Independent consulting firm providing practical, innovative HR solutions to worldwide clients.• Interim HR executive, crisis management, and change leadership.• Establish HR department, policies, and processes for new organizations.• HR leadership for business owners when a full-time CHRO is impractical.• Consultation on employee and labor relations issues.• Design and implement training and HR-related projects / programs for clients.• Retained search for executive and professional roles.

Top HR executive for a $1B international business comprised of three facilities and sales force across North and South America, assuming a hands-on role for all HR functions. • Helped achieve 12% year-over-year revenue growth with no net headcount additions by collaborating with senior business leaders, understanding business strategy and crafting key initiatives to support the business’ evolving culture and leadership needs. Such initiatives include workforce planning, talent acquisition and management, restructuring, and better alignment / communication between departments.• Developed and implemented strategy to assess, identify and develop key organizational talent, and manage low performers using objective, calibrated assessment tools. Coached executives and managers, and drove the creation of customized employee development to address business issues such as execution strategy and product knowledge.• Partnered with VP/GM to implement several major organizational changes and realignments, including organizational development, coaching, communication, and employee engagement and communication programs. Developed strategic / tactical plan and practical manager toolkit to assist the workforce through all aspects of the transition.• Revitalized recruiting process to be more proactive in response to aggressive business growth strategy. More than doubled the number of interns, rotational program hires and university recruits. Introduced new employee orientation and mentoring process, and designed / implemented succession planning strategy.• Streamlined administrative processes to be more efficient, including hiring and onboarding, HR reporting, relocation, immigration and compensation.• Hands-on, practical approach to employee relations issues, investigations, employee safety and security, HR administration, employee engagement and incentive compensation.

Led strategic and tactical HR initiatives for a 30,000 employee, $7 billion award-winning public organization serving the eighth most populous county in the United States. Complex labor environment consisting of 10 bargaining units. Accountable for budgets up to $12 million, and led a staff of 105 HR professionals with 8 direct reports including 4 division directors encompassing all aspects of HR.• Revitalized the HR department, driving major strategic change in a short timeframe. Transformed HR’s response from reactive to a proactive business solutions environment. Launched process and employee safety / security improvements, and green initiatives. • Introduced new employee orientation and innovative training and development programs. Developed and implemented performance management tools; online training and collaboration forums; competency-based mid-management and supervisory leadership development; and succession planning, mentoring, internships and apprenticeships. • Partnered with CEO and executives to consolidate operations and reduce annual labor costs by more than $250 million. Reallocated staff to improve customer service and developed a comprehensive strategic plan to assist the workforce through all aspects of the transition.• Drove the strategic direction and oversaw the negotiation and successful settlement of 10 labor agreements, garnering significant concessions including a 5% pay reduction, freezing merit and longevity pay, and suspending several pay premiums.• Achieved more than $20 million in annual savings through expanded implementation of PeopleSoft HRIS and automation/redesign of transactional processes.• Selected to provide executive consultation and HR leadership to revitalize a nearly insolvent network of hospitals (2100+ beds) and healthcare centers totaling 11,000 employees. Mentoring and supporting staff, advised on labor negotiations to win unprecedented bargaining concessions similar to the county’s success.

HR executive for North America’s leading printed circuit board manufacturer and Fortune Magazine ‘top 100 growth’ company. Led HR oversight for six facilities worldwide, assuming a hands-on role for one of the manufacturing plants as the on-site HR executive. Actively involved in strategic decisions affecting the US and international operations partnering with the CEO, COO, Board of Directors, and key senior executives. Reported to the corporate VP of HR and managed a staff of 15 HR professionals including HR Plant Managers.• Led due diligence for M&A initiatives and ensured successful integration of a $500 million domestic and international acquisition. Partnered with CEO and executives to consolidate operations and reallocate staff, including facility closure.• Strengthened the performance management evaluation process by introducing a formal structure and building a compensation philosophy and strategy from the ground up, establishing policies and objective measurements and creating best practices at the corporate level.• Increased revenue and reduced costs more than $3 million by improving the turnover rate, elevating employee engagement, and enhancing productivity management/accountability.• Saved $1.5 million annually in labor efficiencies and data processing costs through the implementation of a Kronos HR information system in a four month timeframe across multiple facilities.

