I am Responsible for Global Finance & Global People Operations. My team and I developed key workforce & financial business models turning residential site(s) into profit centers, eliminating operational losses, and decreased reliance on fundraised revenue. My team successfully Increased recruiting from 3 to 380 sourcing platforms. Our talent acquisition pipeline accelerated hiring from 43-days to a 14-day average. I successfully built collaborative relationships with eight school districts surrounding residential care village in Virginia which increased onsite non-public school census by 31% and residential care census from 37 to 54 over 6-month, resulting in 1.3 million additional revenues over an 8-month period. My HR team and I expanded social justice/DE&I awareness through corporate strategy and initiatives. Minority hiring increased 25% in the first year. I have led the development of a change management process that accelerated adoption and integration for a new HR information system and new financial processes for budgeting and grants management. My team and I successfully fostered organizational accountability by collaboratively leading finance, HR, senior leadership, and the board of directors out of a going concern of 11 million loss in FY23 to a 450K budgeted net income for FY25.Keys to Success•Employee Self-Service (Handheld Applications)•Intern – Corporate Plan & Implementation•Automated Talent Acquisition•HR electronic data/storage AI integration•HR Dashboard & Notification System•Risk mitigation in hiring practices, time & attendance, and FLSA•Benefits cost containment (decrease -1.25% in FY24 / 3.85% increase in FY25 with 15% offering increase)•HR System Integrations (ATS / LMS / PM / Payroll / Benefits / Personnel Files)•Employee Self-Service Dashboard•Survey System Set-up / Feedback loops / Communication Mgmt./Change Mgmt. Implementation•Learning Management System Analysis / Integration / Execution Plan / Annualized training

Part-time HR Transformation, organizational development, and change management consultant and volunteer leader. I've worked with global industry leading companies: Isaiah Institute (4 months), Trident Seafoods (15 months), Medtronic (5 months), Monsanto (6 months), New Perspective Senior Living (23 months), Valley Cartage (12 months), Wal-Mart (14 months), P&D Transportation (42 months), and numerous non-profit organizations as a volunteer. My specialty is enterprise HR & Financial transformation and change.Essential Functions:• Establish and implement HR and OD efforts that effectively communicate and support the firm’s mission and strategic vision. • Assess and diagnose OD and culture needs.• Design, develop, implement, evaluate and measure programs, policies and strategies to meet organizational goals.• Develop HR and OD short/long-term plans and strategies to support achievement of business operations objectives.• Function as a strategic business advisor, expert facilitator, coach and mentor to executive/senior management of business units or regarding key organizational and management issues.• Design, develop and implement talent review processes, targeted leadership development, performance management training programs, and performance management systems to enhance diversity and inclusion, full life cycle recruitment, and workforce retention and promotion. • Translate data analysis to drive actions and plans for OD strategies.• Work with the firm’s executives to establish management succession and individual development plans for executives and emerging leaders that meet organizational objectives.• Develop and prepare budgetary recommendations that meet organizational goals efficiently.• Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective for the firm.• As a change management expert, provide overall leadership, design and implementation of change theory, methodology and practice.

I play a pivotal role in UEW Healthcare's national international growth by providing comprehensive strategies for HR transformation and organizational development. My role oversees the full range of human resources functions and develops strategies while implementing programs that inspire, motivate and support our employees. I lead all people experience programs in areas such as benefits, compensation, diversity, inclusion, and performance management; develop, interpret and implement policies and procedures to further the UEW Healthcare's goals with a data-driven mindset; manage, coach, and develop direct reports as well as provide daily leadership for HR and recruiting team; set and implement strategy for diversity and inclusion efforts; work closely with the leadership team to continuously evolve our employee experience by optimizing internal events, onboarding, communication, feedback mechanisms, and employee interactions; support employees with excellent benefits, strong performance & compensation philosophy and empathetic engagement; implement and iterate on HR systems and processes to support a rapidly growing workforce; I serve as a strategic business partner to the senior leadership team; lastly, I evaluate both short-term and long-range planning for new and existing programs.

• Directs store operations for super centers and neighborhood markets (P&L of $1.40 billion).• Manage a team of 19 HR generalists and 24 training coordinators.• Develops and implements strategies to attract and maintain an engaged workforce utilizing an effective sourcing, recruiting, onboarding, learning and performance strategy.• Builds partnerships with market HR & Operators to ensure business & workforce needs are met.• Oversees, communicates and drives implementation of the company's HR practices, systems, and personnel-related activities across region.• Executes multiple business plans and projects by identifying customer and operational needs.Highlights of Accomplishments:• Developed a productive and efficient team of expert generalists who shifted the talent acquisition & training process to a diversified self-service 21st century model. • Analyzed, structured, and collaborated on compensation redesign for region.• Aligned multiple business units to achieve the mission and business priorities of the company through strategic collaborative organizational change management.• Assisted in global implementation of HR policies and initiatives to support organizational growth, employee retention, and creation of programs, processes, and tools to achieve training and operational goals.• Delivered full-cycle talent acquisition for critical positions in all business units.

