At SPA, we are committed to fostering a vibrant and inclusive community where people analytics professionals can thrive. Our mission is to empower excellence by providing resources, support, stewardship, and opportunities that elevate the practice of people analytics across the globe.

StartupExperts is an invite-only community of experienced HR, Finance, and Ops leaders who understand that while we tend to be “teams of one” or leaders of small teams at individual companies, we all regularly encounter the same business challenges and believe that collectively we are stronger when we support each other. As a community of professionals we are passionate about learning, we want to build deeper relationships with our peers, and most importantly we find personal satisfaction in giving to others.

During my tenure at Hawx, I spearheaded the development and execution of comprehensive HR strategies, policies, and programs to uphold the company's mission, vision, and strategic goals.Key Responsibilities:• Provided strategic oversight for all HR functions, including talent acquisition, employee relations, performance management, compensation and benefits, learning and development, and HR compliance.• Led initiatives to enhance employee engagement, foster a positive work environment, and promote a culture of inclusivity, diversity, and belonging.• Collaborated closely with executive leadership and the Private Equity firm to align HR initiatives with business objectives and drive organizational effectiveness.• Implemented talent management strategies to attract, develop, and retain top talent, including succession planning, leadership development, and career pathing.• Directed the design and implementation of competitive compensation and benefits programs to attract and retain key talent while ensuring compliance with legal and regulatory requirements.• Provided strong leadership and guidance to the HR team, fostering a culture of collaboration, innovation, and continuous improvement.• Led organizational change initiatives, including mergers, acquisitions, and restructuring efforts, to support business growth and transformation.• Worked cross-functionally to identify and address organizational challenges, driving business results.Key Achievements:• Spearheaded company growth, expanding from 300 to over 1,200 employees and achieving a remarkable 320% increase in revenue (from $200M to $500M).• Supported a nationwide Door-to-Door sales team comprising over 1,300 representatives during peak seasons.• Secured the prestigious 'Top Workplaces' award for the company in 2023, marking a significant milestone.• Successfully reduced hiring costs from 2022 to 2023, resulting in savings exceeding $500,000.

During my tenure at Recursion, I assembled and led a diverse HR team encompassing HR Business Partners, Total Rewards, Learning & Development, HR Systems and Analytics, and Compliance. Collaborating with external consultants, I spearheaded a comprehensive overhaul of compensation and equity strategies, including revamping both new hire and refresh grant systems. Additionally, I chaired an internal inclusion council and devised a robust diversity and inclusion strategy.My responsibilities extended to formulating and disseminating comprehensive leadership expectations across the organization, aligning them with tailored coaching and development programs. I prioritized compliance with labor laws, regulations, and industry standards, directing the development and implementation of policies and procedures to mitigate legal risks and foster a safe and inclusive work environment.Key Accomplishments:• Played a pivotal role in achieving the company's successful IPO and post-IPO growth in April 2021.• Drove organizational expansion, overseeing the growth of the workforce to over 400 employees within a year and facilitating the establishment of new international locations in the UK, Toronto and Montreal.• Established and mentored a high-performing People Business Partner team to support diverse functions, personally serving as Business Partner for Senior Leadership and the Executive Team.• Successfully transitioned the 401(k) provider from Human Interest to Fidelity, coordinating with advisors to ensure a seamless migration process.• Developed HR Centers of Excellence to streamline operations and enhance organizational effectiveness.• Led employee well-being and wellness initiatives, implementing tailored wellness programs, flexible work arrangements, and support services to enhance work-life balance and employee satisfaction.• Spearheaded the incorporation of Workday, a new HRIS, significantly improving processes through automation and refinement.

I led comprehensive talent management strategies, overseeing talent acquisition, onboarding, performance management, and succession planning for the entire Operations unit. Managed thorough compensation evaluations and acted as the local expert on benefits and leave of absence strategies. Chaired the company-wide Diversity and Inclusion Committee, launching eight employee resource groups and tailoring programs to support underrepresented groups.Key Responsibilities:• Spearheaded analytical efforts, producing crucial reports on various HR metrics and contributing to integration decisions for the Workday HRIS.• Addressed financial challenges during the Covid-19 pandemic, collaborating with the finance team to achieve significant operational savings, facilitating the successful acquisition of Radius Bank.• Reported directly to the Chief People Officer, serving as a business partner to the Senior Vice President of Operations and leading a diverse team of 12 across various HR functions.• Received the 'Top Managers' award for mid-sized organizations in the inaugural year.• Led leadership development initiatives, including 360 assessments, emerging leaders programs, and high-potential identification.• Managed a dynamic recruiting team, mobilizing a robust talent pool of 500+ for Lehi expansion through diversified recruitment strategies.• Implemented stringent policies and procedures in alignment with key labor and employment standards such as FMLA, EEOC, ADA, and OSHA.• Strengthened LendingClub's cultural emphasis on diversity and inclusion in the Utah office, resulting in the receipt of the 'Top Workplace' award for mid-sized organizations.• Led the HR integration efforts and served on the acquisition team during LendingClub's acquisition of Radius Bank.

Assembled into a pioneering role leading Organization Development and Talent Management, overseeing a diverse team of 50 specialists. Aligned business and organizational development efforts with company vision, cultural values, and customer experience priorities. Directed employee engagement initiatives from concept to execution, including survey design and actionable planning. Revamped the existing Learning & Development team, introducing online learning platforms to enhance accessibility and efficiency. Implemented an analytics-driven approach to training effectiveness, aligning programs with broader business strategies.Key Achievements:• Developed a comprehensive learning strategy to support the professional growth of 3,500 employees across 1,500 diverse locations.• Conducted audits of team operations, centralizing strategic approaches and streamlining inefficiencies, resulting in annual savings of $450K.• Managed Talent and Performance Management processes, integrating Workday's Talent Management platform and overseeing talent reviews, 360 feedback assessments, succession planning, and rotational assignments.• Designed and implemented advanced leadership development initiatives, including a HiPo Development program and comprehensive leadership coaching modules.

