HR leader for Chief Financial Officer and Chief Information Officer and their respective organizations globally supporting 2000+ employees. Lead and manage people strategy by translating business priorities into human resources agenda that supports organizational and business goals. Partner with leaders on planning and communications related to change management and working through organizational design to drive role clarity at the individual and team level. Facilitate the design of succession plans for key talent and key job positions. Provide strategic human resources consulting to executive leaders and decision makers to drive business results.

Develop and implement, independently, human resources solutions in support of business objectives, strategic goals and human resource initiatives for Clinical Development business unit supporting 500+ employees in United States, Canada, Mexico, South America. Use strategic thinking and strong consultation skills in designing and implementing suitable business interventions. Counsel and coach managers at multiple levels of the organization on different/wide range of topics. Provide day-to-day guidance and support to team of two associate HRBPs.

Develop and implement, independently, human resources solutions in support of business objectives, strategic goals and human resource initiatives for three complex business units supporting 500+ employees. Use strategic thinking and strong consultation skills in designing and implementing suitable business interventions. Counsel and coach managers at multiple levels of the organization on different/wide range of topics. Provide day-to-day guidance and support to team of two associate HRBPs.• Co-developed “Conversations with Heart” toolkit for managers to have courageous conversations about race relations and collaborated to develop diversity and inclusion survey for employees.• Consulted with leaders to execute furloughs for 65 US employees due to impact of COVID19 on business operations.• Developed De-escalation learning experience for clinical staff to successfully manage conflict.

Provided human resources leadership and support for 480 employees, including four senior leaders. Cultivated a work environment that supports and sustains a diverse and inclusive culture of engagement and collaboration by executing corporate initiatives at the business unit level. Partnered with mid to senior level leaders on talent development activities, performance management, organizational design/structures, change management and compensation. Facilitated corporate leadership training. • Developed and facilitated training to onboard new supervisors and facilitated 360 process for management and senior leaders.• Co-created and implemented Accelerated Development Program (ADP) to increase entry-level leadership bench; 56% of ADP participants selected for supervisor positions within one year, 2018.• Championed partnerships with senior leadership to implement engagement initiatives; increased engagement within one year, 2018. • Proactively identified and analyzed turnover trends of entry-level employees; developed recommendations that decreased turnover by 9.4 points in 12 months, 2018. • Led the HR Admin. / Compliance project that resulted in major process changes dramatically reducing the time human resources consultants / managers spent on administrative and compliance-oriented tasks. • Leveraged HR expertise to support revitalization of the work environment and culture following two leadership reorganizations. • Facilitated a group of leaders and individual contributors to develop new aspirations / expectations / tenants adopted by the Michigan Claims Organization to support the team’s culture. • Influenced senior leadership to create remote work opportunities for medical representative positions, which opened markets for talent across the state. • Collaborated with senior leadership to help field claims employees accept and adapt to changing technologies impacting internal processes

HR business partner for corporate finance groups supporting 200-600 employees with full generalist responsibilities. Planned and facilitated monthly human resources management (HRM) meetings for senior leaders to discuss and communicate HR related topics. Consult with business partners on employee relations issues, headcount planning, performance management, policy interpretation and application, compensation and retirement programs.• Utilized Leadership Architect to develop key competencies for the Internal Control group’s new organizational structure supporting their talent management efforts to ensure compliance with Sarbanes Oxley (SOX). • Led the Finance Classification Project which resulted in an alignment of compensation structure with external market. Updated job descriptions and titles for approximately 1200 North America finance employees.

Prepared and monitored Affirmative Action Programs and investigated and responded to Equal Employment Opportunity claims for four (4) manufacturing facilities. Consulted with business partners on AAP and EEO claims matters. Corporate representative for various federal, state and local agencies and community and national organizations. ● Partnered with HR peers to develop good faith and outreach guidelines for GM U.S. facilities which resulted in favorable compliance reviews.

Developed and implemented strategies to enhance diversity of physicians which resulted in 100% increase in applicants and 75% increase in minority residents. Facilitated training programs for non-medial staff employees. Partnered with leaders on organizational development interventions and process improvement projects.

Developed and facilitated training programs for non-medical staff employees. Partnered with leaders on organizational development interventions and process improvement projects.