Steven Campos Jiménez

Lead the design and implementation of comprehensive programs to enhance the organizational and leadership capabilities of Intel’s Sales and Marketing Organization. Collaborate closely with senior Sales and Marketing leadership, as well as Human Resources Business Partners, to identify skill gaps, develop targeted training initiatives, and evaluate the effectiveness of these programs.

• Spearheaded the design and execution of leadership development initiatives for Intel's Sales and Marketing organization, directly impacting 7,000+ employees globally by creating successful sustainable programs with a compelling organizational value proposition and mission statement, complemented by a robust culture transformation program tailored for managers and employees. This initiative fostered a unified vision, instilled core values across all levels, and strengthened the organizational identity, driving engagement and alignment with strategic goals."
• Collaborated with senior leadership and HR Business Partners to identify skill gaps, creating targeted training programs that led to a 25% increase in leadership effectiveness metrics.
• Effectively led organizational development workshops with Intel’s Sales and Marketing Senior Leadership and Costa Rica’s Assembly and Test Senior Leadership. Serving as a trusted consultant in building high-performance organizations by conducting thorough organizational health assessments, objectives, and key results, and implementing clear, actionable plans to drive improvement.
• Provided strategic direction for the Intel Sales Academy (Internal Learning Platform), ensuring the integration of cutting-edge industry practices and securing partnerships with leading external training providers impacting a population of 1500+ Sales Leaders.
• Proficiently communicated the progress, impact, and ROI of the programs to senior leadership and stakeholders, highlighting key achievements and areas for improvement.
• Implemented Agile methodologies to drive continuous improvement, leading to a 15% enhancement in program adoption and engagement rates.

Responsible for driving enterprise-wide skill development initiatives, focusing on technical and non-technical learning programs to upskill and reskill Managers and Leaders across the organization. The role involves strategic planning, program management, and collaboration with various internal stakeholders to ensure that learning solutions align with business goals and support the growth of Intel’s workforce.

• Redefined Global Management Capabilities: Spearheaded a cultural shift at Intel, transforming management from a compliance-focused function into a strategic competitive advantage for 13K global managers.
• Designed and Delivered Leadership Programs: Developed and executed comprehensive manager and leadership development programs within the Managing at Intel Academy, seamlessly integrating them into a larger, high-impact manager experience ecosystem.
• Accelerated Corporate Goals: Aligned business unit needs with learning solutions, reimagining and sustaining programs to drive corporate objectives. Utilized agile methodologies, including UX Design and Design Thinking, to ensure customer feedback was effectively incorporated into all initiatives.
• Strategic Metrics and Data-Driven Success: Defined and monitored key program metrics, delivering actionable insights to drive continuous improvement. Led the development of Manager Experience Success Metrics, including differentiation survey strategies and data visualization for pilot programs.
• Consulting Excellence in Costa Rica: As the lead Learning and Development Consultant, played a pivotal role in growing and accelerating talent development in Costa Rica. Successfully integrated key learnings from the Aspiring Manager Pipeline Program into a scalable, enterprise-wide initiative.

Responsible for overseeing the operational effectiveness of the Learning & Development (L&D) function, ensuring the seamless execution of global learning programs and initiatives. This role focuses on process optimization, resource management, and operational efficiency to support the delivery of high-quality learning experiences for Intel employees. The L&D Ops Manager partners with various stakeholders across the organization to manage learning systems, analyze performance data, and implement improvements that align with Intel’s talent development strategy.

• Process Management & Improvement: Spearheaded the integration of new organizational processes, optimizing resource allocation, meticulous planning, and flawless deployment to ensure seamless execution and measurable success.
• Project Management: Strategically managed multimillion-dollar training budgets, capacity planning, and business process management, driving efficiency and aligning with organizational goals navigating across multiple projects.
• Communication and Marketing: Engineered innovative solutions for instructor deployment, precise forecasting, and targeted advertisement strategies, significantly enhancing program visibility and effectiveness.
• KPI’s: Partnered with Global Curriculum Specialists and the Delivery Team to conduct in-depth data analysis, amplifying the impact of Learning & Development initiatives and pioneering new growth opportunities.

Responsible for designing, developing, and implementing high-impact learning and development solutions that enhance the skills, knowledge, and performance of employees across the organization. This role focuses on supporting Intel’s strategic business goals by creating effective learning experiences that address individual and organizational development needs. The Learning & Development Specialist works closely with stakeholders, subject matter experts (SMEs), and internal teams to ensure the successful delivery of learning programs, both in-person and virtually.

• Managed operational support for managerial and leadership domains, including vendor offerings, training room logistics, training material distribution, and customer query resolution.
• Ensured excellence in quality management and performance indicators for operational support, consistently meeting or exceeding service level agreements.
• Fostered strong partnerships with customers, driving high levels of customer satisfaction and service reliability.
• Contributed to key projects focused on transitioning, integrating, enhancing, and optimizing corporate learning and development, leading to continuous improvements in customer experience.