Led successful seed fundraising round to launch experiential hosting and authoring software-as-a-service product. Guided business model transition and established key revenue recognition processes for growth.

Provide consulting to helps leaders reinvent their organizations and transform their teams. Leveraging emerging technologies to generate new innovative possibilities and engage teams in implementing change.

Led the launch of a social entrepreneurship organization focused on solutions to bridge the digital divide, closing a successful round of seed funding to build a prototype and conduct community pilots. Built upon a 2-year research project funded by the Grand Rapids SmartZone and led by passionate local business leaders to understand what would most help community members prepare for the future of work. Developed an AI chatbot prototype that guides seekers in finding the best fit resources within the community.

Grew and expanded the HR Solutions division for Axios HR. Responsible for sales, product development, and operational delivery for a complete HR solution, the Professional Employer Organization (PEO) model as well as the modular Human Resource Administrative Outsourcing solutions (ASO/HRO). Highlights: Doubled annual revenue and EBIDTA. Migrated to cloud-based HR platform and transformed offering to a modern and robust solution by adding dozens of new products and modules, including a large group health plan.

Stabilized and then scaled the company's fastest growing business unit, FMLASource. FMLASource is a leave management solution that is sold to employers as a stand-a-lone solution as well as bundled with disability products. Re-designed operational service model. Oversaw call center, claims operations, implementation, account services, and product development. Provided executive leadership to 200+ aligned staff nationwide. Held $15M P&L responsibility. Highlights: Grew from $8M to $15M in annual revenue; Stabilized operational metrics of quality and service, surpassed business expansion forecasts; increased client references by 50%, modernized customer experience tools to include a mobile app and more robust website, and expanded products to include an ADA solution.

Selected to guide second year of acquisition forming company’s main growth engine: Medicare health insurance exchange business for both B2B and B2C customers. Designed end-to-end supply chain value stream. Oversee call center, back office, website, IT, and carrier relations. Provide executive leadership to 900 aligned staff worldwide. Held $30M P&L responsibility. Reported to division CEO. Highlights: Surpassed business expansion forecasts; grew revenue 600%, workforce 600%, customers served 300%, clients served 230%, and product mix 35%. Customer satisfaction improved 9%.

Promoted to directly manage 400+ staff and $40M budget spanning 7 major sites worldwide. Advanced resource management, capacity planning, lean principles, business intelligence, process improvement, and documentation production for $2B business segment with 19K employees. Reported to division CEO.Highlights: • Restructured function to align with broader corporate strategy. Set 5-year quality program that positioned $100M+ return on investment and 5% improvement in customer satisfaction. Strategy has met all financial and quality goals for first 2 years of implementation. • Improved client contract renewal outcomes through deploying predictive analytics model that forecasted client satisfaction and probability of contract renewal.

Retained workforce management roles while taking on program oversight and offshore operations. Provided key strategic support to President / CEO. Located, defined, and targeted top business issues and setbacks for $1.5B business. Led a 150-member virtual team across 11 major delivery centers in US, Canada, and India. Coordinated yearly portfolio of productivity projects up to $10M. Controlled an $12M expense budget.Highlights: • Raised team engagement 11%, overcoming unique obstacles presented by virtual team. • Facilitated 3-month open enrollment period every fall across over 500+ clients by leading onboarding of ~2500 temps, risk management governance over clients’ custom website development, and service delivery to 7M+ customers. Improved customer satisfaction 3%.

Advanced to oversee workforce planning and operations for $1.3B business segment with 10K employees, including 6K customer service agents in 6 call centers worldwide. Highlights: • Launched client operations scorecard that granted managers ability to gauge quality across entire supply chain. Improved customer case management responsiveness by 30%. • Rolled out capacity planning and redeployment processes, avoiding needless severance costs and re-taining more skilled positions. • Served as speaker and panelist at Chicago-region HR workforce planning industry events.

Promoted to drive global function while controlling a $400M expense budget. Supervised and coached management team.Highlights: • Contributed to transition of 1500 jobs by leading related global sourcing planning and execution. • Raised business growth capacity 9% by implementing rotational job assignments that addressed skill gaps for 10K employees worldwide. • Increased expense forecasting accuracy by more than 5% by launching headcount and compensation accounting process for all US, Canada, and India sites.

Charged with leading support to company’s largest regional group (Midwest), setting talent plans and strategies for 3K+ employees. Oversaw $150M+ yearly operations expenses.Highlights: Facilitated a period of major cost containment by reducing forecast variance ~7%, and by serving on team that outsourced ~450 roles to India.

Supported talent management function by providing global program direction, consulting, and project management. Extensive change management benefiting 10K employees across North America and India operations.Highlights:• Improved global talent management by integrating new process and proprietary tool across 3 businesses and 18 sites in US, Canada, and India. Reduced job vacancies and raised staff productivity and retention. • Formed job progression strategy and method that reduced cycle time 71%, reaching 2-week goal.

Led North America change initiatives that reduced core transaction cycle time 89%, decreased compensation costs per employee 34%, improved recruiting placement time 29%, and raised customer satisfaction 7%. Built key HR infrastructure in a matrix environment by setting processes, working with managers, and training staff to take ownership of business.