Talent Programs Built with Intention & Purpose

The talent lifecycle begins at the attract phase, when candidates are engaged with your brand through experiences like social media interactions, candidate information sessions, sourcing programs, employee referral programs, etc. This engagement continues through to their experience during application and selection, including the interview process. 

Examples of the work I do in this area include:

• Assessing and redesigning talent acquisition systems to remove bottlenecks, improve efficiency, and strengthen candidate experience
   
• Defining talent brand and employee value propositions that align to culture, growth, and business strategy
   
• Building end-to-end talent acquisition strategies, including workforce planning, forecasting, and success metrics
   
• Designing modern, competency-based hiring and selection processes that work for both candidates and managers
   
• Creating tools, templates, and training that enable managers to hire well and consistently
   
• Optimizing recruitment infrastructure — from job architecture and postings to technology, AI, and process automation

The talent lifecycle continues from the attract phase to the grow phase, with thoughtful onboarding to engage and assimilate new hires quickly, and then with investments in continuous development like guided learning paths, leadership programs, and programs that accelerate your people's readiness for the next stage of their careers. 

Examples of the work I do in this area include:

• Design an onboarding program that accelerates engagement of new hires

• Build a process to identify and develop critical talent and successors

• Optimize the structure and alignment of your roles and career paths

• Develop a competency architecture with leveling guides and career ladders

• Refine performance management and feedback approach

• Curate a development curriculum across core competencies

• Design internal mentor program and internal rotational programs

• Create leadership development programs for aspiring leaders, new managers, and rising executives

• Create talent review and succession planning process with all necessary guides, templates, and talking points

With purposeful design, every experience across the talent lifecycle is centered on the goal to engage, propelling feelings of belonging, being invested in, and cared for.  Engagement and employee voice surveys, overall culture transformation, inclusion programs, recognition and appreciation programs, wellness actions, company gatherings, and org design also fit into this practice area. 

Examples of the work I do in this area include:

• Define, optimize, and transform the organizational culture

• Build out reward and recognition programs tied to culture and competencies

• Develop a compensation philosophy

• Design surveys to assess and act on the employee voice

• Review engagement survey results and synthesize into recommended next steps and action plans including communication cascade

• Create employee communication plan, including advising on voice and channels

• Advise on decisions around voluntary separation, reduction in force, and policy development in ways that remain talent centric

• Create stay interviews and retention plans

• Organize, produce, facilitate team off-sites and retreats to align on mission and culture