Lead and build Culture efforts for a global team (500 employees, HR team of 11) of a technology aquaculture start up. Creating employee engagement programs, revamping performance management, manage recruitment efforts and work with a strong worldwide HR team to improve efficiencies and processes. Came in to a start up to create all processes, focus on first-class benefits and create a strong engagement program with a 93% employee happiness rate. We are focused on creating a sustainable way to provide protein for the world and we can't do that without the people. Created an award winning recruitment program (World Aquaculture Society) that enabled a strong 96% applicant engagement rate.Using AI, I was able to create cohesion and consistency with HR employee communications and provide employees a tool to quickly access information on policies, benefits and language translations. In addition, employees were able to access our training offerings quickly with quick tracking and was integrated into our HRIS system.Partnered with Leadership team to create a culture of transparency regarding the business and business-aligned OKRs for employees to understand and achieve their goals and see how they were linked (AI came in handy here too).Unfortunately, Forever Oceans was not a forever organization and was unable to obtain the funding to keep the mission going. Although it was not meant to be, I stayed as a contractor to ensure the closure of the business and close out essential functions such as 401k and payroll. Will miss this incredible team.

Promoted to the VP of People and Culture for this growing on demand testing company at the beginning of 2022. Was hired to manage and implement HR best practices for a 2000-person National Lab. Continued to grow the company and bring forward best practices for the company. My journey started as a contract Recruiter.I started at Curative building out the teams to bring best practices and first response to a COVID19 testing company. Grew from a couple of dozen employees to about 7000 (including vaccine operations) at the end of 2020. Created CurativeGROWS and CurativeLEADS to ensure best practices in training and developing our talent. It was award winning! Was proud of what we created. Implemented the first engagement survey, managed employee relations, benefits and compensation.• Created a strategic recruitment for a fast-growing biotechnology start-up to scale from 10 employees to 3,000 to fight the COVID-19 pandemic, to include new ATS, interview kits, interview training, processes, sourcing in over 18 states (increased to 41 states)• Developed HR 1.0 for the company to include handbooks, payroll systems, initial culture building and training and rebranded all materials in 2021 (including employer branding video that received 2543 hits and increased our applicant flow by 22%)• Increased overall culture engagement (per surveys) by 27% after providing strong culture plans, training and career pathing, job descriptions and expectations, in partnership with Lab Leaders• Transitioned to improving employee experience (for Curative 2.0); new onboarding process, CurativeGrows training and career pathways implemented and launching CurativePulse to receive continuous feedback; CurativeLeads was the next generation leadership program that included succession planning; participation was 45% with over 90% completing the program and over 25 participants taking leadership positions• Led the DEIB initiatives to create ERG, and increase engagement by 27% from 2021 to 2022

Hired to grow a COVID-19 testing company and be a cultural evangelist. Managed a team of five, staffed the DC Lab and managed employee relations. Partnered with the CPO to create a cohesive culture across multiple sites (including remote).

Vault Consulting is a start up that just celebrated 5 years of partnering with NFP clients in delivering on their missions. I work with leadership and Vaulters to create a great employee experience. What does that mean? I am glad you asked, because it's different for each firm. At Vault, it's about creating a place where employees want to be do their best work, but that they can grow. It's all about creating a path for development and support Vaulter's to get to their final destination. And that is where HR comes in. I have been creating learning pathways, development and growth, using performance for feedback, creating "conversations with Christine" to get continuous feedback on how we can do better. Engagement surveys? Yes, I put that in place as well. With all things HR, there are the many parts of the puzzle that I also manage such as Recruitment (yes, candidate experience means something to me), filling positions with top candidates, benefits, payroll, employee relations, compensation, created VaultLife (a culture documented Handbook), Vault U (training) and employee relations. So, yes, all things related to HR. It's fun and I love doing it.

At Washington Speakers Bureau (WSB), I strategically aligned the People function with the corporate vision to not only deliver a top notch culture. • Delivered a strong peer-to-peer recognition program that employee's could use to not only recognize their colleagues but use "tags" to align with the company's culture with 99% adoption rate and 85% of employees using monthly• I took the recognition platform to create incentives for learning, wellness and onboarding. The platform was adopted by the recognition company for future clients, our employees utilized the "behavior bonuses" at least twice a month• With 100% adoption and 73% average log ins, I designed "Always Learning@WSB" that took feedback from employees, leaders, managers to create a multi-faceted training program to encourage employees to learn, share and create content that was useful for everyone.• I reduced time to fill from six months to 60 days by re-designing the recruitment function from an ad-hoc process to one of accountability with the hiring managers: created a process for advertising, interviewing and avenues to find candidates. • Re-created the performance management program: took an out-dated yearly process to on-going feedback philosophy, implementing an online feedback portal, a process for managers to develop employee goals and a check-in program. I tied the process directly to the company goals and culture• Developed a new onboarding program with culture and product videos along with training programs for new hires

I started at Learning Tree International, a technology training company with six international operating units, as the Director of one op unit and was promoted three times to being the Head of International HR.• Introduced and manage yearly employee engagement survey worldwide to recognize areas for improvement and continuous assessment to increase engagement and motivation. With new programs and culture alignment, the company went from a "D" disengaged to "A" "engaged" within one year.• Transformed HR team and perception of HR from a HR as the police to responsive and competent business partners.• Developed and manage comprehensive training portal and development plans to ensure professional development while promoting.• Created new hire on-boarding process that included detailed departmental training, mentoring and feedback process. New Hire engagement (via survey tool) increased from 58% adequate to 92% extremely beneficial.• Partner in managing total rewards to ensure they are aligned with companies strategic vision and mission 2-years in a row negotiated no-increase renewals from medical provider. In addition, when transitioning to an HSA medical plan, we had 52% of employees voluntarily make the switch through strong communications marketing saving the company $52 per employee.• Introduced work-life work initiatives: telecommuting, flexible work schedules, Promote wellness initiatives: health club reimbursement program, easy access webinars.• Redefined recruitment function, mission statement and shifting focus on behavior based hiring (for 50% of open positions).• Reduced time-to-fill for Sales positions from an average of 6-8 months to 61 days by creating a centralized talent acquisition process in HR, including implementing an ATS and training for hiring managers.

I executed all HR programs for Learning Tree International for Corporate and US Operating Units. Lead initiatives for culture change, performance management, recruitment and employee engagement. In addition, I managed all payroll and benefits administration for 500 employees.

Originally hired to work with Hotels.com talent recruitment team and then transitioned with Expedia to solidify the global strategy for recruitment across all brands.

Worked with Sales and Marketing to focus on best practices HR to ensure it was aligned with the business. Strong focus on engagement and performance management.

Build out the HR function with a team for a DVD distribution start up across the country. Implement best HR practices, processes and recruitment for several distribution centers.