Strategic Advisor to CEO

Advisor to CEO and CSuite on talent strategy, culture and change leadership. Lead all aspects of talent management to include authenticity in culture, talent empowerment, skill building, talent acquisition and retention strategies. Implementing short and long term strategy for growth and scalability. Responsible for strategy to diversify talent portfolio and strengthening retention of key talent while we doubled headcount since 2019 and into the pandemic, resulting in 80% revenue growth in the past 3 years.

Support the development of young professionals through various networking events throughout the year.

Head of HR, responsible for all aspects of people operations for a market leader in legal startup. Lead a team of up to 14 HR professionals including contractors, providing leadership oversight to talent acquisition, HR business partners, HR operations, total rewards, and learning & development. Partner with the senior leadership team to develop and implement long term people engagement strategies through an employee-centric culture that fosters an innovative and inclusive environment.

Avvo helps people find and connect with the right lawyer through industry leading content, tools and services. Founded in 2006 in Seattle, Avvo provides transparent information about attorneys, with Avvo-rated profiles for 97% of practicing lawyers in the United States. A free Q&A forum with more than 9 million questions and answers and on-demand legal services that provide professional counsel for a fixed cost, make legal faster and easier. For more information on how Avvo helps people through legal issues from research to resolution, visit www.avvo.comSenior HR leader, responsible for developing and implementing long term people strategies that supports sustainable growth. Also responsible for launching company culture, driving employee experience that is Real, Fearless, Smart, that Works Together and Gets Sh*t Done. Provide direct leadership to best-in-class talent acquisition team.

Owned and directed all aspects of organizational design and effectiveness, including talent management process, employee engagement and retention initiatives, employee and leadership development, Leader 360-feedback, succession planning, change management, workforce planning, and compensation design.• Led the overall planning, implementation, support and communication strategy for 18+ division-wide business transitions, impacting several thousand employees. Recognized for setting a “Gold-Standard” for change management. Strategy is being utilized in national transitions across the country.• Created and drove initiatives to increase division performance through employee engagement and retention initiatives, leader development, and HR team involvement.• Developed and implemented initiatives to increase organization effectiveness.• Trusted liaison between division HR, headquarters and key business stakeholders in the regions. Created SharePoints and hosted weekly division HR reviews to ensure consistency in communication and One HR. • Partnered with senior business leaders to create and launch division-wide career path program resulting in 50% reduction in new hire attrition in 2.5 months. Program is planned for national implementation. • Championed and led national initiative to implement HRIS codes for accurate reporting of employee attrition. Worked across a highly matrix organization, obtained budget and buy in from numerous key stakeholders to implement across all divisions. Significantly contributed to increasing HR credibility.

Strategic HR business partner to Senior Director; directed all aspects of human resources, including workforce planning, leadership development, organization change management, and compensation design in a 600+ seat call center.Accomplishments:Strategic counsel to senior leaders in several transitions impacting employees in the call center.• Successfully implemented effective change management strategies to minimize turnover. Facilitated transition with no escalations and without any disruptions to the business during the change.• Effectively strategized and implemented employee retention plans, change management initiatives, leadership development programs, compensation/commission structure, staffing, workforce planning, performance management, 360-feedback and more. • Pioneered the implementation of the center’s first annual Leadership Summit.

• Directed all Human Resource functions for the PNW region, supported over 1350 region employees in Washington, Oregon and Idaho.• Provided strategic counsel to Region President and 8 other senior leaders serving in Director roles. • Re-designed and implemented Performance Management initiative in all 3 channels to address and drive performance for the region.• Led staffing initiatives in new market in Anchorage and Fairbanks, AK. Initiated all business partnerships with key stakeholders including Compliance, Employee Relations team, HQ Staffing, Payroll and Marketing teams to ensure critical actions and timelines are met to meet 2013 staffing needs in Alaska. • Created robust development plans in partnership with executive leadership to accelerate the development of key talent which increased region bench strength. • Provided strategic counsel and guidance in the areas of restructure and redesign of the sales workforce.

• Directed all Human Resource functions for 3 customer groups, supporting 2200 employees. Directed the work of up to 6 HR professionals.• Provided strategic counsel to executive leadership during numerous transitions and call center closure.• Developed and implemented an On Boarding program that decreased attrition by 23% and maintained #1 spot in the company for lowest annual attrition since 2008. • Designed initiatives to increase employee satisfaction and loyalty. Created training for leadership to increase leadership engagement. Experienced immediate reduction in escalated employee concerns. • Decreased rescind rate by 10% by implementing a revised approach in the staffing process, resulting also in streamlining, efficiencies and increased productivity. • Decreased absenteeism by 8% by championing a Presenteeism campaign through effective leaders and the implementation of a consistent performance management guideline.

7000+ members. Oversight to 200+ employees in multiple locations. Accomplishments:• Directed the strategic planning for operations, budget, compensation administration and workforce reduction. Reduced overhead by 65%, while increasing productivity, operational efficiencies and quality of hire.• Developed and implemented policies and procedures, including the Employee Handbook and Code of Conduct and Ethics. • Created a human resources center for handling employee concerns, staffing, training and development and benefits administration. • Directed the work of 10 staff members.

Supported a 500 seat call center. Started as a recruiter and ended as HR Manager, leading the closure of the call center in 2002. Provided overall HR generalist support in the areas of employee engagement, leadership development, reduction in force and change management.

Recruited C-Suite leaders for new online organization, specializing in all things home sales. Role included employee relations support.

Successfully supported recruitment in several regions as the Regional Employment Coordinator for Macy's. Ran the new hire and on boarding process. Lead recruiter in the region and had dotted-line responsibility over 7 other recruiters.

Lead a project to assist with connecting low income families (men and women) with the right employers.