Community Building
Disrupt HR
San Francisco
Overview
In March 2026, I had the privilege of serving as the Head of Community Partnerships for Disrupt HR San Francisco.
What Is Disrupt HR?
Disrupt HR is a a global information exchange and event movement designed to challenge and reshape traditional approaches to people, workplace culture, and human resources. Speakers talks use a strict structure: exactly 20 slides that auto-advance every 15 seconds.
My Role
I played a central role in managing external partnerships and supporting the online event experience. My responsibilities included:
Managing partner and sponsor relationships, including:
Serving as the main point of contact for vendors, sponsors, and community partners
Coordinating logo placement and accurate partner information across our website and event materials
Building and maintaining the event website to reflect up-to-date sponsor and partner details
Supporting speaker preparation, including:
Meeting directly with speakers ahead of the event
Participating in speaker coaching sessions focused on the Disrupt HR format
Supporting day-of event execution, including:
Assisting with event setup and logistics
Greeting and welcoming attendees on event day
Coordinating our community book swap, a peer-to-peer initiative where attendees brought books to sell at the event bar
Approach Used
This work relied on:
Relationship management – Maintaining consistent, accurate communication with multiple external stakeholders
Community engagement – Creating informal, low-barrier touch points (like the book swap) to build connection among attendees
Behavioral Learning Nudges for Leadership Development
Hi, there! 👋 It has been a few weeks since you completed the workshop. This is often the point when new learning begins to fade!
Your Mini-Mission: 🚀
Complete a short self-assessment to check in on where you are now and where you would like to grow.
If you are a manager, [click here].
If you are not a manager, [click here].
Why this matters:
Continued practice is essential, but pairing it with intentional reflection can significantly accelerate your development.
What did you notice about yourself after completing the assessment? We invite you to share your insights!
Overview
I supported the facilitation and implementation of leadership development programming for people managers in partnership with an external learning vendor. My focus was on designing and delivering learning nudges to reinforce learning and behavior change after formal training sessions.
What Are Learning Nudges?
Learning nudges are behavioral design tools that gently guide individuals toward improved decision-making and habits in learning contexts. They draw on principles from behavioral economics and psychology, encouraging participants to apply new knowledge without limiting their choices or relying on incentives.
My Role
I played a key role in reinforcing learning outcomes and promoting habit formation among leadership program participants. My responsibilities included designing learning reinforcement materials, such as:
Follow-up questions to encourage reflection and discussion
Practical toolkits aligned with key learning themes
Behavioral prompts to drive action and retention
Creating internal communications such as emails and message templates to maintain engagement and keep content top-of-mind for participants between sessions.
Collaborating with vendors and program leads to ensure alignment between the core leadership development content and the post-session nudges.
These nudges were delivered strategically over time to remind participants of what they learned, prompt continued practice, and foster a mindset of ongoing development.
Instructional Strategies Used
The learning nudges were informed by:
Spacing effect – Reinforcing content over time to enhance retention
Behavioral triggers – Cues that prompt timely action or reflection
Minimal effort design – Ensuring prompts were easy to understand and act on without overwhelming the learner