SELECTED WORK

A closer look at how I work.

A few projects that show how I think, how I build, and how I help move complex organizations forward.

Case · 01

Culture TransformationLeadership AlignmentChange CommunicationsEnterprise Integration

Building a Clearer Culture Narrative During Enterprise Change

Challenge: Nasdaq was growing and integrating newly acquired businesses, which created a need for a clearer culture narrative, stronger leadership alignment, and more consistent communication across teams, regions, and business units.
Role: I helped shape the communications strategy for the culture transformation work — supporting employee listening, executive alignment, messaging development, and change communications.
Approach: I translated employee feedback and leadership priorities into clear messaging that helped explain where the culture was headed, why it mattered, and how teams could connect to the change. The work included synthesizing insights, clarifying leadership themes, shaping future-state culture language, and supporting communications that made the transformation easier to understand.
Impact: Helped create stronger alignment around the company's culture evolution, giving leaders and employees clearer language for the change and a more consistent way to connect culture priorities to the broader business transformation.

Case · 02

Employer BrandOperating Model DesignTalent AttractionWorkforce Strategy

Challenge: Nasdaq did not have a dedicated global employer brand function. As the company grew, it needed a more consistent way to tell its people story, attract talent across markets, and connect candidate experience to business priorities.
Role: I built the function from the ground up — including the team, strategy, operating model, governance, regional ways of working, and measurement approach.
Approach: I developed the global employer brand strategy, launched Nasdaq's Employee Value Proposition, created regional execution models, and partnered closely with Talent Acquisition and business leaders to improve how the company showed up to candidates across key markets.
Impact: Created a global employer brand capability that improved how Nasdaq showed up to candidates and employees. The work helped strengthen talent attraction, increase consistency across candidate touchpoints, and support a stronger employee experience — during a period when engagement scores improved by 10% and Nasdaq earned its first recognition on Glassdoor's Best-Led Companies list.

Case · 03

Strategic CommunicationsGovernanceEmployee ExperienceStakeholder Engagement

Challenge: As Nasdaq grew more complex, People communications needed a clearer strategy, stronger governance, and a more consistent voice. Employees were receiving important information from different teams, channels, and formats, which made it harder to create alignment around key priorities.
Role: I redesigned the People communications approach — including the strategy, messaging standards, governance model, stakeholder engagement process, and executive communications support.
Approach: I created clearer ways of working for how People Team messages were planned, written, reviewed, and delivered. This included developing messaging frameworks, improving executive communications, aligning stakeholders earlier in the process, and creating standards that made communications more consistent, useful, and easier for employees to understand.
Impact: Improved the clarity, consistency, and coordination of People communications across the organization. The work helped reduce fragmentation, strengthen employee understanding of key priorities, and give leaders a more reliable way to communicate through change.

Case · 04

Diversity EngagementTalent AttractionCampaign StrategyPerformance Measurement

Challenge: Large organizations often struggle to reach underrepresented talent in ways that feel specific, credible, and connected to real opportunities. The work required more than visibility — it needed sharper audience insight, stronger messaging, and a clearer way to measure what was working.
Role: I led the strategy, messaging, campaign planning, stakeholder alignment, and performance measurement for targeted talent attraction campaigns.
Approach: I developed multi-channel campaigns designed around specific talent audiences, partnering with People leaders, Talent Acquisition, business leaders, and marketing teams to align messaging, media, and hiring priorities. I also built dashboards to track performance, understand what was driving engagement, and help teams make better decisions.
Impact: Increased diverse applications by 31% within four months while giving leaders clearer visibility into campaign performance, audience engagement, and the talent attraction strategies most likely to move hiring outcomes.