• Work with Human Resource colleagues and leadership to refine current recruitment and onboarding strategies, to strengthen Branch-wide recruitment and retention efforts• Provide full-cycle recruitment consultation and services for approximately 60 managers and supervisors including; drafting job postings, identifying qualified candidates, authoring interview questions, scheduling and conducting interviews, and extending job offers to selected candidates• Manage the team responsible for hiring annual law clerks for the Minnesota Supreme Court and Court of Appeals• Provide employee relations for over 500 employees including resolution of workplace issues, performance issues, terminations, and investigations, in compliance with federal, state, local, and organizational employment laws/policies• Design and deliver trainings on topics such as employee coaching, performance calibration, process improvement, and professional goal setting

• Identified development needs for groups of employees and developed various training and education programs for all levels of staff, to equip them in helping achieve the overall strategic initiatives of the Minnesota Judicial Branch.• Co-developed, managed, and taught a 12-month cohort training program geared toward development of professional-level staff• Managed delivery of an 8-month cohort training program for newly hired and emerging supervisors• Developed and delivered state-wide trainings for managers and supervisors, focused on coaching, quarterly check-ins, and effective goal setting• Analyzed biennial workplace survey data and developed strategic, state-wide recommendations, based on results of that data, to increase workplace performance, engagement, and satisfaction

• Managed a 3-year, statewide project which overhauled the Judicial Branch’s annual performance management process, introducing a consistent performance evaluation program, a merit-based compensation plan, and single annual review date• Authored initial drafts and edited several iterations of three new competency models, a new competency rating scale, behavioral anchors, annual review date schedules, merit-based pay distribution models, and new annual evaluation forms • Co-developed and delivered calibration training for branch-wide managers and supervisors, to gain greater consistency in Branch-wide performance evaluation scores and ensure equity of merit-based compensation system• Revised performance management documents and processes, to incorporate organization-wide feedback

Worked on a cross functional team to further increase engagement among global HR employees through HR competency identification and communication channels. • Developed, implemented, and analyzed a global HR survey• Organized and managed several meetings and working sessions of a diverse team, responsible for identifying a refined set of global HR competencies• Constructed extensive behavior example matrices, outlining behaviors associated with each competency by job level• Developed a plan to construct HR career ladders using the competency and behavior matrix tools as a foundation• Organized and led a team responsible for rolling out and introducing the competency model work• Designed an intranet, accessible by all global HR employees, to house these new career development tools• Created and edited a global poster campaign, highlighting teams responsible for adopting these new resources• Filmed videos of employees sharing stories about using these new tools and shared them with a global audience

Provided rehabilitation services for client's who were injured in worker's compensation claims. Rehabilitation services included coordinating medical care and providing vocational counseling and guidance. The end goal was to facilitate a successful return-to-work for the client to their date-of-injury employer when medical status allowed.

Administrator of two Twin Cities neurological and chiropractic clinics.Examples of duties include:-Managed lifecycle of recruiting for all support staff and doctors-Implemented new clinic-wide electronic medical records system-Responsible for initiating an intern recruitment program, cutting staff overhead by over 30%-Performed patient file audits and collected outstanding balances from insurance companies-Designed and instituted an employee training program-Handled all HR related issues/needs for 20+ employees

Fifty percent of my time was selling staffing/recruiting services to prospective clients. The other fifty percent was spent screening, interviewing, and hiring candidates for those positions, and filling them with amazing talent.

Marketed services, scheduled jobs, ordered and delivered material, and performed installations for a Twin Cities based tile and stone company.