Report to the General Manager, as well as the President of the Board of Directors.-Manage the development, implementation, and evaluation of programs or policies aimed at enhancing organizational effectiveness and aligning with business objectives.-Recognize and diagnose problems, offering recommendations and implementing solutions. Consult with employees and management on complex employee relations issues, providing guidance and assistance with policy interpretation. -Participate in HR investigations with legal counse,l when necessary, to address sensitive employee issues. - Provide full strategic and operational oversight of the HR function, staying abreast of and leveraging new methodologies to advance the business. Lead the development of the HR function, ensuring sufficient resources and needed skill sets are present to meet the needs of the company. Take full responsibility for identifying and implementing improvements in work processes.-Provide full strategic and operational oversight of the HR function, staying abreast of and leveraging new methodologies to advance the business. -Lead the development of the HR function, ensuring sufficient resources and needed skill sets are present to meet the needs of the company. Take full responsibility for identifying and implementing improvements in work processes.-Oversee the development, maintenance, and adherence to standard operating procedures for HR processes. Ensure compliance with relevant laws, regulations, and company policies. -Enhance the professional credibility of the HR function both internally and externally with key professional organizations. -Drive organizational effectiveness through the development and implementation of HR strategies, programs, and initiatives that enhance employee engagement, productivity, and performance.

Recruited to join the HR leadership team with the goal of improving the employee experience, from recruitment through the full employee lifiecycle. Sadly, the company dissolved December 2023 after just over a decade in business.-Developed a comprehensive recruiting program in a competitive industry to attract a higher level of talent who brought new skills to the organization.-Responsible for creating an employee lifecycle experience module to include a robust onboarding program, training programs, recognition, reward, compensation plan, integration with other teams, as well as offboarding.-As HRBP, worked with department leadership to conduct needs analysis, gap analysis, and succession planning.-Handled employee relations to include performance improvement plans, mediation between co-workers and teams, and implemented a plan to more positively handle conflict in the workplace.-Implemented several training programs across the organization to include DEI, unconscious bias in the workplace, best practices for hiring (resume review, interviewing best practices, gap analysis, referencing, etc.), as well as a focus on promoting positivity and safety in the workplace. All training was on the heels of COVID-19.-Traveled frequently to attend comprehensive agricultural events to gain a high-level understanding of the biological agriculture industry to ensure any programs I am implementing aligns with the industry as well as the employee base.-Improved labor law compliance across the organization to mitigate risk.-Reduced the use of outside agencies and instead sourced and hired three C-suite members of the team.

An on-demand HR and talent expert for Catapult (formerly CAI), an Employer's Association in North Carolina. Freelance work outside daily full-time responsibilities to leverage my strengths across various member organizations.

Camargo is passionate about accelerating access to medicines that address global patient needs, enhance quality of care, and improve health outcomes. Was acquired by Premier Research in August 2021. While I was offered a role to remain on staff, the opportunity at AgBiome was presented at the same time.While at Camargo, I was focused on employee relations, talent acquisition, implementation of a new HRIS/ATP, as well as compensation plans and negotiation.

May 2019-January 2021: Senior Manager, Talent Acquisition2017-2019: Corporate Recruiter/Talent Acquisition Manager-Developed and implemented strategies to attract passive candidates using online databases, social and professional networks (e.g., LinkedIn), and other innovative sourcing methods-Worked closely with the business to lead the development of recruitment campaigns that supported recruitment and drives growth initiatives-Worked proactively with hiring managers and HR teams to understand the future talent needs of the business and ensure appropriate talent pipelining strategies are in place-Managed the direct end-to-end recruitment activities in partnership with key stakeholders and HR Business Partners to ensure alignment on critical positions-Worked closely with hiring managers, business leaders and HR business partners to understand requirements and deliver results that meet or exceed agreed SLAs and KPIs-Provided regular reporting, progress updates, and meaningful insights to key stakeholders-Provided market intelligence and recruiting insights to key stakeholders at various stages of the recruitment process, e.g., briefing meetings, leadership meetings, etc.

-Responsible for helping to run the infrastructure and processes to enable the growth and expansion of MontaRosa across the U.S. -Worked proactively and creatively in a fast-paced, entrepreneurial environment that is intensely focused on quality and delivery to clients -As the project manager for each assignment, responsible for the organization and coordination of executive outreach with finesse and cultural sensitivity, working independently on projects from conception to completion.

-Rehired to provide support and coordination for the consultant team in the hiring of C-level executives across human resources, consumer goods, financial services, boards practice and life sciences-Supported all HR functions in this elite organization.

Recruited by and reported directly to the CEO for a one-year period to help her launch this digital media executive firm. Built the processes, database, and branding of this highly successful business. This business has high visibility from media and entertainment executives, as well as senior White House officials (was retained to lead the hiring of key figures during the Obama administration).

International and renowned executive retained search firm working across all industries. Highly engaged in all facets of executive search, including many high-profile and highly confidential projects. Discretion, strong communication, reporting, and engagement was critical to ensure a high quality result. An appreciation for sensitivity and ability to pivot on the fly and communicate directly with high profile clients was what drove my success and built my professional reputation.