Morphosis LTD is a global Organizational Development consultancy that optimizes businesses by empowering their people. With expertise in Industrial and Organizational Psychology, we deliver impactful solutions in talent management, employee wellness, and corporate strategy. Guided by our core values of Integrity, Simplicity, Professionalism, Courage, Excellence, and Dignity, we champion diversity, equity, and inclusion. Key focus areas include:• Leadership Coaching• Organizational Development and Talent Management• Training and Development• Psychometric Assessments• Executive Leadership Development Training• DEIB Training• Employee Wellness Programs

Organization Development- Learning and Development- Organization Design- Leadership Development - all levels- Coaching - all levelsProperty Management- Oversaw all community operations, including maintenance, budgeting, and certificates of occupancy administration.- Provided superior customer service to enhance resident satisfaction.- Developed and managed a high-performing board of directors by maximizing engagement, timeliness in task completion, and implementation of policies and procedures.- Managed vendors and projects to ensure the best value for the community, resulting in improved quality, resident service levels, and budget adherence.- Instrumental in increasing reserves from 28K to a projected 200K in two years.- Implemented and maintained a property management system and onboarded the community in its use.- Served as secretary/treasurer, including all related duties inherent within.

• Responsible for the productivity, quality, and staffing of the Employee Benefits Operations unit. • Led projects to incorporate marketing automation that returned faster proposals for producers.• Identified training needs and developed staff to enhance professional skills.• Implemented best practices to improve the delivery of open enrollment presentations to clients.• Enhanced processes to improve the communication between the Marketing, Customer Service, and Communications teams.• Coached team members across the enterprise.

Promoted to Senior Director and given additional responsibilities over and above learning and organization development to include other areas of the employee life cycle. Led a team of six HR professionals working onsite and virtually, focused on the following priorities:• Talent Acquisition – developed and implemented a recruiting strategy to attract an average of 250-300 professionals at Costa Farms, including the development of the company’s employee brand on various recruiting platforms, promotion of company culture to attract best-qualified talent, and vetting/implementation of Artificial Intelligence (AI) tools to improve candidate selection. Efforts yielded a high level of satisfaction from hiring managers due to improved candidate quality and shortened time-to-fill.• Onboarding 90-day Experience – designed initiatives that created an experience employees could not resist, including platforms and media to introduce new hires to the company culture and a required learning and development curriculum. Promoted excitement about joining the Costa Farms team.• Employee Engagement Culture – pioneered a “love where you work” initiative, including a new DEIB strategy that resulted in an employee satisfaction rating of 86%. Customized the Stay Interview process to improve employee retention and mitigate turnover.• Change & Crisis Management – introduced key models to the enterprise to support strategic transformation and emergency response from both “process” and “people” aspects. Leveraged NeuroLeadership principles to mitigate employee concerns and establish a growth mindset to guide people through the complexities associated with change management.

Strategic thought leader hand-picked to create and deliver high-impact talent solutions across the global enterprise. Developed and executed an organization roadmap to influence partners across the enterprise by implementing best practices that created highly effective teams and serviced the strategic needs of the business.• Implemented and led the L&OD function which resulted in a 98.9% satisfaction rating with the training delivered.• Drove the strategic and operational initiatives on a micro and macro level inclusive of: needs assessments; development of curriculum to address gaps in skillset and address short and long-term business objectives; creation of customized leadership solutions to address problematic business areas.• Introduced the Korn Ferry competency model and drove enterprise use of For Your Improvement (F.Y.I.) to establish a framework that measures proficiency in the demonstration of crucial behavior required for specific roles and levels across the enterprise.• Rebuilt and implemented an effective performance and talent management process that resulted in: more effective goal setting; enhanced feedback to individuals for improved performance; consistent measurement of performance and potential across the enterprise; a stronger focus on key components of the talent management cycle, including talent calibration, succession planning (9-box) and identification of high performing talent. • Created the Costa Farms Leadership Development Program as a framework to: provide 1:1 coaching and development of future leaders; allow for an individually customized development plan. • Utilized key organizational development tools inclusive of: Insights Discovery & Transformational Leadership (MBTI) personality assessments; Discovery Full Circle; Hogan Assessments; 70-20-10 design methodology; UKG Learning Management System.

• Managed PeopleSoft ePerformance User Acceptance Testing for Retail division impacting 35,000 employees.• Spearheaded Kaizen events to enhance interdepartmental relationships and improve processes within enterprise HR. • Led Lean process improvement initiatives for HR Shared Services. Identified over 150 processes and oversaw their categorization, numbering, written Standing Operating Procedures, and flow charts. Offered over 40 recommendations to improve efficiency, effectivenessand quality, resulting in a reduction of time and labor costs of three full-time equivalents.• Improved and executed core Organizational Development processes (e.g., performance management, succession planning, organization design, associate/leader development).• Contributed thought leadership and business consultancy to drive solutions that impacted substantial change in an organizational state of ambiguity.

Director of Operations, Graduate Admissions – September 2009 - December 2013 • Managed Admissions performance from FY 2010 to FY 2013: 1.33 basis point improvement in the “Lead to Enrollment”; a 0.90 basis point improvement in the “Lead to Start” and a 2.30x increase in “Enrollments per Advisor.”• Developed and implemented 15+ employee recognition programs which increased the departmental employee engagement index score to the #1 ranking in the division with an average of 85% “favorable” score in Ethics, Supervision, and Shared Values.• Cured over $8MM in tuition revenue loss from FY 2011 to FY 2013 through the institution of the Transcript Service unit, which achieved a 99.9% success rate in obtaining “proof of graduation” official transcripts.• Collaborated with website development team concerning the student portal to include interactive features that expedited enrollments and allowed for guided conversations with students, which shortened average call handle time. Director of Operations, Business-to-Business – April 2007 - September 2009• Led a Graduate and Undergraduate college Admissions team that generated over 6,300 enrollments which translated to aggregate potential business revenue of $378MM over 5 operating years. • Consistently exceeded enrollment goals by over 125% cycle over cycle.• Hired, supervised, trained, and developed 21 College Admissions Advisors and an Associate Director.