Course: HR Analytics, 100% online graduate-level course. Preparation and delivery of course lectures; development, administration, and evaluation of examinations and applied and research assignments.

Oversight and leadership of Human Resources department, including organizational development, employee relations, regulatory and compliance, and leadership development.

Oversees the development, organization, and presentation of leadership development programs. Serves as a strategic partner to the organization by analyzing the leadership development needs of the organization. Researches and selects appropriate and effective training modules and supervises the delivery of leadership development programs. Designs and manages comprehensive leadership development curriculum, including aspiring leader track, new leader onboarding, advanced leadership development for future senior leaders, and job-specific leadership development planning.

Administration and direction of strategic organizational compensation program and enterprise-wide organizational development. Management, analysis, and presentation of quantitative data; personnel selection test validation; development and management of dashboards of organizational effectiveness and success. Administration of compensation and organizational development projects, including job enrichment and redesign programs, job family design and administration, and administration and reporting of work engagement survey tools. Development of key leadership development initiatives, including integrated talent management workshops and leader on-boarding objectives. Collaboration with leadership in the development of leader-specific performance goals, facilitation of goal management, and development of action planning. Coaching of organizational leaders, including assessment, developmental feedback, and performance development planning. Utilization of job analysis and competency modeling techniques including survey methodology, face-to-face and virtual interviewing, and focus groups. Leadership of Human Resources Business Partner initiative to positively impact system-wide employee relations, employee engagement, and retention.

Course: Organizational Psychology and Advanced Workplace Dimensions, enrollment ofapproximately 70 students; 100% online graduate-level course. Preparation and delivery of course lectures; development, administration, and evaluation of examinations and applied and research assignments.

Preparation of comprehensive reports on aging workforces; development and administration of interview protocols for industry subject matter experts, human resource specialists, and company executives; dissemination of feedback and project reports. Project leader and mentor for undergraduate and graduate student research projects.

Course: Introduction to Personnel and Industrial Psychology, enrollment ofapproximately 25 students over two sessions. Preparation and delivery of all course lectures; development, administration, and evaluation of examinations and out-of-class applied and research assignments.

-Duties: Administration and evaluation of examinations and out-of-class assignments for undergraduate and graduate students; delivery of multiple course lectures.-Courses: Introduction to Personnel and Industrial Psychology, Psychological Testing and Measurement, Advanced Statistics.

Course: Principles of Research Design, enrollment of approximately 20 students. Preparation and delivery of all course lectures; development, administration, andevaluation of examinations and out-of-class assignments and research proposals.

Administration of training of undergraduate research assistants in qualitative methodology; management and analysis of quantitative data; development of client feedback reports with recommendations regarding organizational training programs.

-Duties: Administration and evaluation of examinations and out-of-class assignments for undergraduate students-Course: Organizational Management

Assessment of managerial and executive candidates’ leadership competencies (e.g., judgment and decision-making, initiative) in assessment center exercises (e.g., In-Basket, Leaderless Group Discussion) for developmental purposes; participation in consensus discussions and development of candidate feedback reports.