• Led qualitative DEI research for a major US Metro regional transportation system, spanning 30+ Labor Unions & 58 unique construction occupations.• Conducted DEI consulting for a global think tank supporting Fortune 500 companies to strengthen business action for effective climate policies.

Reporting to the Deputy Superintendent; serving on the Superintendent’s Extended Cabinet, responsible for managing the Recruitment, Classification, Compensation, Benefits, Retention and Leaves departments. Successfully led an $85 M Benefits RFP and vendor selection. Led the RFP/vendor selection for a Compensation Market Study of all Non-Represented jobs.Deliverables included leadership training, executive search and Human Resources consultation for executive leaders.Led the work associated with the Superintendent’s "Early Hiring" Goal, hiring teachers, principals and assistant principals.

Leadership Tomorrow, through a competitive application and interview process, annually selects 80 candidates from the private, public, and nonprofit sectors to participate. Leadership Tomorrow offers a unique and highly-admired approach to civic leadership development. Graduates of Leadership Tomorrow have a deeper understanding of the issues that shape the Puget Sound region, are inspired to get engaged in their community, and have the leadership skills necessary to get things done.Leadership Tomorrow fosters the sense of stewardship that helps ensure a balance in the voices and approaches to community problem-solving and supports that vision with integrity, meaning and great fun.— Alan Mullaly, LT'85, Former CEO Ford Motor Company

Reporting to the CEO and Deputy CEO, responsible for directing and delivering programs to transition an administrative focused HR organization to a strategic business partner. Developed and implemented policies and programs in employment, training, development, compensation, benefits, employee relations, employee communications and staff planning. Collaborated closely with the CEO with performance management of executive team; created an executive leadership development track.Conducted an RFP and selection of an Applicant Tracking System. The agency's first ATS, launched in 2010, required re-engineering processes to eliminate repetitiveness, increase efficiencies and ultimately reduced time-to-hire.Coached executive leaders, mid-level, entry- level managers on Leadership success factors. Used leadership study data, articles, speakers and assessment tools i.e. IDISC, 360 Feedback, Emotional Intelligence, Myers Briggs; programs include leadership and organization effectiveness workshops.

Providing HR services on a project basisSound Transit, Human Resources (2008) - RECRUITINGWorked as a contract recruiting consultant generating qualified candidates to fill openings. City of Seattle, Legislative/City Council Human Resources (2007-2008) - EMPLOYEE RELATIONS Developed and implemented an organization-wide Employee Climate Survey project, collected data for: diversity / inclusion, employee / management effectiveness, communication and recognition.Employee Investigations – Workplace Expectations Violations and Equity, Conflict and Complaint Resolution Policy, Diversity, Harassment, Gender: EEO / AA Challenges with resolution proposals.SafeWorks LLC (2006-2007) - RECRUITINGGenerated qualified candidates to fill opening. Implemented a full life cycle recruiting program.

Developed and implemented policies and programs in the areas of employment, training, development, compensation, benefits, employee relations, employee communications and staff planning. Coached managers and staff on matters related to human resources, leadership, and organizational development. Negotiated the 2005-2006 Employee Benefits contract, coming in 12% under expected costs. Re-vamped and updated the compensation structure and the Employee Handbook. Served as project lead on the initiative to upgrade the HRIS system, also upgrading the payroll system (ADP), improving H.R.’s reporting capability and data quality.

Member of senior leadership team (Top 50 Executives), included in the CEO’s annual planning/strategy sessions. Reporting directly to Corporate EVP HR, charged with developing corporate-wide strategies, tools, technical solutions, and impacting how hiring occurred at the company. Created centralized recruiting strategy and sourcing, processes/programs for an organization of 50,000Conducted RFP for selection of an enterprise wide Hiring Management System/Applicant Tracking System to institutionalize the staffing process across all business units. Designed a process for assessment of senior executives identified in corporate acquisitionsDeveloped first Executive Search Services, Diversity Recruiting, Corporate Employment Web Site, and Employment Brand, adding quality, reducing overall costs, and a better candidate experience.Initiated a formal workforce planning process to identify hiring volume by talent segment, business and geography. (24,000 hires annually )

Reporting to the Global Vice President of Human Resources managed staffing and recruiting in the U.S. with global responsibility for programs, policies, and procedures worldwide. Supervised and coached staff of 21, in two locations with dotted line reporting relationships with recruiters in international locations. Managed multimillion dollar contracts with global vendors for advertising, temporary workforce and pre-employment screening and relocation services. Eliminated EEO reporting deficiencies. Developed and implemented the corporate diversity program.Developed global recruiting collateral, policies and procedures, including a global university relations program.