In this role I focused on advancing a culturally competent, diverse and inclusive environment that aligned to the overall business strategies. I achieved this by maintaining regulatory compliance through prescribed strategies; followed by communicating a compelling analytic and anecdotal narrative highlighting strategic insights into talent management and performance. •Protected the company’s various federal contracts and sub-contracts valued at millions in revenue from risk by developing compliance strategies, investigating issues and evaluating liability exposure regarding regulatory compliance•Demonstrated EEO compliance to federal agencies by effectively maintaining and monitoring 20 sets of Affirmative Action Plans for various geographical locations•Maintained “no findings of violations” status during multiple OFCCP compliance audits by ensuring company adheres to all AA/EEO requirements•Continuously conducted workforce analysis and measurement to assess the company’s health and talent status and proactively communicated insights and implications to business and HR with recommendations regarding talent-based decision making•Influenced Sr. Leaders who were not kept abreast of the complete cycle of their talent by engaging in quarterly 1:1 meetings to educate, present analytics, findings and recommendations for action•Improved Sr. Leaders confidence by increasing HR data and insight integrity through conducting audits of recruitment and HRIS systems via partnerships with Talent Acquisition, Compensation, Payroll, Associate Relations and Learning & Development•Reduced the company’s loss of diverse talent by developing inclusive strategies and acting as a subject matter expert (SME) for analysis and tracking of HR, diversity and inclusion goals related to attracting, developing and retention of diverse talent•Facilitated a increase in talent engagement by training and advising leaders regarding analytics and strategies to be more effective

In this role I focused on advancing Equal Employment Opportunity (EEO), HR compliance and diversity and inclusion strategies.I also developed and tracked the appropriate metrics for diversity recruitment activities and provided analytics to help decision makers gain insights into talent management, EEO, human capital and workforce planning ensuring better engagement of talent.•Improved Sr. Leaders ability to support AAP, diversity and talent management goals by creating web-based dashboards that provided a vertical drill-down that included analysis of employment activity, current workforce, diversity spend, EEO & inclusion training•Eliminated disjointed messaging by assembling and leading a cross-functional team to design a internal diversity and inclusion website which provided internal communication and branding around diversity, inclusion, external awards, employee resource groups (ERGs), training & development, supplier diversity, policies, recruitment calendar and reporting•Advanced Sr. Leaders confidence in HR reporting by reducing fragmented insights and recommendations by partnering with Talent Acquisition, Associate Relations, Diversity, Organizational Development to include representation information within human capital, succession planning, talent review and all other HR reporting•Addressed company gaps within its’ talent management and EEO compliance strategies concerning non-minorities, minorities, women, veterans, disabled and various generations by developing robust analysis and recommendations•Advised company concerning critical HR areas, including staffing design, recruitment, performance management, and professional development, to develop & implement specific plans to achieve goals•Provided policy coaching, counseling and communication to HR functions and all levels of employees and management•Used innovative presentation approaches to distill and present actionable insights and complex research to various levels

In this role I focused on meeting the company’s future talent needs via a proactive succession planning tool. I had responsibility for dedicated recruiters, processes, and reporting.I also maintained several levels of Equal Employment Opportunity (EEO) reporting and applicant tracking system compliance.•Reduced disruption to vital business units by developing, building and managing a proactive succession planning tool which sourced passive candidates for key director and above roles resulting in several hires in senior level roles •Identified and translated company succession planning needs by engaging in quarterly group meetings with executives to solicit input into the succession planning tool and also present candidates, conclusions and recommendations for actions •Increased succession planning tool and projects effectiveness by supervising contract recruiters, preparing reports concerning project activities and estimated personnel needs and schedules to meet completion dates •Advanced the company’s connections to various communities and talent by project managing job fairs, community outreach efforts, audits and Employees Resource Groups•Reduced conflict between compliance policies, employee relations and other HR policies by coaching, counseling and communicating to employees and management•Ensured HR policies and compliance factors were consider during business unit restructures, workforce planning, and succession planning by providing guidance and input •Improved HR data integrity by taking ownership of candidate records, applicant tracking system data, and insured records were maintained in accordance with record retention requirements and policies•Conducted thorough investigations of various employee relations complaints (discrimination, harassment, wage, etc); documented findings, gave guidance to management through the appropriate actions, and develop in-depth reports to identify trends

In this role, I focused on developing guest facing programs that linked the culture of the country of origin with the diverse animals at the aquarium. In supporting this program I cultivated and managed relationships with various countries consulate generals and officials and interal resources. Additionally, I lead content and creative teams for hosting the American Zoo & Aquarium Association (AZA) conference that involved partnerships with city officials, the aquarium EVP, CFO, CEO and both internal resources and external vendors. I also planned and implemented special projects and new initiatives, such as elements of the strategic scorecard and reporting.