to GCD 6 Design Assessments for GCD Core Competencies. 7 Identify Competency-based Training Resources 8 Assess Employees 9 Global Component Design and Manufacturing– Katerra Create Individual Development Plans PROJECT PERFORMANCE Target To Improve (TTI) Quality (PPM) Developed a global academy with a technical roadmap to elevate design and engineering talent and partnered with manufacturing to design and implement manufacturing training stations. Global Component Design Academy Delivery (OTD) Cost Productivity (Cycle Time) Assessment Results Launch GCD Here 10Your TextAcademy Certificates Attained CORE TEAM Priscilla Nunn Dave Reynolds Tony Lantado Vandana Jadhay Jason Gardner Training Quality Component Component Component 7
Training Stations 8
– Baxter International Leadership University Model Created and implemented a leadership program, integrating peer networking and coaching. Diversity/ Inclusion Leadership Kickoff cGMP Communication Situational Leadership Peer Networking Coaching LEADERS Coaching Delegation Electives Engagement Teambuilding Conflict Management Problem Solving Productive Meetings Technical Writing Time Management Resources Learning Environment Support Supportive Workplace Environment NCLU Leadership Development Model Training Performance 6 Traditional Leadership Development Model 9
Fleepit Digital © 2021