Partner with business leaders, Financial Operations, Human Resources, Resource Management, and Recruiting to execute and refine department-wide, multi-year strategic workforce planning model including effective use of internal and external talent • Own department-wide workforce planning model, including inputs, analysis, and action steps for long-term outcomes including effective use of internal and external talent• Work with leaders on successful engagement design concepts to influence a workforce model that supports business strategies in the near and long term• Assess current skill mix to influence workforce needs of the future• Develop, maintain, and communicate the long-term hiring plan• Analyze trends and provide predictive analytics for time tracking and utilization in order to develop recommendations to drive business outcomes• Own and manage vendor and contractor relationships including selection, set up, and maintenance to develop and uphold consistent practices and fulfill short-term resourcing needs• Build out client-facing interim leadership candidate pool and staffing process for new offering• Evaluate and create business cases for new strategic roles within department• Other responsibilities include: liaise with offshore team for project administration needs, rotating lead of new hire training, department-wide networking program lead, contributor to internal conference planning and execution

Human Resource Program ManagerCollaborated with corporate and business functions on high-impact, enterprise-wide HR projects• Led project management for select initiatives across the HR function including project development, monitoring, and communication• Example projects included annual employee engagement survey delivery & analysis and total rewards competitive analysis & communication• Met with corporate HR leadership team to set strategy and execution plan• Partnered with marketing to develop communication plan for employee engagement Healthcare Resource Management Business Partner - see below

Oversaw consulting project staffing for Healthcare Performance Improvement department (approx. 600 FTEs) across North America • Established successful relationships with key stakeholders (practice leadership, Operations, Finance, Human Resources, Performance Management, Recruiting, and Training) to ensure client work was effectively resourced, drove business performance, and maximized employee career development• Crafted and delivered analysis and insights on staffing demand & supply and capacity & utilization forecasting• Created, implemented, and promoted consistent practices across Resource Management team• Provided strategic input into department-wide talent strategy including people and project delivery implications during times of high capacity as well as high demand; notably, led/organized reduction-in-force decision-making process on three separate occasions• Supervised and coached team of six direct and indirect reports

Performance improvement consultant for healthcare systems across the US, focused on revenue cycle optimization for health information system conversions• Consulted with 7+ academic medical centers and health systems across the nation• Focused on front end revenue cycle functions, including insurance verification, financial counseling, and self-pay• Led teams for health information system conversions for Huron’s proprietary workflow tools• Managed multiple projects simultaneously and successfully for fast-paced and demanding client environments• Contributed to department’s project management methodology team, influencing the practices across the department

Contributor to Marketing & Planning Leadership Council and Philanthropy Leadership Council research, publications, and presentations

English Teaching Assistant and Cultural Ambassador in a public high school