After leaving the International Mission Board, I have spent the last few months doing philanthropic work, traveling, consulting, making art, learning new skills, caring for an aging relative, and visiting family that I haven't seen for many years. I'm now seeking to re-enter the workforce full-time and feeling so energized, refreshed, excited, and READY!

Head of Human Resources & other people-related processes, delivered through a team 189 people serving in 35 countries, for both the International Mission Board (with over 4000 employees) and Send Relief, which is the humanitarian arm of the Southern Baptist Convention. Responsibilities:- US & International Human Resources- TCK Education (Individualized education plans for 2700+ Third Culture Kids, attending >500 schools)- International Abuse & Harassment Prevention & Response- US Medical Clinic (with a team of 24, including 4 Physicians)- International Medical Services (Medical personnel located around the world)- International Clinical & Pastoral Counseling (Member Care)- Regulatory Compliance, Policies and Procedures - Board of Directors HR Committee leadershipDirected all of the people-related processes for a global organization comprised of 4000+ faithful laborers that want to share God's Word with every tongue, tribe and nation throughout the world.Annual Company-Wide Annual Compensation & Benefits Budget: $175MAnnual HR Budget: $20.9MHR responsibilities Included: Total Rewards (Benefits, Compensation, Recognition, Engagement), US Recruiting, Succession Planning, Performance Management, Employee Relations, HRIS Administration, Wellness, and Organizational Development, and Vendor Management (42 vendors.)

Responsible for leading Human Resources, Talent Acquisition, Diversity and Inclusion, and Training and Leadership Development programs.Human Resources responsibilities included:- Total Rewards: Compensation & Benefits - HR Client Consulting- Change Management- Employee Relations- Organizational Development - Employee Engagement- Talent Management - Succession Planning- Human Resource Policies, Strategy - People Analysis & Reporting- Vendor Management- Executive Compensation- HRIS AdministrationThe Goodwill Learning and Organizational Development Division was responsible for the instructional design, delivery, and measurement of all training programs to both internal associates and to the people participating in Goodwill services in the community: 1) Goodwill Internal Training - Skills, Systems, Process, Culture, and Leadership training 2) Community Workforce Training - Providing learning & certification programs to job seekers in the communities we serve in order to prepare them for employment opportunities.The Goodwill Talent Acquisition division sourced and placed top talent into jobs throughout metro-Richmond, Hampton Roads, and Virginia Beach that included:- Executive Recruiting- Exempt Professionals Recruiting- Full- and Part-Time Non-Exempt Recruiting- College Internships- Ability One Placements - Candidates with severe disabilitiesThe Diversity and Inclusion team was responsible for:- Ensuring we maintain a culture of acceptance, fairness, inclusion, and representation.- Building and maintaining relationships within the community to further our mission- Supporting and governing Associate Resource Groups (Current: Veterans & Hispanic)- Providing "unconscious bias" training to associates

After 17 years in the Financial industry, this temporary role provided the unique opportunity to learn about and work in the medical industry. I loved my time working for at this radically different, industry leading, and innovative practice - Richmond, VA's only concierge pediatric practice.Responsibilities included:- Human Resources - Recruiting, Compensation, Perf.Management, Training, Payroll, Benefits- Marketing - Practice memberships sold to consumers and executive benefits to companies- Supervisor to all non-MD clinical and non-clinical staff - Financial management & accounting - Cash flow, cost accounting analysis, performance reporting - Practice performance analysis - identification of trends and performance opportunities - Contracts negotiation and management - Fee schedule management, medical coding and billing management- Accounts payables/receivables- Business process management - Improving role clarity, efficiency, and cost savings- Website development and ongoing management; Social media strategy content management- Inventory management - Office and medical supplies- System and data security- Federal and State Regulatory compliance (OSHA, HIPAA, etc.)I fulfilled my commitment to help prepare the practice for vast expansion before resuming my career in Human Resources.

Responsibilities: - Partnered w/ multiple regulatory agencies (CFPB, FRB, BBB) to define new industry requirements.- Developed and led a newly formed Enterprise Complaints Reporting and Analysis division.- Facilitated kaizen sessions to define processes and improvements.- Implemented new processes and IT systems to capture/report complaint data from all channels.- Identified and escalated enterprise-wide trends and issues from complaints data.- Focused on improving customer satisfaction, reducing errors, and delivering on brand promises. Upon completion of a 24 month assignment, I was eligible to post for other positions. Given that there were no HR positions available in Richmond at that time, I chose a severance package and sought to expand my repertoire by working in an entirely new industry.

Senior Director of Human Resources Consulting for IT. My HR clients included:- Chief Information Officer- Chief Technology Officer, Senior Vice President- Senior Vice President of Credit Card IT - Managing VP of Bank IT- As well as, the executive teams that reported to each of themLeader of a cross-functional team that managed all Human Resources processes and provided HR consulting to business leaders in multiple IT divisions that included 16 Executives and 6000 associates.Also responsible for:- IT Campus Hiring - Selection, Hiring, Allocation, Training (Hired over 100 grads/year)- IT Diversity Council - Organized meetings, events, and reported diversity results.- Performance Management - Organized IT-wide performance management processes (goals, training, calibrations, and reporting) for 6000+ associates.- Executive coaching of new executives- Associate Relations investigations related to IT associates.- IT Compensation - Ensuring fair and fiscally responsible compensation programs for all IT associates.In my last year in HR, I transitioned into Senior Director of Compensation for all enterprise horizontal divisions, responsible for the compensation strategy, analysis, and delivery for over 20,000 associates: * All Staff Functions (HR, Finance, Legal, Risk, Strategy) * All Enterprise Services (IT, Brand, Digital, Corporate Dev) * All Horizontal Job Families (Project Mgmt., Process Mgmt., Admin. Asst., Vendor Mgmt., Statisticians)Responsibilities included, but were not limited to:- Analysis and benchmarking to support recruiting and retention of employees- Administration of salary and performance based bonuses- Also led the training and implementation of an enterprise-wide change management initiative, to convert from formulaic merit and bonus structure to a guided manager discretion model.Completed a 1 year executive coaching program offered by Georgetown University professors at Capital One Headquarters to selected HR Generalists.

Director of Sales - America One, the cellular division of Capital One. Responsible for over 500 call center associates in 4 domestic and international call centers. Also managed the Training & Internal Communications teams. Director of Sales and Operations - developed implementation plans for new products, sales strategies, and customer service experience plans. Attended Darden School of Business Change Management Certification program (Certified Change Management Professional) then began leading the implementation of new product rollouts across the company. Also led the operations of the Invention Factory, which was an internal test lab within Capital One. Directed all operations to include Inbound and Outbound sales, Customer Service, and Collections call center queues (a total of 300 agents in US, then expanded to include international overflow call centers with capacity for an additional 500 agents), Training and Communications teams, and the Operations Strategy and Analysis team. Prior to Capital One, I worked at Circuit City for nearly 11 years. In my last 5 years, I worked in Human Resources and was responsible for in-store communications (merchandise news publication), in-store sales training, and computer based training development.