Logistics, Transportation, Supply Chain Management• Expanded company to include a towing and recovery division, mobile maintenance division, employee services division, CDL training division, and a partnership with FedEx (7 contracts). • Concentrated on employee relations and diversity programs, policies and procedures (appeal processes), and dispute resolution. • Coached, mentored, and facilitated 18 multi-unit HR teams and managed affinity groups. • Oversaw state/federal law areas of EEO (Title VII), AA, ADAAA, Diversity, and U/I hearings. • Supported HR initiatives and provided guidance, direction, and integration to HR programs to meet strategic business goals and operational objectives. • Started with zero revenue and 5 years later sold company.

Supply Chain ManagementCreated and implemented 87 audit action/process checks. • Increased internal audit compliance from 17% to 93% in first year. • Led change and transformational management effecting Federal labor legislation and HR Law areas of EEO/AA, ADAAA, and Diversity. • Increased Adult & Blended Learning training from 23% to 99.89% in 18 months. • 100% compliant with $18 million budget in operations, safety, OSHA, and DOT. • Awarded Best Peak Performance with productivity in "Top 9" in division 3 years in a row.

Directed a multi-million dollar business and hundreds of store employees encompassing the areas of logistics, operations, inventory control, merchandising, procurement, sales and profit. • Managed recruitment, acquisition, training, performance evaluations and retention.Highlights of Accomplishments: • Took store from -4% to 12% over plan in 3 years with $49 million in annual sales. • Increased retention from 24% to 83% managing 350 associates. • Generated $11.5 million in cost savings with inventory and contract redesign.

Managed brigade budget of $240 million and reconciled 18 separate unit budgets. • Developed logistics plan for deploying over 15,800 soldiers and 28 pieces of equipment by air, land, and sea into theater.

• Developed the highly successful operational logistics plan for deploying over 15,800 soldiers and 28,000 pieces of equipment by air, land, and sea into theater (Operation Iraqi Freedom)-1st Armor Div.• Warehouse General Manager – 5 Years*Brigade Diversity Officer

Responsible for providing immediate medical attention for the sick and injured. Performs CPR, provides oxygen, and provides other assistance to victims of trauma.PRIMARY RESPONSIBILITIESRespond to 911 calls for emergencies.Ride in ambulance to scene of accident or injury.Respond to incidents such as automobile accidents, heart attacks, slips and falls, childbirth, and gunshot wounds.Assess nature patient's condition and extent of injury.Ask patient important questions if patient is conscious.Determine pre-existing medical conditions.Use backboard to immobilize patient.Secure patient in ambulance for transport.Drive patient to hospital or other care facility.Take and monitor vital signs.Transfer patients to ER and give attendees information about injury.Document and record trip.Replace used supplies.Check equipment.Decontaminate the interior of the ambulance.Care for patient at scene of accidents.Manage respiratory, cardiac, and trauma injuries.Administer medications orally and intravenously, interpret electrocardiograms (EKGs), perform endotracheal intubations, and use monitors.

The Reserve Officers Training Corps is a college-based education and training program leading to commissioning as a U.S. military officer. Each U.S. military service branch has its own version of ROTC, with the Navy and Marine Corps offering college and university-level NROTC programs. Army and Air Force ROTC programs are found at many colleges and universities as well. Young adults accepted into Army and Air Force ROTC programs enter as cadets while Navy and Marine Corps NROTC participants enter as midshipmen.Military ROTC ProgramsThe military offers ROTC programs at more than 1,000 colleges and universities. In exchange for a paid-for college education, the ROTC cadet or midshipman agrees to serve in the military after he graduates. Each military service's ROTC or NROTC program differs in certain respects due to the nature of the mission each service has historically been assigned. While they're ROTC cadets or midshipmen, college students study in their chosen fields as well as study and train to be military officers.ROTC Cadet DutiesBoth Army and Air Force ROTC offers cadets a two-year or four-year program that emphasizes basic military skills and officer leadership education. As in the active Army and Air Force, ROTC cadets fill officer-level leadership positions within their universities' ROTC training battalions, including battalion commander. Air Force ROTC cadets fill leadership positions within their universities' AFROTC cadet wings. Army and Air Force ROTC cadets spend their classroom time learning the military sciences and their drill time preparing for commissioned officer leadership roles.