As a CHRO, my executive leadership experience as CFO and COO allows me an understanding of business strategy and initiatives to partner with all levels of an organization, driving the HR function to establish a positive and cohesive environment, including HRIS, best practices, and data-driven change. I clarify the vision of building a productive, thriving culture that motivates peak performance. I understand and earn the trust of executive leadership, and can negotiate change that evolves organizations.At Mosaic, we provide comprehensive human resources expertise in all areas of Human Resources including building HR infrastructures, HRIS implementation, Inclusion and Engagement initiatives, Wellness initiatives, leadership and small team coaching, culture building, employee relations, policies and processes, legal partnerships, performance initiatives, staffing budgets, and implementing comprehensive benefits and retirement plans.- Client industries: academia, technology, consumer packaged goods (CPG), retail, professional services, employee benefits, and non-profits. Companies size: startup, mid-size, high-growth, and right-sizing phases.

Cost Savings and Streamlined Processes-Researched, selected, and obtained buy-in from executive leadership for a seamless, cloud-based HRIS and led HRIS project implementation that was fully self-funded through efficiency cost-savings.-Saved 4000 working hours annually with a $150K reduction/repositioning of staff with HRIS-Achieved $200K in cost savings by canceling the eight obsolete HR systems.-Consolidated the HR staff job descriptions to manage headcount cuts from 11 to 7 staff members.-Created new reporting on all human resources functions to support decision-making across campus.-Positioned a potential savings of $250K by elevating a trained internal recruiter.Human Resources Operations-Reconfigured and updated the 8-year-old employee handbook to ensure legal and regulatory compliance.-Worked closely with legal to rectify employee relations issues.-Reduced risk by establishing proper procedures to terminate employees and protect whistleblowers legally.-Created a program with the Office of Mission on Lasallian values for new hires and employees.-Hired a full-time Director of Employee Relations to team with me to develop trust with the HR office across campus.-Conducted the first-ever exit interview analysis and presented outcomes to the executive leadership to understand the problems creating high turnover. This presentation was also presented to the Board of Trustees. -Initiated strategic initiatives with the President to reduce turnover rates.-Established New Hire Onboarding and Leadership mandatory training on managers' responsibilities.-Established fair and consistent salary policies to address compression and inconsistent salaries. - Fought for and won funds for equity adjustments and developed a model for annual increases for staff.-I served as the HR representative on labor relations with on-campus unions.-Served as campus Co-Title IX Coordinator and DHB member.

Established the HR foundation for compliance, benefits, and wellness initiatives. Drive all strategic human resources initiatives for the company with multi-state offices. Serve as a change agent for a corporate culture that is collaborative, client-focused, and attracts top talent. Coach executives on growth strategy and foundation building. Created corporate D, E & I monthly workshops Catalyst For Change as introspective learning and unlearning through diversity, equity and inclusion discussion and workshops for cultural change. Serve on the D&I initiative's committee at Project PAVE Denver. Participate in roundtable discussions of DEI within the Downtown Denver Partnership Group.Initially, I worked as an executive consultant to this organization and then as CFO/COO to lay the foundation for growth initiatives.

Drive all strategic human resources initiatives for the company with multi-state offices. Serve asa change agent for a corporate culture that is collaborative, client-focused, and attracts top talent. Handle international hiring practices including H-1B visa requirements. Coach executives on how to foster an environment that recognizes and develops junior staff.• Created a company-sponsored monthly program for employees to volunteer in the community.• Established new payroll and benefits plan that immediately increased employee benefits while reducing costs.

Established HR strategies, objectives, and company business plans for periods of high growth and right-sizing. Created budgets and forecasts, and developed reporting and operations systems. Oversaw cross-functional staff of 50+. • Sourced, hired, and partnered with the executive team to drive a significant growth explosion. Created strategies to recruit higher qualified employees into entry-level positions, then built a productive and ambitious junior team. • Established training programs for skill development. Created management team meetings to develop leadership skills.• Built company’s first performance appraisal process, performance-based compensation plan, bonus plans, and employee manual. Guided managers through annual staff reviews and benchmarking. • Upgraded benefits package with medical, 401(k), and profit-sharing program that significantly reduced costs.• Initiated employee donation program for a local nonprofit to establish a corporate culture of community involvement. • Facilitated 100% organic growth from current earnings for ten years. Improved profitability by 15% by streamlining operations, managing overhead, and conducting quality hiring.•. Recipient of the company’s highest recognition award for innovation and business development.•. Conducted downsizing in a respectful manner for employees, while preserving client relations.