Business Delivery Program Lead for Job Architecture and Career Framework for Enterprise-Wide Initiative which includes:• Program Manager for all of Enterprise Job Architecture – Organization of Similar Work• Governance Lead to ensure QC of Job Architecture and that it doesn’t regress to future state• Job Architecture Maturity, paving way for higher levels of employee engagement and career pathing• Development of Enterprise-Wide Competencies• Digital Migration of job architecture data points into new WorkDay System

Marketing Chair | American Society for Quality [ASQ], 2018 - PresentExecutive Board Member and VOC Chair, 2016 – 2018 ASQ has 85,000+ members in 150 countries dedicated to reliability and excellence in Regional Centers for all industries on a global basis; The ASQ Government Division has 1,500 members representing federal, state, and local government

Chief HR Consultant, strategist, and visionary with overall responsibility for partnering with a diverse client base across Texas, in order to provide top-flight guidance and support for critical HR initiatives that underpin their organizational effectiveness and ultimate business success. The thrust of my work with clients involves strategic consultative organizational direction in the critical areas of workforce planning process improvement services, and solutions that include leadership development, organizational assessment, strategic planning, talent acquisition and management, labor and employee relations, succession planning, development planning, and performance management processes. I have been able to make some substantial contributions to client organizations that have included: ☛Conceptualized, initiated, and facilitated a detailed Lean Continuous Improvement program for large nationally dispersed, wide-ranging audiences, using waste mitigation practices and root-cause analysis in tandem with quantitative to solve organizational challenges.☛Captained a succession management program monetarization that generated generate $200K+ in 2017/8 and provided participating agencies with a tool that has secured them collective savings of $1M+ ☛Forging a strong and highly lucrative client relationships that have generated $1M+ in products sales and professional services between 2016-2019.☛Collation of a highly effective product package that uniquely blended a succession management toolkit and aligned consulting services. This involved conducting a client-based package trial that generated $250K in new revenue for CPS and secured a 40% rise in internal job applications, and a 26% hike in internal promotional rates for the client.I have also been closely involved in the development and provision of highly successful, targeted presentations and professional training

In this position I headed up the HR operational strategy and a budget of $600K for this government organization serving a population of 40,000 people, an operational budget of $65M, and an employee base of 350. Once the organization had been evaluated in terms of HR requirements and people planning, I was able to initiate several key initiatives that would take the organization forward. I spearheaded a strategic planning team tasked with the development of functional missions, streamlining strategies, and eradicating silos. This successfully developed and cultivated cross-functional collaboration and cut work duplication that ultimately increased enterprise-wide efficiencies. Two other critical projects were:☛ My collaboration across all organizational functions to overhaul a dated performance management system. As a result, I was able to execute a critical process change that delivered consistency and installed a department based online evaluation process that incorporated department level inputs, and identified core KPI’s that resulted in meaningful and quantifiable objectives. It also incorporated a merit-based reward system, and individual development planning, both of which boosted employee engagement and retention levels.☛ Additionally, I led a high-potential Process Improvement Project Strike Team to design automated workflow processes and streamline daily operations. This successfully, slashed hiring timelines by 39% and actualized $20K in savings and 20 hours of staff productivity through outsourcing FMLA to a 3rd party.I also established a professional assessment Center along with aligned materials for public safety personnel and worked with the University of Texas Institute for Organizational Excellence and the University of St. Mary’s industrial/ Organizational Psychology Program to identify areas where there could be overall organizational improvement

This was my first role in a Municipal Government setting where I was fully accountable for controlling a departmental budget of $180K and directing all aspects of organizational HR support for a municipality with 135 employees. My remit encompassed all aspects of recruitment, planning and development, employee relations, training, executive coaching, health and wellness, worker’s compensation, and policy administration. During my tenure I was able to complete a complete compensation survey where I subsequently re-structured pay grades and introduced competency -based job descriptions. Other significant contributions included:☛ My decision to switch insurance carriers to save $44K initially, and $125K annually after implementation.☛ Introduction of a Health Savings Account option, that decreased claim losses by 50% and saved $12K by year two. Additionally, it boosted employee participation by 25% in year one of operation and 33% in year two. ☛ I executed highly effective employee communication, training, and recognition strategies that slashed employee turnover levels by 60% in two years.☛ I made the decision to expand recruitment marketing strategies to include social media and online applications. This move broadened visibility, boosted received applications by over 40%, and reduced hiring cycle timelines by 33%.In addition to these critical initiatives, I also established a wide-ranging formal health and wellness program and implemented new employee-based communication strategies that included newsletters, focus groups, cross-functional networking, and ‘Meet the City Manager’ events.

n this role I held full accountability for HR, Production control, Quality Control and I had additional responsibilities as second in command for the Japanese supplier and manufacturer – who was critical to our organization as well as the major automotive industry.I brought about organizational change through detailed employee development, talent acquisition and employee retention strategies, and stringent OSHA, Risk, and Safety management. I also developed and implemented critical policies and procedures, process improvements, benefits, compensation, payroll, and employee relations initiatives.I was successful in obtaining a $300K skills development grant that we utilized to improve inter-departmental communication and productivity for technical and leadership positions.

This position involved the development, implementation, and evaluation of HR Policies, programs and procedures. I was additionally responsible for coaching leadership of HR issues and conducting investigations throughout the US, as well a recruitment, compensation, employee relations and other critical HR responsibilities.