One of the preeminent research universities in the world with two hospitals (730 beds) and employing 15,000. Director, Human Resources, Academic & Health Sciences, 2005-2006Labor Relations Specialist, 2003-2005Promoted and led HR strategy for the $1 billion academic and health sciences research unit employing 8,000 faculty and staff. Developed strategic business partnerships with executives, provided leadership, and ensured efficient service delivery from more than 30 departments to support business initiatives, including development of international HR support for global healthcare research efforts in more than 30 countries. Managed a $1.4 million department budget. Reported to the VP of HR and led a staff of 12 professionals in employee and labor relations, organization development, and talent management.• Led the turnaround of the academic and health sciences’ HR organization, increasing staff productivity and efficiency and improving HR/departmental relationships and support. Received University of Washington’s Leadership Award in 2006 for progressive impact.• Served as Second Chair in bargaining as the Labor Relations Specialist and provided leadership in contract negotiations. Consulted with senior management on labor developments, policies and regulations, dispute management and corrective actions across all operations. Established collaborative relationships between management and highly confrontational labor unions in negotiations, grievances, and settlements.

Technologist, Corporate Security IT, 2002-2003Account Manager, MSN Internet Access, 2001-2002Provided program management for strategic security and IT initiatives as a Technologist. Recruited into an operational leadership role in 2001 to manage several newly established domestic and international customer care vendors (400+ staff in US, Canada, India, and the Philippines) representing $20 million in business volume. Led strategic support services including customer service, technical support, sales and escalations. • Ensured high quality, cost effective customer service delivery by introducing a strategic business vision and partnering with call centers to enhance performance in QA, metrics, escalations and process improvement.• Managed the continued business transition to outsourced/offshored vendors for customer support. Defined support requirements, designed and documented processes, budgeted, forecasted, created hiring profiles and staffing plans, negotiated contracts, and developed metrics reporting and training.Senior HR Generalist/Critical Project Manager, 1999-2001Selected to lead a major strategic initiative to revolutionize workforce planning and organizational development. Drove organizational change across 3 major divisions representing 10,000+ employees and $12.7 billion in revenues. Managed cross-departmental matrix staff including HR generalists, recruiters, legal, procurement, and finance.• Partnered with C-level executives and presented detailed business case receiving approval to change current workforce composition worldwide. Outsourced/offshored non-core operations functions totaling more than $1 billion in revenue. Identified core business functions and directed the creation and staffing of 1,200 full time positions, while maximizing cost efficiency, intellectual property, and people assets.• Performed strategic international due diligence, acquiring five companies in the US, EU & Middle East and integrating 1,500 employees.

World's third largest public telecommunications company and US’ leading provider of local telephone services in 1996.HR ManagerRecruited as one of four to participate in the HR Leadership Development Program (HRLPD), rotated through three business units as part of the accelerated leadership training program. Provided strategic HR/LR, OD, compensation, and talent management guidance to executives, managers, and employees (exempt, nonexempt and bargaining unit). Performed M&A due diligence for an acquired international subsidiary and assumed its HR leadership role providing sole continuing HR support. Served as HR leader for a 1,200 employee customer service call center. • Designed and implemented leadership development and succession planning programs for the worldwide IT function as a retention tool to overcome high IT turnover and create greater organizational stability. • Designed and implemented mentoring and job sharing programs, online training programs, and a regional HR website.• Prepared strategy and chaired/led labor negotiations for a 4,000+ employee bargaining unit.

General Electric, HR Generalist • Responsible for employee & labor relations, best practice policy design and development• Developed and implemented team effectiveness process improvements with engineering and operations teams from the US, Canada and MexicoNASA, Contract Management / Training & Development• Procurement contract negotiation (domestic & international), assessed training cost effectiveness, redesigned training programs and developed new curriculum