Executive HR Leader, Talent Management Strategist, Culture Influencer, Organization Leadership Consultant and Executive Staff Development Practitioner with a track record of analyzing performance shortfalls and providing performance coaching and leader development solutions to large organizations seeking to improve profits, productivity and people performance.A transformational leader with experience consulting and reporting to C-Suite Executives, Advising Special Assistant to the President of the United States and coaching U.S. Presidential Appointees. A strategic business partner with experience supporting Federal Government Agencies, Corporations and Small Businesses by customizing coaching, staffing and leadership development & HR technologies.The Performance Principles, LLC (TPP) helps organizations transform themselves by expanding the capacity of their leaders, teams and organizational infrastructure. The firm provides performance management consulting and talent optimization solutions to enterprises seeking to improve their people's capabilities.

In partnership with the National Board of Directors, I work to ensure that NAAAHR provide a National and International forum where Human Resource practitioners of African descent can share, gain information and provide strategic leadership on all talent management solutions affecting their individual career, and the careers and quality of work life for other minorities promoting the agenda of the human resources profession.NAAAHR GOALS1. Foster an international network and forum for Human Resource practitioners of African descent and emerging minority Human Resources professionals to exchange information and build connections.2. Conduct, monitor, and disseminate research and analysis on major workforce issues.3. Influence the platforms of national and international organizations which influence career opportunities and work life.4. Establish a mechanism to monitor legislation and other factors that affect Human Resources professionals and to develop strategies, which effectively represent membership interests.5. Provide conferences, seminars, systematic studies and publications which inform and advance the professional development of Human Resources practitioners and other aligned professionals.6. Provide service that support members’ needs such as: national directory, job listing database, newsletter, web site, human resources journal for member publications, and an information resource library.7. Serve as a resource to individuals interested in entering the Human Resources profession.

As the top HR executive and teammate on the Strategic Leadership Team (SLT) at Unreasonable, and a direct report to its CEO, my daily intention was focused on accelerating the outcomes of our Fellows by incubating the performance of our people and culture through the art of leadership and the craft of inclusion. It was amazing to be with Unreasonable. I am still a member of this community as serve as volunteer Mentor to the Fellowship of over 320 entrepreneurs and founders all working to create regenerative technologies to do good in the word by being GOOD.

Reporting to the Chief Operations Officer, developed and led the firms’ operations teams (Talent Management, HR, Business Capture, Client Relations) consisting of over 1300 employees and contractors; conceived its Consulting Methodology, expanded its portfolio of multi-year talent management products and co-led a team that generated $18 million dollars in new business during the first three quarters of employment and an overall 900% increase in revenue. Strategic HR Operations – Developed and implemented the 2013-2015 HR Business Plan and Strategy resulting in the development of customized performance appraisal technologies, staffing and selection and retention techniques. Executive Coaching – Developed the firms’ executive coaching platform and led all director level coach assignments using predictive instruments and personality assessments which generated $9 million in coaching contracts under management.Training & Development – Designed, developed and facilitated over 750 diversity and talent management programs with supporting media, collateral and web content generating over $6 million in new business and 27 new clients.

Human Resources OfficerPartnered with Leadership Teams to develop an infrastructure to support operation efficiencies, revenue building, employee retention, executive talent acquisition, and designed training and leadership development initiatives while attempting to achieve growth and sustainable profitability.Results: • Strategic HR & Policy Administration – Developed the 2009-2010 HR Strategy and customized the firm’s performance appraisal technologies, staffing and selection tools, employee policies and employee incentives. • Executive Coaching – Managed multiple executive coaching assignments at the director and officer level and managed vendor relationships. • Culture Enhancement – Co-developed the firm’s new mission and core values statements supported with an interactive immersion training framework to communicate and socialize desired best practices. • Training & Development – Developed training content and facilitated classes and recommended a multi-million dollar LA State funded training grant program based on saving from State unemployment taxes. • Talent Management – Recommended and vetted a web based performance management suite and applicant tracking systems and supported the business in achieving desired turnover percentages.

Senior HR Business PartnerPartnered with C - Level business operators to design, install and manage systemic International HR services on performance management, professional development, coaching, succession, talent movement, recruiting, training and diversity education in a business with over 60,000 employees and 5,000 national and international locations.Work-streams and Performance Consulting Included:• General HR & Policy Administration – Developed process to on-boarding new hires, managing workforce planning and attaining favorable compliance standards on US and UK employment laws.• Executive Coaching – Facilitated executive engagements using goals, scorecards and personality tools to address leader GAPS and develop action plans to win market share and individual capabilities.• Succession Planning – Consulted to executive teams on installing/implementing the first facilitated nine box talent identification processes resulting in identifying 172 leaders with 35 promoted in 2007.• Competency Modeling – Co-designed a LOB competency model to define desired performance, support selection/hiring processes and articulate behavior characteristics that derailed careers.• Strategic Diversity Management – Generated new diversity awareness and leader buy-in using training and correlation studies to analyze employee engagement data resulting in a 6% positive shift in morale.

HR ExecutivePartnered with leaders and staff to set-up/direct four cross functional teams, led by operating committee members, to develop turnaround strategies for sales, service, operations and people leadership initiatives. Managed staff of 25 employees, 60% travel, and a $10mm budget supporting US and International HR operations.• Training & Learning Strategies – Developed and directed an integrated enterprise learning and development strategy with accountability to manage/measure compliance training, professional development experiences, and diversity education.• Talent Management – Designed selection tools, curricula, e-learning courses, stretch assignments, career paths, executive rotation schedules, executive-on-loan-programs, executive on-boarding, campus-to-manager training and led corporate board of director presentation to communicate and supply the business with a bench of high potential flexible talent to meet service level agreements.• Succession Planning – Played the lead role in the creation/installation and communication of the strategy, design, facilitation and on-going management of the talent identification, movement and development planning process resulting in a solution with 150 leaders set for positions of increased responsibility.• Business Expansion/Realignment – Identified cost reduction efficiencies and assisted in initiating LOB reorganizations resulting in closing, selling, and expanding 180 company units with 100% staffing.• General HR Administration – Initiated major benefits cost reduction of $3 million in year one and $1 million annually while gaining employee acceptance through education/communication efforts. Conceived/installed diversity management training resulting in a 29% reduction in management turnover, 32% reduction in crew turnover, 82% retention rate of new managers and 5.9% increase in same store sales.