I once had the head of HR at a client take time out of her vacation to visit me in my office. She wanted to thank me personally for the Human Capital Management consulting I had provided to her and her team. I had worked with them for several years and made strong efforts to improve the HR/HCM services provided to them and to function as a member of their team.In my career, I have learned the best way to make a positive impact is to strive to be that person whom others feel they can rely upon. I strive to be conscientious about my impact on those around me and seek to help them achieve success. These beliefs resulted in this client’s HR team feeling I was an integral part of their team. They understood I was working with their best interests in mind.I am still surprised though that I made such an impact that someone from another state would take time out of their hard-earned vacation days to make a detour to meet me in person, all to say thank you. I must admit though, the cookies she brought were delicious!In my career, I have learned I thrive most when I can make a positive impact for people and organizations. My goal is to build bridges as strong and enduring as stone between leaders and employees. I value creating employee and leadership alignment to improve the work environment. This is why I have chosen HR/Human Capital as the sphere I am engaged in. Improving the employee experience while meeting business needs is what I strive for. Employee engagement and consulting leadership is how I strive to do this.Some of the results I have achieved are:• Rebuilt a Human Capital Consulting department from the ground up. Created all new documentation on rules, policies, and procedures. Defined strategies and standard operating procedures. Trained employees in and outside of the department on the above-mentioned items.• Worked with employees on career pathing. Leading many to promotion to the next level in their roles. Changed attitudes from negative morale to being proponents of the job and company leading to some of these employees taking on leadership roles.• Decreased error rate on HR document processing from 10% - 12% to 3% - 4% in 8 months. Accomplished by identifying core issues, delegating responsibilities and training, to create improvement.