HR coaching and guidance offered to nonprofit and for-profit businesses desiring HR solutions and best practices. Leadership development training such as leadership beyond the job title, effective communication, emotional intelligence, impactful performance management, fostering a healthy work culture, tools and strategies for full life cycle talent recruitment are examples of provided training. Reliable HR strategies regarding the staging and implementation of organizational change.Mentorship for HR personnel looking to elevate their agency and to optimize HR processes.Executive coaching for C-Suite leaders in pursuit of reliable and courageous leadership during transitional and challenging moments.

Served as an executive team member and HR thought partner for peer executives, the board and the overall trust.Offered comprehensive HR governance, inclusive of work culture, talent management, organizational planning, budgeting, payroll, compensation practices, 401(k) and 457(b) retirement plans, health care and overall vendor management.As a leader, I advocated for and actively engaged my support and participation on various equity committees, affinity groups in an effort to ensure internal progressiveness and mission alignment.I fostered trust throughout the institution as leadership and organizational changes were implemented.Spearheaded talent review and succession planning along the spectrum of personnel skills, strengths and future aspirations with the goal of mitigating known and unknown attrition.Investigated and explored personnel grievances with an equitable lens. That lens provided space for all perspectives/voices to be reflected in any given situation.Advocated for family friendly policies and practices to support the balance of work and life.Mentored and offered partnership in the broader HR community for mutually shared best practices.

Advised executive leadership on strategic workforce planning, as well as talent and succession management. Scope also included mitigation planning for people risk strategies, parity reviews, EEOC review and investigations, HCI Metric analysis, management of local and remote personnel across the U.S. footprint. Leadership also provided for our United Way campaign.

Fostered business partnerships with 18 managers to meet and exceed department staffing goals. Hosted on site & off site job fairs to target qualified candidates of interest. Leveraged community partnerships to source talent from various training programs. Campaigned the organization as an employer of choice.

Advised business line partners how to effectively manage complex employee and disciplinary issues, provided policy interpretation and guidance around code of ethics, mitigation of audit risks, facilitated HR training and supported merger and acquisition efforts which included peer group analysis, staff reallocation, job elimination and severance.

Managed a team which served as a call center central point of contact for business line partners to access a one stop resource center for HR inquiries. Provided extensive policy interpretation, monitored trends with in-bound and out-bound call volume to determine ideal strategies to strike the balance of efficiency and quality.

Provided front line phone support for routine active and retired employee inquiries. Inbound themes ranged from FMLA, payroll, health and welfare, and clarification of bank policy. Duties also included management and retention of employee records.