Built relationships with cross-functional business partners by streamlining communication with both written and verbal communication to execute human capital strategy in salaried-level positions.Improved the Gulf Region by obtaining and attracting external talent to THD by focusing on customer experience with Diversity & Inclusion.

Among the top ~10% of 60k+ soldiers based on academics, physical training, and talent development.20+ years of experience across various HR functions with staff leadership, operations management, talent development strategy, leadership development, client service, promotions, event management, and recruiting.13% increase in test scores by exceeding organizational standards of 70% by training and developing over 30,000 soldiers annually.

Increase office efficiency by proactively anticipating the CG’s needs by independently making administrative decisions and requesting information on behalf of the CG during his absence.Zero spillage of classified information by maintaining 100% confidentiality by following the company’s policy.Lead and mentored a team of outreach and engagement specialists by providing a clear pathway to consultation while eliminating redundancy in campus engagements.Quickly earned the trust of leaders across the Army with genuine and authentic nature of personal character.

100% increase in equal opportunity employment awareness by training all employees by delivering training with all resources, methods, and tools available. 25% increase in diversity, equity, and inclusion efforts at scale, with expertise in racial and social equity by providing QoQ training by forecasting the company's training needs.

21% increase in recruiting hired goals of 25 new employees monthly by reducing time to hire by 20 days.Top 10% recruiter by motivating personnel in reaching the company's goals by being the team’s champion.Experienced in inclusive recruitment, sourcing, and passive outreach.Strategically advised C-Suite-level stakeholders and influenced cross-functional cross-regional teams within and outside of the organization.Developed and managed mechanisms to proactively attract top talent in the pipeline.Conducted regular data analyses relative to pipeline status and hiring needs.Tracked the reviews and engagement of talent that meet the criteria for movement.Knowledge of core talent management processes including talent evaluation, promotions, succession, and development.

Team champion by analyzing operations and individual performance to identify organizational and individual training needs. Developed multiple training plans and inspections, which improved and sustained the team’s effectiveness.

Involved in the development and teaching of new and/or current curricula across the institution at multiple sites. Instructed within an assigned discipline; assignments included traditional and/or alternative delivery methods.