Building clarity that moves
organizations forward.

The Challenge

A major business unit was being sold — directly impacting approximately 8,000 associates within an enterprise of 30,000. Rumors were already circulating before the announcement was ready. Leadership needed a communications approach that was truthful, proactive and legally sound — all at once.

My Approach

• Advised executive team on proactive disclosure strategy; partnered with the external communications team to build a leak response plan into the overall communications framework
• Led the centralized enterprise communications effort, ensuring communicators across all functions and businesses were equipped to cascade information consistently
• Developed audience-segmented plans — mapping who needed to know what, when and through which channel
• Built a dedicated digital hub to keep frontline associates informed throughout the transition
• Designed and delivered a change leadership training program — taking more than 200 leaders through the curriculum
• Sustained an 18-month communications effort from announcement through close

The Outcome

• Business continuity maintained throughout the full transition
• ~8,000 directly impacted associates communicated to with clarity, consistency and dignity
• 30,000 enterprise associates kept informed and engaged
• 200+ leaders equipped and confident going into difficult conversations
• Custom change leadership curriculum developed and delivered — a first for the organization
• Dedicated frontline digital hub launched to sustain real-time access to information

The Challenge

Across a two-year period, a global organization navigated multiple restructurings — spanning new leadership transitions, operating model shifts, company-wide reorganizations and headcount reductions. Each required a distinct approach while maintaining one consistent, trusted voice. The cumulative risk: disengagement, cultural erosion and loss of confidence in leadership.

My Approach

• Developed comprehensive communications kits for each phase: talking points, FAQs, message maps and audience-segmented leader guidance
• Brought people leaders and HR partners in early — so they felt equipped, not caught off guard
• Identified a critical stakeholder gap mid-process and course-corrected before key decisions were finalized — ensuring the right voices shaped the communications
• Orchestrated 3 restructuring communications across company-wide and divisional populations
• Balanced transparency with legal and HR constraints at every touchpoint

The Outcome

• Employee engagement rose 1 percentage point across a year of significant disruption — recognized by executive leadership as an exceptional outcome
• People leaders consistently reported feeling equipped and confident going into difficult conversations
• Communications infrastructure became a repeatable playbook for organizational change
• Process was noted for the clarity and care shown to employees at every stage

The Challenge

Elevated to a newly scoped enterprise Director role, the mandate was to transform a fragmented, reactive communications function into a cohesive, strategic capability. The team existed — but there was more to build: more governance, shared standards and strategic infrastructure to operate effectively at scale during a period of relentless organizational change.

What I Built

• Launched a 20+ member Internal Communications Community of Practice for shared learning, governance and problem-solving across global functions
• Established a Monthly Integrated Communicators Connect — bringing internal, digital, corporate and PR leads together to break down silos and enable proactive planning
• Created enterprise consistency standards for appointments, promotions, leadership transitions and departures
• Launched first-ever global town halls with baseline measurement
• Expanded and deepened CEO communications reach across the enterprise
• Deepened connection with the top-180 executive population through 2025, a year marked by significant market and organizational uncertainty

The Outcome

• Cultural Beliefs Index +1 point year-over-year
• Manager Effectiveness Index +1 point year-over-year
• 85% global town hall satisfaction — first-ever baseline established
• CEO video view average grew +5pts vs. prior year
• 10 CEO-led communications delivered in 2025 supporting major strategic milestones
• Built two team members into community practice leaders — succession embedded in the work