Financial Rigor: Hired as partner to Agency President and leadership team to establish process and procedures around aligning resources to revenue across all agency clients resulting in 2018 being a turnaround year resulting in a profitable P&L. Freelance spending was reduced by $9.5MM from 2017 to 2018 as a result of these efforts. Human Capital Planning: Partner with Agency and Client Finance teams to review annual hiring plans, utilization trends and merit cycles while aligning to Agency profitability and revenue targets.Analysis: Quickly identify opportunities to assign and reward resources for high-profile assignments aligned to incremental revenue opportunities.Reporting: Track and report out status of active and pipeline hiring activity to align our talent to urgent revenue bearing assignments.Succession Planning: Collaborate with Agency leadership on identifying top talent and insuring they are set up for success with agency goals in mind. Execution: Establish and manage the internal processes needed to align our internal operations in a consistent and trackable way. This is being accomplished by streamlining and holding key stakeholders accountable for their responsibilities in our routine operational functions.Integration: Act as team lead for the integration of Epsilon Agency into the Leo Burnett Group within Publicis. Leading a cross-functional team in alignment of resources across new legal entities and team structures.

Resource Management: Led Resource Management team for Razorfish East (New York and Atlanta) ensuring billability and utilization targets are met, resources were assigned and used in the most efficient manner possible.Leadership: Acted as an active participant of the region’s senior management team which involved consultation with senior leaders in resource and talent management strategies.Succession Planning and Talent Assessment: Collaborate with Discipline leaders to identify key talent and roles and then matched the resources to open positions. Identified areas where succession planning was required and where we were able to manage our talent pools dynamically.Partnership: Drove results from establishing trust and partnership with senior leaders to establish an environment that allowed for objective, non-emotional talent decisions that align to revenue targets and goals for the organization.

Leadership and High Potential Development: Partnered with agency leadership to create and execute development plans that optimize career trajectory while satisfying client and business needs. Talent Strategy Planning: Owned the development and evolution of our talent management strategy, processes, and tools to enhance the agency’s ability to identify, develop and retain our top talent. Talent Identification: Orchestrated a regular refresh of individual talent assessments, to identify top talent and/or talent that needed to be nurtured to achieve required role competencies.Financial Input: Participated in direct partnership with Operations, Finance and senior leadership to help manage optimal billability and utilization across the New York region and within individual capabilities.Senior Leader Movement: Partnered with agency leadership to manage the staffing process (internal rotations and/or external talent acquisition) for all VP and above positions within assigned client groups. Brokered talent across clients and practices so that development opportunities were provided and business needs were met. Succession Planning: Formalized and helped structure succession planning strategy for key capability positions across North America.Resource Management/Casting: Casted talent to client teams based on a strong understanding of client business, fiscal constraints and the skills required to execute their work in the best possible way. Performance and Compensation Management: Facilitated bi-annual talent reviews and compensation planning for all regional staff. Addressed compensation issues to ensure equitable salaries within levels of each employee group including off-cycle requests.Reward and Recognition: Worked with capability leaders and career managers on incentive awards for star talent.Employee Advocate: Developed rapport with employees and assisted them with employee relations issues; provided coaching to help individuals manage conflict.

Recruited full-time employees and managed the interview process for the Operations group. Hired six team members over the course of one year. Developed and implemented policies and procedures for the team as it was built out for this start-up organization.Instilled strong customer-first focus for team. Supported career/performance management functions by creating the performance review system to be used by the organization

Hired, trained and managed team of 20 people who provided domestic and international relocation assistance to federal employees being transferred by the U.S. Government. Position included daily direct contact with significant clients including: Department of Veterans Affairs, Federal Aviation Administration, U.S. Customs, F.B.I., D.E.A., Federal Highway Administration, Coast Guard and Department of Transportation. Sr. Real Estate Specialist, 1994-1997Real Estate Specialist, 1992 - 1994