Responsible for overseeing all aspects of human resources strategy, including talent management, employee engagement and leadership development. Serves in a pivotal role in shaping and executing Goddard’s human capital strategy, ensuring the company continues to attract, develop and retain top talent.

Serves as the steward of the company culture, collaborating with executive leadership team to enable company growth and transformation while maintaining focus and commitment to our mission and values. Aligns human resources function with focus on creating an exceptional experience across the employee and customer life cycle. Architects the development and implementation of scalable HR solutions including talent strategy through oversight of full suite of talent management, organizational development, total rewards, HRIS and other team enablement initiatives to deliver innovative products, services, and customer experiences to maintain Somos’ position as a thought leader in the numbering administration industry.

Drove the development and implementation of the talent management strategy through oversight of full suite of talent management and organizational effectiveness programs and including mentoring, talent mobility, succession planning, career paths, executive coaching, and partnerships with HR Centers of Excellence.Significant accomplishments included:• Lead the development of a transformational technical talent strategy aligned to the business strategy. Outcomes include increased visibility into Director+ talent through the assessment and calibration of 95% of talent and placement of 37% of high potential talent into top talent development programs and 20% improvement in ready-now successors.• Participated as a member of the Senior HR Leadership Team in the development of the HR Roadmap to provide integrated talent solutions across. Results included the development of targeted programs to improve the depth, quality and readiness of bench resulting in 15% improvement of internal fills. • Aggregated leadership development data to inform the content and curriculum offerings to leaders directly aligned to the business strategy.

Implemented the global talent acquisition strategy and team of 35 reporting to the SVP of HR. Customized scalable activities to achieve business objectives. Filled 5500 roles including executive, professional, temporary/contract and front-line. Partnered with executives, talent development and HR. Significant accomplishments included:• Led and implemented a transformational talent acquisition strategy increasing team capabilities, raising quality of hire, reducing staff size and costs per hire by 30%, filling 69% more positions resulting in industry recognition and top quartile performance. • Improved quality of hire and staff engagement through the adoption of leading selection practices, assessment tools, redesign of the selection process, technology enhancements and outsourcing while improving manager and candidate satisfaction by 20%.• Negotiated vendor contracts and service level agreements resulting in increased accountability and annual savings of over $1.6 million.• Supported merger and acquisition activities through onboarding and rapid deployment of services to provide mission critical resources needed to expand product offerings and meet revenue goals. • Consulted with C-Suite and HR leaders to develop and implement an integrated talent management solution including succession, diversity, talent acquisition, leadership and staff development resulting in the reorganization of the division, new products and a reduction of operating expenses.

Developed and implemented enterprise-wide HR strategy as a member of the executive team. Enabled a business restructuring to leverage new business model and reinforce adoption of sales force excellence initiative, competencies and culture. Led cross enterprise team to transition the HR Service Delivery Model to Strategic HR Business Partners & HR Centers of Excellence. Managed staffs up to 35.Significant accomplishments included:- Designed integrated talent management process to enable the accomplishment of five-year business strategy resulting in the identification and retention of high potentials and top performers, implementation of competitive total rewards program and improvement of employee engagement to maintain desired non-represented status.- Created a three-year development strategy including customized development and performance plans to optimize and align the ROI investments in development to business objectives.- Led restructuring of division through role/workflow redesign and people moves reducing headcount by 20% and back-office operating expenses by 45%.- Managed reorganization and change management of the sales function. Developed sales and leader competency model, sales training & development, organizational redesign, compensation/rewards program resulting in retention of high performers and 22% increase in average representative sales.- Centralized transactional HR functions resulting in a 15% reduction of HR headcount.- Selected for the high-potential General Manager Development Program.

Responsibilities included designing, driving and implementing the human resources strategies as a member of the Senior Leadership Team. Lead in the development and communication of the organizational structure and the implementation of programs designed to attract, develop and retain associates to meet business objectives. Accountabilities included employee and labor relations, policy and procedures development, recruitment, budget management, compensation and benefits, process improvement and the facilitation of business strategy development.

Developed and implemented global enterprise-wide and regional human capital initiatives. Led diversity, workforce management, training, and merger integration. Significant accomplishments include:- Maintained business performance through restructuring process impacting 50% of customer service staff and internal/external placement of 60% of employees. - Managed the successful merger integration of Continental Cablevision & US West Media Group. Aligned policies, procedures, separation/restructuring plan, job comparability process, internal and external placement and employee communication.- Led the development and adoption of the diversity strategy including an alternative dispute resolution process, employee communication campaign and diversity training credited with driving innovation, employee retention, diverse hires and the elimination of external employment-related claims. Program awarded industry recognition.

Responsible for all aspects of human resources for a regional cable system of 500 employees, 5 locations and revenues of $72 million. Human Resources work included employee development, employee relations, wage and salary administration, workforce management and policy development. Significant accomplishments included:- Successfully maintained business performance throughout restructuring process impacting 50% of customer service staff.- Developed and implemented company placement initiative for impacted employees resulting in internal and external placement of 60% of employees.

Responsible for the administration, analysis, disposition, grievance investigation and arbitration for collective bargaining agreement. Conducted surveys and developed recommendations resulting in proactive employee relations’ initiatives including management/employee dialogue sessions and work/life program. Significant accomplishments included:- Reduced employee absences by 33% through the development and implementation of the Workers’ Compensation Injury Tracking Process resulting in significant management involvement in return to work efforts.

Managed the employee relations’ functions for the World Headquarters staff. Responsibilities included in-depth administrative and analytical support of compensation, benefits, AAP/EEO, employee relations, staffing and expatriate employee relations, relocations and visas. Significant accomplishments included:- Recognized as Employer of Choice by INROADS for the development and implementation of the company’s diversity recruitment strategy with 100% placement of interns upon completion of the program.

Led the customer support function for three key accounts for the Group Pension Division. Promoted to account leadership role.