● Training and transitioning leadership to the new Director● Assisting with and providing documentation and history for ongoing legal cases● Testifying at unemployment hearings● Entering new hires and all changes to HRIS system, as back up support to HR Coordinator

Director of Human Resources June 2021 – June 2022Senior Human Resources Business Partner April 2019 – June 2021● Led HR team at The Providence Center, the largest community based behavioral health organization in RI, comprising of 750 staff and a 58 million dollar operating budget ● Implemented and co-facilitated training on Just Culture, aperformance management framework that utilizes an algorithm toachieve equitable, predictable, and consistent outcomes ● Served as a key member of the Executive Leadership and Senior ManagementTeams, focusing for the last 3 years on creating policies and procedures to lead staff and organization through the unprecedented COVID pandemic, whilestruggling to maintain adequate staffing levels as well as employees’ ownwellness● Identified need, facilitated plan and execution of agency-wide compensation equity analysis and market review, resulting in a roll-out of planful salary increases for all job titles while maintaining financial viability for The Center● Collaborated with Workforce Development team to create and implement career ladders for several roles, directly impacting employee development, morale, job satisfaction, and retention● Directed implementation of employee satisfaction survey and developed plans to improve our lowest scoring areas including initiating Senior Leadership Rounding to improve visibility, establishing Staff Recognition, Wellness, and Diversity, Equity and Inclusion (DEI) Committees, creating wellness rooms and wellness kits for each employee, and introducing safety training for community based staff● Instituted “Rooney Rule” as a talent acquisition initiative at The Providence Center, requiring a diverse candidate to be interviewed for all management roles with the goal of increasing diversity leaders● Guided strategic Care New England HR direction at The Providence Center

● Partnered with all levels of management, up through the President, in the areas of employee relations, compensation, development, change and performance Management● Provided guidance to senior leadership on restructuring, succession planning and individual development plans for high potential employees● Coached employees and managers on ways to establish more effective work relationships, build morale, and increase productivity and retention ● Evaluated EEO-1 data with external consultant and made recommendations to ensure equity in interviewing, hiring and compensation● Provided exit interviews to each resigning employee, analyzed data for trends, investigated as needed and made recommendations for changes ● Advised staff on legal and policy requirements in addition to organizationalobjectives

Senior Human Resources Generalist September 2007 - November 2014 Human Resources Generalist June 2005 - September 2007 ● Administered compensation program, from setting salaries to determining appropriate salary grade for new positions and ensuring equity for employees ● Managed entire recruiting and hiring process for all of the Administrative, Adult, Child and Family Behavioral Health and Integrated Behavioral and Primary Care programs ● Handled complex employee relations issues with discretion and objectivity including general employee complaints, sexual harassment investigations, disciplinary action, and terminations ● Provided new hire orientation to ensure that new employees have the tools necessary for success on their first day ● Supervised and directed daily activities of HR Generalist I, whose responsibilities included ensuring required trainings and certifications are up-to-date for organization ● Maintained and updated policies in accordance with CARF, DCYF, BHDDH, as well as applicable state and federal laws ● Created Tuition Assistance program and managed program on on-going basis ● Designed and utilized new exit interview format in order to obtain more comprehensive turnover data● Evaluated turnover data to identify trends and develop strategies to increase employee morale and retention