From Stage to Strategy

THE INTERVIEW 

The Human Behind the Title

What first pulled you toward a career in HR?

I found my career by accident. I was recruited out of high school to be a professional dancer and choreographer, traveling the country to perform and teach until I broke my ankle. Back home, I took a job, excelled, and was soon training others. This led to a formal role in corporate learning, and from there, I expanded my focus to include performance management, DEIB, coaching, and many other areas. I stayed open to opportunities, and it turned out to be the perfect path.

Was there a moment that shaped the kind of leader you are today?

Many. I've learned by observing leaders how they made me feel, what stuck with me, and why. I've also overcome significant personal trauma. Those experiences taught me resilience, boundaries, owning my story, and the power of choosing how we show up.

What's something personal that influences how you lead?

My parents. First, my father, Mike. He worked multiple jobs, including third shifts and weekends, and served in the National Guard, not to be away from us but to build a better life. Yet he always made time for us and never lost his sense of humor. The same with my mom, Nancy. She juggled a similar work schedule, raised a family, kept a home, and still made us a priority. I can't think of a significant moment when they weren’t there for me. The balance of sacrifice and joy that they have exhibited throughout my life profoundly shapes how I lead people and work.

Work You're Proud Of

What’s one initiative or project at Hormel Foods you’re especially proud of?

I'm incredibly proud of our comprehensive approach to performance and talent planning. We've embedded performance management, talent assessments, succession planning with health measurements, and meaningful career conversations into our culture. What makes this special is that it wasn't a solo effort; it was a true cross-functional collaboration. Together, we've built a framework that supports both individual growth and organizational readiness.

What’s something you’ve done that made a real impact on people or culture?

We recently launched a company-wide learning initiative for all people leaders focused on how to address performance effectively with clarity, empathy, and accountability. It was a joint effort between our Learning and Organizational Effectiveness team and our HR Business Partners. The feedback has been overwhelmingly positive. Leaders now feel more equipped to navigate challenging conversations with confidence and care, which is a vast cultural win.

What's a challenge you helped your team navigate recently?

Change is constant, and my team is immersed in it every day. What I'm most proud of is how we show up for each other, giving and receiving feedback, navigating disagreements with respect, and staying aligned through it all. We support each other not just professionally but personally. As a leader, there's nothing more rewarding than seeing your team thrive together.

Leading in Real Life

What does leadership mean to you today?

• I define leadership as meeting needs.

• Great leaders get comfortable being uncomfortable. We won't always have the answers, but we must keep learning and leaning in.

• We should ask more questions and make fewer statements. That's how we grow others.

What's one lesson you've learned the hard way?

My directness is both a strength and a challenge. I'm naturally brief and factual, which works in some situations but not all. Over the years, I've learned to adapt my style, read the room, and take accountability for how I communicate.

How do you stay motivated in your role?

I thrive on new challenges. And yes, I have imposter syndrome like many of us! But I remind myself: I didn't get here by accident. I've earned every step. My personal mission statement is constantly revisited to keep me grounded: I was created on purpose, with a purpose to encourage others to realize and reach their full potential. I lead with unapologetic authenticity.

Paying It Forward

What advice would you give to someone just starting in HR?

• Invest in EQ: Self-awareness and empathy are your superpowers.

• Think strategically: Connect people strategies to business outcomes.

• Stay curious: HR is constantly evolving. Embrace learning, feedback, and change.

What do you wish more executive teams understood about HR?

HR isn't just a support function. We're a strategic asset. Involve us early and often. We bring insights that drive culture, performance, and alignment.

Who's someone you've learned a lot from, and why?

I’ve been blessed throughout my entire career with great leaders who saw potential and invested in my development. They all took the foundation that my parents and previous leaders gave me and continued to build upon it. I do have a role model that I think of daily, Rona Berinobis, who is the SVP of Corporate Responsibility and Organizational Development at Athene. She has been by my side as a coach since 2012. Much of how I show up as a people leader has been influenced by watching her and hoping to be for someone else what she has been to me. 

Help us keep sharing real stories