- Provide Human Resources (HR) and Organizational Effectiveness (OR) support and consultation to the site senior leadership team at the nation's largest 3 unit Boiling Water Reactor (BWR)- Strong emphasis on behaviors and values as defined in INPO 15.005 Leadership and Team Effectiveness and INPO 19.003 Continuous Improvement Culture.- Focus on leadership & people development for robust and ready talent pipelines- Develop and facilitate new leader integrations and effective knowledge transfer- Lead talent management processes including goal setting, performance reviews, talent reviews, compensation cycles, etc. - Collect, analyze, and present people metrics as leading indicators of nuclear safety culture and employee engagement, inclusion, and performance. - Workforce strategy & planning- Develop site IwD strategy as a component of celebrating the site employee experience- Build effective high performing work teams- Organizational development and design

-Onboard and integrate the new Chief Executive Vice President, External Relations, to the enterprise. -Actively consult and provide solutions to senior business leaders related to workforce, talent and organizational matters. -Shape and drive HR strategy with customer business imperatives in mind.-Anticipate organizational needs and influence business critical decisions around organizational design, workforce development, employee engagement and change management initiatives, among others.

-Built and promoted advanced analytics and business planning functions across the enterprise.-Developed suite of custom monthly performance metrics for the COO.-Developed a “continuous listening” framework to position HR to measure the employee experience-Led a Request for Proposal (RFP) for a new employee engagement survey vendor capable of providing an ongoing “continuous listening” pulse of the organization via intuitive, user-friendly technology and advanced statistical and text/narrative analytics.-Introduced and piloted a modified talent review framework focused on the identification and development of enterprise top-talent. -Led the development of a corporate pilot to eliminate rigid organizational modification processes. Partnered with stakeholders in Financial Services and conducted both design thinking and rapid improvement events to mitigate any foreseeable risks associated with eliminating existing processes and to design a mechanism by which to ensure that HR and FSV are always aligned and consistently reporting headcount and vacancy numbers. -Established a workforce planning work intake tool with corresponding service level agreements that allowed for departmental performance reporting.

Provide strategic HR business partner support to twenty officers who are collectively responsible for leading five strategic business units and approximately 1800 employees.

Partner with Senior Vice Presidents of our operating organization to establish clear workforce development strategies for their respective organizations. Set standards for the delivery and implementation of HR programs, products, and services that address their workforce gaps, and assess and elevate the skills and capabilities of my team of HR Generalists to ensure they are fully equipped to execute upon those HR programs which were jointly developed by myself, my team, and my customer. Customers supported include: Transmission and Power Supply; Generation, Construction Projects, and Services; Safety, River Management, and Environment; and Infrastructure.

Partnered with senior leaders, along with their respective leadership teams, to develop and execute the HR strategies and activities that foster growth, innovation, and organizational effectiveness. Specifically, developed strategies in areas such as organizational structure, performance management, employee relations, compensation, and leadership development, among others. Accomplished this through a customer-focused, strategic, professional, and consolidated approach to HR.

Responsible for leading wage negotiations with all TVA unions, including a 6-union Annual Trades and Labor Council, 15-union Hourly Trades and Labor Council, the Teamsters, Engineering Association, OPEIU, and UGSOA. Provide advice and council to assigned business units regarding the application of contractual and policy requirements. Serve as the designated hearing officer in Labor Relations level grievance hearings and prepare official precedent setting Labor Relations decisions as well as memoranda of understandings. Serve as the company point of contact for establishing any new union-represented classifications.

Worked closely with HR and accounting by auditing payroll and expense reimbursements. Audited weekly payroll for SOX compliance. Responded to employee inquiries and requests regarding payroll matters. Regularly modified spreadsheets and processes to help improve efficiency and productivity.