Goal: Design and implement new talent-development experiences—career profiles, campaigns, and feedback systems—that encouraged meaningful growth conversations.

Team: HRIS and Talent Development

Role: Sr Systems Analyst connecting system architecture, behavior, and user experience to enable engagement at scale.

This project highlights my ability to translate organizational strategy into system behavior. I design for both the data architecture and the human motivation driving it.

Employees and managers lacked a centralized way to track growth. Legacy tools were transactional, not developmental. HR wanted to support ongoing career conversations but needed systems that felt personal, not administrative.

I treated the initiative as a people-system ecosystem.

Interviewed employees, managers, and HR partners to surface expectations for career growth.

Reviewed system capabilities to identify friction points in task assignments and feedback loops.

Created journey maps for each persona—employee, manager, HR—to understand context and timing of interactions.

Built interconnected experiences that encouraged participation through clarity and relevance.

Created a unified profile combining skills, goals, and accomplishments.

Designed feedback templates with approachable language and grouped prompts.

Simplified workflows so tasks were clear, time-bound, and easy to complete.

Authored rollout communications explaining why the tools mattered, not just how to use them.

Employees began engaging with their profiles proactively. Managers reported more substantive performance conversations, and HR gained insight into talent development without additional administrative load.

Career growth systems succeed when they help people see themselves in the data. By designing for clarity, I helped transform a compliance task into a developmental dialogue.