Recruited to design and implement a development and effectiveness framework for Lending Club, focusing on large-scale change management for a rapidly growing global enterprise. Established and led an organizational development team to drive innovative programs and initiatives. Enhanced employee engagement strategies, laying the foundation for measurable improvements. Directed a dedicated training team to support strategic change initiatives, with a particular emphasis on executive development.Key Accomplishments:• Developed a leadership development program to address identified gaps, collaborating with business unit leaders to implement actionable solutions.• Introduced a Gallup Strengths-based development paradigm for the organization's extensive employee base, providing insightful coaching on assessment tools such as CliftonStrengths, Hogan, and Zenger Folkman.• Facilitated leadership growth through executive, leadership, and team coaching across diverse verticals, while implementing a targeted leadership development program to recognize and nurture Lending Club's leaders.• Led Talent & Performance Management initiatives for LendingClub.• Acted as a strategic partner for both Legal and HR departments, providing guidance on critical tasks such as employee relations, compensation recalibrations, organizational structuring, and staffing model enhancements.• Served as the People Business Partner for Technology, Finance, and Product functions.

Implemented robust succession planning and development strategies to ensure continuity and growth for high-potential leaders. Collaborated closely with HR and business leaders across multiple countries, including Indonesia, Malaysia, Norway, Scotland, Australia, Angola, and Canada, to customize and implement learning and organizational development solutions. Worked in synergy with the HR Generalist team to design interventions for strengthened employee relations.Key Accomplishments:• Revitalized leadership competencies and conducted 360 assessments to reinforce leadership capabilities.• Initiated the development of a competency learning platform dedicated to enhancing leadership and professional development on a global scale.• Developed result-driven training programs using the ADDIE model.(Left due to drastically falling oil process and department was being eliminated)

Transitioning from a consultant role to a full-time strategic position within the company, I collaborated closely with the Head of HR to orchestrate significant change management processes. I spearheaded projects focusing on competency development, intricate organizational design, and comprehensive job leveling. Additionally, I facilitated talent assessments, utilizing advanced succession tools and techniques, along with talent reviews, to optimize the matrix organization of Kiewit.Key Accomplishments:• Centralized HR and L&D services across 28 divisions over 14 months, which included resource reallocation, headquarters relocation, workforce optimization, L&D strategy centralization, and streamlining HR processes. This initiative resulted in over $4M in annual savings for the company.• Led the Leadership Succession Program for Kiewit Energy Group, administering both 360 and 270 development assessments, providing executive coaching, and delivering insightful Gallup Strengths Coaching for leadership and team development.

As a leader at Gallup, renowned for its impactful solutions derived from insightful questioning and validated metrics, I direct a team of seven consultants and senior consultants in the western U.S. Our focus is on empowering organizations to achieve enhanced success by improving connections with their employees and customers. Through our scientifically validated methods, we measurably reduce costs, decrease turnover rates, and increase productivity and profitability. Our approach emphasizes engaging dedicated, productive employees and fostering customer loyalty.I leverage data analytics to design and develop talent strategies tailored to each client's needs, ensuring optimal outcomes and sustainable growth. I worked with global clients in the US, Mexico, the UK and Dubai.

Organization Design: Provided expertise in organization design, collaborating with business leadership to define, evaluate, and implement new structures. Partnered with human resources to assess areas of sub-optimal performance, enhancing organizational effectiveness through leveraging existing strengths and introducing new structures, processes, and culture. Developed, deployed, and updated all OD-related project plans, ensuring effective delivery through data analytics.Change Management: Led change management initiatives across multiple business lines, developing and implementing comprehensive change management and communication plans.Leadership Development: Directed strategy and development initiatives for over 7000 managers, senior managers, directors, and vice presidents. Provided coaching to enhance team and organizational performance.Compliance: Worked with HR business partners to ensure compliance with local, state, and federal employment laws.

Lead and influence organizational direction, team development, and talent acquisition within a pioneering wireless industry leader dedicated to becoming the premier service provider nationwide.Drive enterprise initiatives to enhance organizational capabilities, spearheading the delivery and facilitation of leadership and development programs for functional and senior managers across T-Mobile.Partner with managers to conduct Train the Trainer workshops and certify trainers/facilitators for enterprise curriculum delivery. Facilitate culture development sessions for leaders and employees, including Leadership Academy, Building Powerful Teams, Interviewing to a T, DDI curriculum, Covey curriculum, and other leadership courses.Oversee a global team of trainers, ensuring effective delivery of training initiatives.

Coach and develop regional-level managers as facilitators and trainers through dynamic Train-the-Trainer workshops.Devise strategic solutions for enhancing performance at the front-line manager and sales representative levels.Facilitate effective training utilizing various methods including traditional instructor-led sessions, co-facilitation, virtual classes, and On-The-Job Training (OJT).Collaborate with regional management to implement training and incentive programs aimed at boosting sales and productivity.Coordinate and align training objectives between National Retail/Partners training groups and internal T-Mobile training initiatives.Serve as a subject matter expert for T-Mobile Instructional Design and Implementation teams on new training curricula.Ensure accuracy and relevance of dealer-specific training documents.Continuously develop programs and training for 300+ National Retail/Partners employees and 50+ T-Mobile Account Development Representatives.Recognized with the company's "Rising Star Award" for the third quarter of 2006.