• Spearhead a comprehensive talent acquisition strategy that reduced time-to-hire by 30% for field operations roles, leading to a fully staffed team during peak seasons and supports the 10% growth deliverable.• Lead a competitive benefits and compensation package tailored to the tree care industry, which improved employee retention rates by 20% in the first year and helped establish the company as an employer of choice.• Build a proactive talent pipeline for key management and skilled arborist positions, decreasing reliance on external recruiters by 50% and aligning staffing levels with rapid growth objectives.• Partner with the Finance and private equity team to create a KPI-driven HR dashboard, giving executives real-time visibility into metrics such as turnover, engagement, and productivity.• Ensure 100% compliance with OSHA and other regulatory standards through rigorous safety training and regular audits, achieving zero violations during external inspections.• Oversee the development of HR policies and procedures in alignment with local, state, and federal laws, protecting the company from legal risks while promoting a safe, inclusive, and respectful workplace.• Collaborate with the CEO and CFO, and VP of Operations to develop a workforce growth plan supporting the company’s 10% growth goal.• Implement workforce forecasting tools to align labor costs with business goals, resulting in a 15% increase in profitability due to optimized crew deployment and reduced overtime.• Play a key role in supporting M&A activities, including HR due diligence and the seamless integration of acquired companies’ workforce, ensuring cultural alignment and minimizing turnover during transitions.• Introduce data-driven insights into workforce trends, allowing the executive team to make informed decisions on staffing, compensation, and training investments that aligned with the company’s growth objectives.

• Revitalize HR processes and leadership for an 800-employee remodeling organization across 13 states, enhancing employee experience and raising satisfaction levels, resulting in a 35% reduction in overall turnover• Report directly to ownership and served as a senior management resource for risk mitigation, excelling in worker’s compensation, employment law, retention, compensation, leadership development, and employee relations• Play a pivotal role in implementing a new HRIS system, enabling advanced HR initiatives, including improved employee experience, onboarding, performance management, leadership development, and critical succession planning• Enable a cost savings of $100K as part of restructuring efforts in line with the new HRIS system and supported the team to complete increased workloads in the same timeframe due to automation and efficiency gains• Oversee 3 direct reports and 12 indirect reports in the HR department while creating, implementing, and optimizing the overall company-wide strategy development, wearing many hats and engaging in hands-on HR development• Spearhead a comprehensive project to reduce turnover in the production team, taking it from an annual rate of 75% to 32% by leveraging cross-functional engagements with the COO and exploiting key synergies, resulting in millions in savings

• Drove a 10% reduction in turnover and achieved $500K in cost savings by implementing a strategic retention and employee engagement strategy for an organization with over 13K employees• Enhanced trainee job class pools in targeted positions by 15% through a revamped onboarding and training experience for new employees, resulting in improved workforce readiness• Established a robust talent pipeline by employing a calculated talent management approach, identifying key leadership successors and high-caliber employees for the organization's growth• Drilled down to find accurate and actionable root causes throughout multiple Centers of Excellence to enable transformative policy and initiatives, driving enhanced turnover reduction and improved compensation planning• Generated comprehensive buy-in, collaboration, and alignment across all levels of senior leadership to ensure harmonization

• Reduced annual legal costs by $500K by implementing an internal approach to responding to third-party charges, effectively mitigating legal risks and generating additional efficiencies• Acted as a member of newly established Diversity board, delivering crucial DEI training for leaders, and contributed to the creation of Affinity Groups• Enhanced strategic decision-making by introducing human resources dashboards with accurate KPIs, enabling a consultative and results-oriented approach across all management levels to drive comprehensive organization-wide improvements• Achieved $2M in annual cost savings by decreasing turnover by 30% for critical care-related positions through targeted retention initiatives, enabling better agility, resiliency, and growth trajectory for the company• Enabled more efficient operational delivery and improved service quality by implementing key strategic HR initiatives for a workforce of 10K employees across multi-state locations• Reduced a mission-critical position from over 100% turnover to under 35%, making changes to compensation programs and partnering with talent acquisition groups to streamline intake, forge alignment, and ensure ongoing harmonization

• Enhanced support for ~30K Highmark employees by guiding various employee relations matters, boosting consistency, defensibility, and alignment across business units• Collaborated with DEI specialists to create foundational business case training for DEI, and played a key role in founding Affinity Advisor Groups, ultimately guiding business on unique needs of employees and customers from various representative demographics including Latinos, Women, and Generation Z• Successfully managed HR-related acquisition activities, including Mountain State BCBS, Delaware BCBS, and Allegheny Health Network, resulting in HR cost savings, minimized disruption to operations, and maintained morale• Efficiently established an employee relations Center of Excellence, enabling virtual HR support to operations, reducing administration costs, and elevating service levels• Managed HR professionals across multiple locations, effectively resolving employee relations issues and fostering a supportive and compliant work environment through ongoing optimization, harmonization, and strategy alignment• Led projects with enterprise-wide impacts, facilitating the integration of new business units into the corporate HR model and contributing to the alignment of growth strategies• Pivoted off the new employee relations system to enable system-wide scalability and growth, enabling lean operations as the organization grew from 5K to 35K employees without driving significantly increased costs