Consulting services for remote organizations that are culture-driven and have an interest in advancing their remote employee experience.-Coach and advise businesses on people operations and remote employee experiences.-Use data to recognize procedural gaps and develop ways to improve business processes within a unit or organization. -Create remote work employee handbooks to outline specific policies and approaches to remote-first operations.-Built an organizational assessment tool to evaluate The Remote Work Experience among employees in a workplace.-Evaluate team job descriptions to standardize positions for efficiency and effectiveness.-Consult as a functional expert to guide businesses on collecting data to diagnose problems and areas for improvement, collaborating to generate recommendations, facilitate procedures for implementing solutions, and align criteria for assessment.-Establish and implement a functional Product Journey Map with clients.-Partner with clients to problem-solve around remote people operations challenges.-Establish policies and procedures around remote and hybrid work models.-Conference presentations and workshops on various topics, including but not limited to, leadership development, building trust, how-to remote, managing remote teams, onboarding.-Assist in writing internal communications strategies and collaboration tools.-Implement information-sharing tools such as intranets and project management.-Conduct Strategic Change Valuation Process for clients involving six steps: Pre-Diagnosis, Diagnosis, Design, Develop, Deploy, and Reflect to identify organizational challenges and implement solutions.

TroopHR is a national HR network created to empower People professionals to drive change and maximize their impact as leaders. At Troop, People leaders connect with their peers, engage with industry thought leaders, and learn from master practitioners across the business community.

• Supervises and leads daily operations of the assigned Faculty and Academic Technical Services team.• Experience driving HR technology strategy; possesses a systems-thinking approach.• Create data dashboards to identify trends for decision-making (i.e., attrition, succession-planning, position management, grant requests, etc.).• Serve on committees to develop and redesign systems around payroll, onboarding, applicant tracking, and HRIS.• Provide functional support to employees needing assistance with Employee and Manager Self-Service for HR data-related transactions.• Assess the effectiveness and accuracy of gathering and mapping new data sources.• A serving member of the onboarding design and implementation team for all new employees using workflows, checklists, policies/procedures, training videos, resources, preboarding, etc.• Data steward for external reporting and compliance.• Functional technical project manager for faculty performance and course evaluation systems, and data warehouse.• Provide guidance to leadership on utilizing tools and systems to issue faculty contracts, manage process for creating and maintaining workflows in digital faculty performance and data system, track faculty professional activity, and more.• Serve as the point of contact for producing academic/faculty affairs data for analysis and reporting.• Assists President and Provost, Fiscal Affairs Office, HR, Faculty and Academic Services, and Budget Office with annual budget preparations for faculty data and contracts.

-Partner with stakeholders around all employee relations needs.-Facilitate quarterly round-table discussions with employees to hear challenges/successes for decisions around improvements.-Establish standard operating procedures for a growing team of coordinators.-Manage team to gather payroll changes such as new hires, terminations, supplemental payments, contracts, and more.-In 2015, started using the communication platform, Slack, with my team as a means to increase efficiency synchronously and asynchronously.-As Director, I have been able to increase engagement and retain employees by facilitating open and safe communication, providing support, encouraging challenges, appreciating opportunities, and offering recognition.

-In 2011, implemented a teleworking initiative for my team of coordinators; a program that is now a permanent hybrid-remote model.-In 2011, began converting from manual to electronic processes enabling my team to quickly pivot as needed; allowing me to assess work volume and performance tracking, building accountability metrics.-By empowering my employees to be subject matter experts, I have been able to delegate responsibilities making us a more efficient team; allowing me to focus on management and process improvement.-In 2011 had 50% turnover rate; initiated a teleworker flexibility program generating an 80% retention rate (30% turnover reduction).

A public company specializing in Electronic Payment Processing- Collaborated daily with VPs and Team Directors to assist with employee relations needs.-Facilitated the design, preparation, and coordination of new sales program.-Increased revenue by 80% by developing the training of sales directors with customer relationship management software.-Increased customer satisfaction by 75% by initiating a feedback process. -Improved customer retention by 85% by helping to manage variation and certify transparency in the employee-customer relationship.-Administered performance management for 73 sales executives and 7 directors with strategic methods for managing results; ensured that goals are met efficiently and effectively; developed team capabilities.-Member of the planning committee for employee engagement initiative for 2011.

Trial Lawyer concentrating in areas of Employment Discrimination and Personal Injury.-Prepared all legal documents and pleadings to be filed in State and Federal Courts.-Presented clear communication skills by producing all correspondence.-Met with and prepared clients for depositions and trial in court.-Managed accounts receivable and payable.-Conduct legal research in various systems.

A privately-owned company that specializes in Waste Management and Environmental Services.-Employee relations, quality improvement, OSHA compliance, new-hire screening, payroll, accounts payable/receivable, onboarding.-Formulated the organizational structure for a growing company.-Implemented new plans and procedures, acted as liaison between company and vendors, analyzed asset and expense reports, file management. -Negotiated waste contracts and coordinated consumer programs.-Increased production scheduling competency by 25% (systemized route efficiency).

A public company specializing in Credit Card Banking and Financial Lending. Human Resource responsibilities:-Participated in on-campus recruiting events; chose site locations, coordinated marketing materials, and communicated with prospective applicants.-Served as a new-hire evaluator, advisor and instructor; delivered procedures to applicants and evaluated applicants throughout the hiring process.-Mentored newly-hired employees, analyzed compliance, and assisted with general onboarding.-Selected to participate in a focus group to evaluate specific business decisions and policies, increasing employee morale by 57% (June and September 2003)-Participated in a task force that focused on cross-training for additional areas for procedural changes.-Increased results by producing new sales techniques and implementing them throughout the branch.-Planned and executed new business development such as sales programs and affinity marketing.