Hired as a project lead to focus on the growth and development of employees for a privately held, mid-sized scientific instrument industry leader, with 3,400+ employees worldwide and 110 employees locally. Current projects include job description rewrites and performance review development; compensation analysis including internal equity adjustments and assessing market pay for open positions; identifying and creating incentive and recognition programs; assessing onboarding process and recruiting platforms and making recommendations for improvement; analyzing current performance management tools, policies and processes and creating best practices.• Created an assessment tool to measure the skills and competencies of current staff to be used as the foundation for performance reviews. Allows managers to identify strengths and weaknesses in order to evaluate current employees and understand what to look for when hiring.• Analyzed the current compensation structure including internal equity, market ranges and merit plans. Quickly rolled out new incentives and recognition programs and rebalanced current pay rates and offer rates. • Enhanced recruitment processes in order to attract talent and create a better candidate experience. Revamped the onboarding process and hired a recruiting team to manage the ATS and streamline the hiring process, giving managers a more individualized service.

My company specializes in the creation of comprehensive human capital strategies, providing integrated strategic advisory and support in the areas of leadership development, talent management, process improvements, inclusion, and engagement.

Wellpath is a provider of medical and behavioral healthcare services at residential treatment facilities, civil commitment centers, and correctional facilities.In this role, I led the transformation of the people strategy as the executive human resources leader for the recovery services division operating 13 mental health rehabilitation facilities across the United States, and with 3,000 union and nonunion employees. As such, I built, localized, and executed programs in the areas of employee relations, conflict resolution, union labor relations, leadership development, executive coaching, talent management, diversity and inclusion, recruitment, compliance, compensation, and employee services. I led a matrixed organization of 14 HR Managers located at our field facilities and at the corporate headquarters. Notable achievements:►Building strategic alignment around the talent management vision by rebuilding the HR team, creating best practices, resolving legacy payroll and compensation issues, and improving employee retention through the successful elevation of the recruitment and leadership development functions.►Leading collective bargaining with the local union that represented 500 employees at a Massachusetts facility, building the negotiation strategy and reaching agreement on the contract by ensuring a collaborative focus on the outcomes.

CareerBuilder is a global provider of talent recruitment and development technologies and solutions.I was responsible for the marketing and sales of CareerBuilder’s B2B strategic talent sourcing services, including heading the go-to-market strategy for the company’s RightSkill e-learning vocational training solutions as product owner and P&L manager. As such, I partnered across the internal CareerBuilder sales organizations to build playbooks, evangelize our products, and train more than 2,500 account managers on product knowledge, value and selling propositions, client pitches, RFP responses, and cross-marketing. Notable achievements:►Increasing account penetration and brand awareness, including overseeing the highly successful launch of RightSkill into a highly viable product achieving rapid annual growth in revenues and account penetration.►Influencing product enhancements as the “voice of the customer.”

The Geo Group is a publicly-traded operator of corrections, detention, and health services.I was recruited to lead the architecture and operation of the company’s first strategic talent organization, with my role elevated and expanded from Director to VP responsible for shaping and building the 360-degree strategy as 1 of only 8 women corporate officers. I headed direct and indirect labor recruitment, strategic sourcing, employment branding, engagement, diversity and inclusion, executive coaching, compliance, relocation, ATS/HRIS systems, and strategy. I oversaw a six-employee center of excellence and an operating budget. Notable achievements:►Creating a strategic roadmap that transformed GEO Group into a key competitor for talent through a robust recruitment and support framework.►Achieving a 400% boost in application volume by sharpening talent profiles, selecting online recruiting tools, deploying multiplatform employment branding, and leading internal change management.►Strengthening talent pipelines via leadership on the recruitment of more than 100 executive, manager, and corporate roles annually.►Program managing the deployment of our global applicant tracking systems (ATS), and integrating multiple systems from M&A integrations.►Generating savings through the insourcing of recruitment and talent evaluation practices, migrating away from temporary agencies to internal resources.►Decreasing employee turnover from 43.3% to 29.7% via leadership on award-winning veteran, diversity, engagement, and education initiatives.►Playing a central role in two corporate integrations involving more than 8,000 employees.►Being selected by C-suite leadership to collaborate on global strategic task forces.►Building succession and individual development frameworks facilitating the promotion of multiple individuals to senior level roles in Human Resources.

First NLC Financial Services was a full-service mortgage lending firm.As Director of Human Resources, I served as the strategic business partner to the Senior Vice President of a 1,700-employee division, overseeing a 10-employee people services organization. My team and I were responsible for delivering the full spectrum of HR strategy and support in talent management, employee relations, leadership development, executive coaching, legal compliance, recruitment, benefits, compensation, and learning and development. Notable achievements:►Directing a strategic analysis of the corporate human resources service delivery model, recommending enterprise enhancements that influenced enhancements to company stability and cost efficiency.►Orchestrating the nationwide downsizing of more than 500 staff across the United States during an economic downturn. I managed workforce planning, built the communication plans and exit packages, ensured compliance with WARN regulations, and managed corporate risk.

Quest Diagnostics is a Fortune 500 provider of diagnostic information services.I joined Quest as the human resources leader and business partner out of its Nashville office, supporting more than 350 staff located at 11 locations in Tennessee and Alabama. I was then appointed to an elevated role out of Deerfield Beach, FL, managing the human capital strategy for more than 1,000 employees in Florida and Puerto Rico. In both roles, I was responsible for employee relations, policy, talent management, training, employee onboarding, compensation strategy, learning and development, compliance, international visas, and recruitment. Notable achievement:►Transforming my organizations’ talent management and leadership development performance. I created an award-winning diversity and inclusion program, influenced policy improvements, and collaborated on task forces for enterprise initiatives.

The Walt Disney Company is a leading diversified international family entertainment and media company, and is ranked #53 on the Fortune 500.I served as the strategic business advisor to three division Vice Presidents, advising on and supporting employee relations, workforce needs assessments, union relations, visa strategy, succession planning, merit planning, and other human resources programs.