Provide HR/People/Talent consultation and strategic advisory services to early stage Founders, C-Suite/executive leadership, functional leadership & management. Specialization includes leadership coaching, organizational design/effectiveness/development, talent density, capacity planning, scalable People & Talent foundations, change management, process & policy documentation, leveling, compensation, mission/vision/core values articulation, crisis management, employer branding, candidate & employee experience mapping, and organizational culture. I have also served as a People & Talent focused resource to various funds to provide consultation and advisory services to portfolio companies at different stages.Client industries have included traditional tech, blockchain, crypto, broader web3, hospitality, travel, and tourism

Served as key global executive stakeholder to the company, guest contributor to the Board of Directors, strategic executive advisor, and executive director of global People & Talent divisions. Served as co-collaborator/designer alongside CFO in the design and implementation of the first of its kind Token Compensation Program, which was created to recognize and scalably/sustainably reward active employee contributions

Served as global executive stakeholder to the company, owning and overseeing all matters concerning People, PeopleOps, Talent/Recruiting, compensation & benefits (including equity and variable comp), engagement & experience, employer branding, employment law, rewards & recognition (including bonuses and incentivized rewards programming), global labor compliance, employment classification and organizational design/effectiveness/development.

Served as key strategic advisor and executive coach to Founder/CEO, Chief of Staff, and broader executive team on foundational HR principles, people operations, and organizational stabilization.Designed and facilitated inaugural executive team offsite and subsequent All Hands Retreat focusing on organizational design, foundational scalability, and the articulation of company vision, mission, and core values as a means of driving operational stability, employee engagement, and talent acquisition.

Served as key executive stakeholder and executive functional director for international People & Talent org.Advised CFO and CEO on all people development, employee relations/engagement/experience, and PeopleOps initiatives.Owned North American communications and served as key North American stakeholder to Chief Communications Officer and Global Communications team in Paris.Served as key liaison and business partner with group HR leaders worldwide to ensure alignment, uniformity, and continuity of group practices and policies.

Served as key strategic advisor on all matters concerning HR, People Operations, risk mitigation, Organizational Design & Effectiveness, Employer Branding and Recruitment Stabilized HR division for John Paul North America after recent merger and acquisitionEvaluated and optimized organizational and process design, effectiveness, and development to satisfy business needs and strategy. Designed and implemented scalable and sustainable HR model (Talent & Culture) to address and support rapid company growth both within the short and long term projections.

Served as first ever Regional People Business Partner to support and guide People operations and HR needs within the Corporate Operations division, distributed Operations driver support locations teams, and Emerging Markets Operations teams.

Served as key corporate stakeholder and global HR/People resource supporting employee performance, HR systems & program design, organizational development, employee experience, and employee engagement.Developed a collaborative change management model to shift organizational culture to influence a move toward organizational development-centric focus and creation of an OD department.Partnered with leaders and stakeholders at all levels of the business to assess organizational design effectiveness, needs analyses, and diagnostics for reorganization. Partnered with Talent Management leaders to identify, design, and implement innovative people solutions to increase team effectiveness and strategically position the business to be successful within our competitive and expanding marketplace.

Served as key corporate stakeholder and global HR/People resource supporting employee performance management and development, HR systems and program design, and employee engagement.Developed and implemented performance management processes for two operating lines (Holland America Line & Princess Cruise Line). Developed career path/architecture and alignment for 4 operating lines (Holland America Line, Princess Cruise Line, Seabourn Cruise Line, and P&O Australia).

• Manage crew rotation plans from line level to senior management for the entire Deck & Engine crew complement in the Seabourn fleet; Manage all travel to/from our vessels and work with Port Agents to identify all visa requirements world-wide.• Manage employee relations, performance management, and career path development• Track validity of required seafarer licensing as per Flag State requirement of all active Deck & Engine crew• Track compliance for all required certification per STCW and other Maritime governing bodies and ensure scheduling is concurrent with company and industry initiatives• Create, manage, and supply regular metrics to senior management tracking turnover, training certification compliance, and rotational forecasting• Establish and nourish relationships amongst corporate stakeholders to further a progressive and innovative HR approach that positively impacts the wellbeing of our crew.• Liaise with all levels of management, across all corporate divisions to find solutions and enhancements to our current practices that will allow us to maintain our positioning of being a destination employer.

• Served as a strategic business partner and employee advocate. Ensured maximum workforce productivity through the administration of effective learning and development, performance consulting, employee relations, and crew welfare.• Served as Ship Crew Welfare Officer by enhancing positive crew morale through ship-wide engagement programs• Served as Ship Compliance Officer for Maritime Labour Convention 2006 (MLC 2006 )• Provided recommendations for job description and skill set updates to the corporate operating manager(s). • Managed and administered Leadership Development initiatives and training for line level associates to senior management• Interpreted and advised Officers and Crew regarding policies, procedures and benefits. • Served as Employee Relations manager through following up on Performance Improvement Notices with employees and supervisors to work for positive results; management of Corrective Action.

•Processed and filled client orders, managed the order life cycle, developed business through customer service calls (warm and cold calling) and proactively marketed/sourced candidates•Maintained focus on profitable pricing, expense, and cost-of-service management (e.g., unemployment and workers’ compensation) to achieve targeted contribution•Continually met and exceeded service delivery goals and customer expectations•Exercised discretion and independent judgment in making decisions, while taking accountability for and owning various processes and projects.

• BioAdventure traveling company founded on educating people/communities on the importance of alternative means of bio-fueled travel.• Veggin’ Out 2009-10: Inaugural, veggie-oil fueled, educational tour down the west coast from Seattle to Cabo San Lucas

• Fulfilled temporary, temp-to-hire, and direct hire employment requisitions for client locations throughout the U.S.• Sourced candidates through candidate resource centers, online resources and various job and community boards, cold calling, etc.• Worked with area colleges and universities to establish network of candidates for opportunities with my client• Provided any and all newhire training and orientation to all new on-site associates • Maintained regular client interaction to ensure my services are satisfying their employment needs• Addressed any and all client employment issues on-site, as well as ensure proper documentation procurement and procedural adherence.

• Managed Recruiting/Talent acquisition/service training for the corporate office• Managed Recruiting/ talent acquisition/training support for all of Red Lion Hotels (50 properties)• College relations Manager – Developed relationships with universities around the country to network with students, put on career nights, create resounding excitement for opportunities with Red Lion• Internship program administrator & Manager-In-Training program administrator for College Relations• Structured recruiting efforts around ‘outside of the box’ approaches to attract top talent and foster creativity and fun within our marketing efforts toward potential candidates• Created a new recruitment model for all of RLH to reflect the necessity of ‘strong fit’ and the importance of heightened onboarding methods• Assisted with executing and implementing training for new service and internal brand standards to all hotels within our brand• Implemented web-based recruiting methods and social networking

• Managed employee relations and performance management for the flagship property of 400+ employees• Managed all newhire training, service training, and orientation for all management and line-level staff• Managed employee engagement programs, rewards and recognition, and retention efforts for the entire property• Managed and administered all compensation and benefits programs• Provided counsel for managers on operational challenges within their departments