Seasoned global consultant providing HR strategies and solutions to include talent acquisition, assessment, behavioral interviewer training, engagement, competency development, succession planning, performance management, learning, coaching, knowledge management, and metrics/analytics. I also serve as an expert witness across many areas of Title VII. I work with start-ups, mid-caps, and large caps to provide services such as recruiting, leadership development, performance management, teambuilding, succession planning, executive coaching and other OD needs. I also work with sports organizations in a number of capacities.

Responsible for the global strategy and implementation of OD, talent development and talent management across the enterprise.

Providing talent acquisition, talent management, talent development, leadership development (OD), executive coaching, and succession planning services for a global software company.

Responsible for learning, organizational development, leadership/executive development, and the talent/employment brands, along with the evaluation and promotion of talent across this international real estate and property management (professional services) organization. Heavy vendor management. Executive coach. Multi-unit (>125 retail sites). HR technology applications, heavy leadership development along with executive coaching. Heavy emphasis on metrics/dashboarding. Dean of Associa University.* Rebuilt and launched Associa University (Taleo Learning Management System (LMS)) with an ROI of over $500,000 in 6 months; increased attendance five fold; My team averaged 9-10 custom built e-learning courses annually; Built a mobile learning platform.* Designed a new OD/succession planning strategy enterprise-wide, including 360 and coaching programs.* Designed a national Leadership program; increased branch training by 28%.* Created executive and talent development plans for RVP’s; Corporate communications for it as well.* Built a pre-employment testing initiative to reduce Managerial turnover.

Responsible for the recruitment, employment, and talent brands relative to sourcing, recruiting, workforce planning/development, retaining, evaluating, and promoting of talent within the enterprise. Drove organizational effectiveness and development across multiple units for this global call center company with over 9000 employees. Built recruitment COE. Executive coach.* Led vendor selection and implementation of the HR technology applications (ATS and onboarding programs; Silk Road), transitioning the company from a manual to online procedure, reducing labor costs by $25,000 per month (I-9, W-4 now being done prior to NHO) and decreasing fill time by 13%.* Generated retention strategy, connected to a change management (culture) process, saving the company more than $400,000 per year in turnover.* Rebuilt leadership development and trained 120 supervisors, which reduced turnover by 8%, saving the company slightly more than $700,000 per year.* Overhauled both the Exempt and Non-exempt performance management processes, resulting in a 12% reduction in Supervisory labor, with 100% participation. Lead the HR generalists/business partners.

Served as the internal industrial-organizational psychologist. Performed executive testing to predict performance and cultural fit. Built and implemented employment branding and talent management initiatives to include mentoring, executive coaching, leadership development, succession planning and overall organizational development. Served as the internal behavioral expert during the recruitment process. Provided executive coaching and change management services, along with other organizational effectiveness initiatives. Collaborated closely with recruitment to roll out career and employee branding in terms of succession planning across this multi-billion dollar, multi-unit publicly-held hospital corporation (66 hospitals, 41,000 employees) with heavy M&A activity. Reported to the SVP-HR.* Assessed more than 200 executives annually with follow-up executive coaching assignments. Created and launched employee engagement surveys. Built high-performance teams.* Increased correct selection ratio by 29% and promotion ratio by 23% as well as reduced turnover by 16%, saving HMA over $3,000,000 annually.