MyParent Cafe, a Public Benefit Corporation, is a membership based digital community that improves member 1) access to expertise 2) support solutions and 3) mental & financial healthby connecting parents to peers, professionals, and a 24/7 AI CoParent.We're currently pre-seed and in development. Visit our website for our latest updates: https://myparentcafe.com/

Multiple full time, interim and fractional CHRO leadership, coaching and project engagements focused on employment branding, workforce strategy planning, talent acquisition operations, exec coaching, OKR/Goal alignment facilitation & automation, remote work planning, compensation market pricing, job architecture and career ladders, benefits, performance management program development, learning-to-lead 1 day workshops etc.Seed funded, developed and deployed Squadley, an agile OKR/Workforce Acceleration platform.Client engagements have included Behavox, LendingHome, 3DR, Udemy, ICON Aircraft, GoPro, Jagex, Healthline, Talix, Contentful, Modern Treasury, Creative Market, HoneyBook, CrowdStreet, Spruce, JustFab, Dropoff and more.

Graphio has developed a manager's digital twin that analyzes employee performance by assessing potential, identifying high-potential individuals, and predicting flight risks - all based on events data without accessing private content, messages, or any sensitive information.

SemperVirens is an early stage venture capital fund with over $150 million under management investing in technology transforming healthcare, work, and financial wellness. The fund has a portfolio of more than 50 industry-defining technology companies and an invite-only Venture Advisor group of 70 senior HR leaders of public companies. SemperVirens is committed to making meaningful connections amongst all stakeholders on a mission to build a better future of work.

Entrepreneur mentorship and scale up consultant

Scale-up advisor and talent strategist.

Product advisor & solution enthusiast.

I’m thrilled to announce that I’m joining as an advisor to Beth White and the MeBeBot team to advance generative AI and verified AI as a core component of the HR and IT service strategy and tech stack. MeBeBot’s generative AI employee support (embedded in the Digital Employee Experience Platform) is available now. And it works.What? And more importantly Why?The AI space is hot but filled with hype. HR needs to lean in vs. wait and see. How do we distinguish signal from noise and move from AI talk to AI adopt?Over the past few years I’ve been using MeBeBot as a cost effective HR service, communications and feedback solution, supporting hundreds of distributed employees by resolving their questions and needs in real time 24/7.While important, there’s little job satisfaction answering the same employee questions over and over again. And it’s wasteful to launch new benefits and employee experience programs that are promptly forgotten. As an employee, there’s nothing more frustrating than trying to get a routine answer and not getting a response for days. Worse, who wants to go dumpster diving into shared folders or Slack/Team channel histories for outdated policies or practices?MeBeBot lets the HR and IT team focus on establishing the right answer once and then letting the AI respond to thousands of employees across multiple languages and countries. Employees use natural language to ask a question and MeBeBot responds with the trained answer. With this ‘set it and forget it’ approach to tier 1 level Q&A, HR is better positioned to redeploy time towards higher value talent and leadership development initiatives.

Executive HR leadership in a scale-up, distributed and regulated fintech environment with overall accountability for excellence across multiple talent dimensions:- Talent vision and strategy- Executive and Leadership performance excellence- Corporate and board governance & risk- Culture and Values- Talent Acquisition- Diversity, Equity and Inclusion- Talent Management- Compensation & Rewards- Performance acceleration, development and coaching- Leadership and Organizational effectiveness- HR platforms, tools and support solutions- Employee IT Services- Flexible real estate solutions

Scale-up advisor and talent strategist

Product design, advisor, customer advocate.

In-house role accountable for overall talent acquisition, management and HR operational excellence. Milestone achievements included:- Mission, Vision & Values creation and infusion into the culture- Job architecture, mapping, market pricing & bonus design- Quarterly employee pulse and response planning- Austin Business Journal Top Places to Work winner- Right-sizing of company led to exec team downsizing/restructuring and elimination of role

Consulting to FT in-house role accountable for LendingHome's overall talent strategy and execution during an exciting phase of expansion and growth. Extended engagement with 40% increase in HC growth to 300 across multiple sites.eNPS rose 30%Core functional scaling of HR including performance acceleration, pulse, rewards, management training Workday implementation, Compensation Committee creation & team growth.See more about working at LendingHome here: https://www.themuse.com/companies/lendinghome/office

In-house role as Rocket Fuel's first head of People and Places and #1 on Deloitte's Fast 500 for 2013.- 24mo HC growth from 240 to 1200 employees with 300k sqft added worldwide.- People and Places team growth from 3 to 80- Led all HR governance initiatives for 2013 IPO/Exit- High employee satisfaction metrics and low turnover through multiple talent mgmt. programs- HR leadership throughout IPO, Secondary and acquisition of [x+1] business- Systems and infrastructure build out included Workday, work.com and the corporate intranet- Extensive coaching, mentoring and workforce optimization leadership

In-house CHRO role leading global corporate people strategy and execution.- Talent Acquisition/Growth Management: >200% HC Yr 1 and creation of first distinct business units.- Global systems & frameworks implementation: core data (Workday), goal alignment & performance (Rypple), rewards (strategic positioning, job leveling & pricing, corp & business unit rewards)- Talent program infrastructure and leadership capacity building: implementation of quarterly talent assessment and response programs, leadership development roadmap and programs.Key offices: Redwood City, San Francisco, Beijing, Luxembourg.

Head of Corp HR, BioWare (acquired by EA) & Head of Label HR: EA SPORTS.Overall company & then business unit(s) people strategy & execution.BioWare Corp.- National Top 10 Employer Award Winner.- Overall talent acquisition, talent development, coaching and cultural stewardship. >50% HC growth over 2 yrs; including Austin location start-up.- BioWare HR M&A prime for sale of BioWare to Electronic Arts in 2008.EA SPORTS- Organizational consulting and team leadership in support of direct-to-consumer/digital business transformation.Key offices: Redwood Shores, Los Angeles, Orlando, Austin, Salt Lake City, Vancouver, Edmonton, Guildford (UK).

Global #2 HR role.M&A: Acquisitions, divestitures prime.IPO: Sox compliance and S1 filings preparation.Global total rewards leader: base/bonus competitive positioning and plan design, equity compensation, Sales (OEM, Channel, Digital) compensation, executive compensation.Infrastructure and programs: HRMS, HR talent programs leadKey offices: Ottawa, Maidenhead (UK), Mansfield (CT), Minneapolis

Global corporate compensation/rewards, equity, benefits consulting.--Newbridge acquired by Alcatel.Key offices: Ottawa, Vancouver, Toronto

Think tank human capital consulting.National client base of top 150 HR executives.Practice areas included total rewards, performance management and talent acquisition.

HRMS, talent acquisition, reporting and analysis.Ottawa