-Client Relationship Management: Proven ability to build trust and establish strong client connections by understanding individual needs and delivering personalized property solutions.-Negotiation and Closing: Experienced in navigating complex negotiations to achieve favorable terms, ensuring win-win outcomes for clients and stakeholders.-Market Analysis and Research: Skilled in analyzing housing market trends, pricing strategies, and local neighborhood data to help clients make informed decisions.-Sales and Marketing Expertise: Proficient in developing targeted marketing strategies to showcase properties effectively, using digital platforms and tailored outreach to attract buyers.-Transaction Coordination: Highly organized and detail-oriented in managing contracts, compliance, and timelines to ensure seamless real estate transactions.-Customer-Centric Service: Dedicated to delivering exceptional service and guidance throughout the home-buying or selling journey, fostering long-term client relationships.

JL Hurdle Consulting offers senior-level human resources expertise and professional support to help address, manage, and handle the multi-faceted tasks associated with the development and management of an organization’s HR function. - Strategic planning: Organizational development, succession planning, alignment of HR activities with business strategy.- Talent Acquisition: Job description development, recruitment support, job postings, screening candidates, offer letters.- Performance Management: Performance review processes, goal setting, performance improvement plans, employee relations assistance, discipline, and termination procedures.- Benefits Administration: Health and Welfare benefits administration, oversight of vendors, retirement plan guidance and administration, disability and FMLA guidance, workers compensation oversight- Employment Policy Development: Handbook review, updates to polices.- Employee Development: Analysis of training needs, coaching both employees and people managers, and sourcing of training providers.

Recruited by this leading design engineering consulting firm to lead the development and execution of human resources programs that align with the firm’s strategic objectives. Serve as a partner to the corporate leadership team as they drive the strategic direction of this rapidly growing firm. Providing leadership in the development and execution of human resources programs to ensure an exceptional employee experience in areas of succession planning, diversity and inclusion, change management, organizational and performance management, overseeing talent management and acquisition, career development, employee retention, training and development and compensation.

Career Track:Senior Vice President – Talent Development, Apr. 2016 – February 2021Vice President – Talent Development, Mar. 2012 – Apr. 2016Recruited to build, expand, and manage a comprehensive human resources infrastructure for the world’s largest trade association supporting the medical device industry. Directed all HR functions including recruiting, talent management, compensation management, benefits management, payroll, employee relations, conflict resolution, coaching, performance management, and HR compliance/legal issues for an organization with 90 FTEs in the United States and several in China. Reported to the COO.Member of the organization’s senior leadership team. Worked collaboratively with CEO, CFO, General Counsel, Department Heads, and Executive Directors to formulate strategic plan and vision. Manage human resources and employee budgets. Member of interim management team during transition to new CEO.

Recruited by this leading defense contractor to restructure, strengthen, and manage the company’s contract with the TSA to hire Homeland Security personnel. Converted the recruitment model from independent functional areas to focus on regional teams of specialists serving specific customer groups. Managed four team leads and oversaw staff members and subcontractors. Directed all managerial, administrative, and professional recruitment and hiring, and oversaw Position Classification/Management Teams. Analyzed and reported on hiring actions and employee performance.

Directed global human resources functions for a major clinical research organization that focused on drug development. Managed recruiting, compensation, benefits administration, change management, talent management, and strategic planning operations for a division with six sites in the U.S. and two in the U.K., with a total workforce of 800 employees. Provided leadership to seven team members. Reported to Divisional CEO and Vice President of Corporate HR.Member of Global Senior Human Resources Leadership Team and the division’s Senior Management Team. Established an efficient human resources foundation for the company’s fastest-growing division, comprised of multiple acquired companies. Streamlined and consolidated disparate HR policies, procedures, programs, and cultures to ensure consistency and uniformity. Served as HR lead on a task force that evaluated new acquisitions.

Career Track:Director, HR Business Partner, June 2006 – Oct. 2008Senior HR Business Partner, June 2005 – June 2006Managed day-to-day human resources functions for two divisions of this pharmaceutical company. Partnered with the senior leadership team (company CEOs, Presidents, VPs, Senior Managers) to develop HR strategy and policies. Planned and led transformational projects and created workforce plans to align with corporate vision and long-range goals.Spearheaded an 18-month project to transform the company culture to comply with new CEOs directive to create an accomplishment-focused organization. Strengthened the workforce by developing career paths for scientific staff. Promoted long-term retention of top talent by developing scientific and managerial career advancement tracks. Directed performance management, succession planning, employee relations, and compensation functions.

Career Track:Senior Human Resources Manager, Mar. 2003 – June 2005Human Resources Manager, Oct. 2001 – Mar. 2003Member of senior leadership team that managed day-to-day human resources functions for a 125-employee division. Supervised staff and oversaw core HR operations including policy development, recruitment, employee development, performance appraisals, performance management, salary surveys, and benefits administration. Reported directly to the President and CEO of this global pharmaceutical research company.Contributed to improved HR functionality by participating on key initiatives. Member of a 10-person global human resources team to develop policies for 14 sites that impacted 1,800 employees worldwide.

Career Track:Human Resources Director, May 2000 - Oct. 2001Manager, Corporate Benefits, April 1997 – May 2000Local Personnel Representative, June 1995 - March 1997Originally hired to provide human resources services for 400 employees in the Mid-Atlantic and Northeast U.S. regions. Promoted to administer health & welfare plans for employees in multiple state locations. Promoted again and received additional responsibility for overseeing HR staff and developing new policies, procedures, and programs. Instituted 90-day performance reviews, Internet usage protocols, new hire orientations, and exit surveys. Enhanced the quality and effectiveness of benefits, salary structures, and incentives. Assisted in developing Affirmative Action Plans.