As a Senior Strategist for the U.S. Federal Government, I shape crucial aspects of our organization. With expertise in human capital, organizational change, and a commitment to DEIA, I lead transformative initiatives. My strategic insights ensure our agency operates with inclusivity, accessibility, and equity, aligning with our mission. This role allows me to drive impactful change, making a lasting difference in public service. • Change Management & Organizational Improvement: Led numerous change initiatives across diverse sectors, focusing on enhancing operational efficiency and fostering innovation by applying change management principles. Collaborated with stakeholders to understand needs, managed resistance to change, and cultivated a culture of innovation.• Consolidation & Deployment Leadership: Led the consolidation of multiple teams, serving as an Organizational Change Management (OCM) Lead for significant transformations. Partnered with leadership to deploy enterprise-wide solutions, such as Smartsheet, driving operational optimization and efficiency.• Human Capital Expertise & DEIA Strategy: Contributed as a subject matter expert in Human Capital and DEIA, advising organizations on strategies to enhance diversity, equity, inclusion, and accessibility. Developed key performance indicators (KPIs) and strategic workforce planning capabilities while emphasizing the importance of DEIA.• Strategic Workforce Planning & Talent Development: Played a key role in developing innovative human capital programs and policies, aligning with the unique needs of specialized workforces. Integrated best practices, designed talent acquisition strategies, and contributed to efforts for workforce baseline assessments.• Digital Transformation Leadership: Supported Digital Transformation Human Capital Strategies across various lines of effort. Developed protocols for analysis, learning needs, and established frameworks for effective program management.

Welcome to the realm of transformative vision and strategic architecture! As the Founder and Chief Architect & Visionary Officer of Third Eye Synergy, I embark on a journey fueled by the commitment to redefine success through innovative thinking and collaborative solutions.My passion lies in cultivating intuitive insight and clarity, much like the symbolism behind the "third eye." Third Eye Synergy isn't just a consultancy; it's an impact-focused innovation practice, reflecting a deep commitment to positive change. Formerly known as DiversifyEd Consulting, this evolution signifies a fresh approach to business management, where boldness and futurism drive our every endeavor.Specializing in Human Capital, Organizational Effectiveness, and Diversity, Equity & Inclusion, Third Eye Synergy navigates the intricate interplay between people, processes, and technology. Our services extend beyond traditional boundaries, embracing technology and digital advisory, information technology support, and cybersecurity expertise.As the Chief Architect & Visionary Officer, my role is to guide this dynamic team in fostering authentic partnerships with our clients. Together, we tailor strategies that not only meet but exceed individual needs, anticipating challenges and unlocking opportunities. We are architects of transformation, weaving together a narrative where businesses don't just thrive; they inspire positive change in their communities and industries.Our workplace is a vibrant ecosystem, not merely a physical space. Here, innovation and collaboration aren't just encouraged; they are integral to our identity. Every idea, every perspective, contributes to the rich tapestry of our inclusive culture. As we navigate the rapidly evolving business landscape, flexibility and adaptability become the pillars of our success.Let's embark on this thrilling journey together—where visionary architecture transforms strategy!

City of Richmond & Fairfax County

Serve as subject matter expert, primarily servicing United States Federal Government and Fortune 500 companies – bringing experience, knowledge, and expertise while responsible for leading, directing and managing the work and the needs of team members. Manage all assigned diversity, equity and inclusion (DEI) programs and tasks, creates new material, organizes existing materials, systems and resources, identifies opportunities for improvements, and prepares for planned and unexpected changes. • Strategic DEI Leadership: Led the development and implementation of DEI strategies to drive cultural transformation, balancing desirability for employees, feasibility for associates, and viability for the business.• Data-Driven Decision Making: Utilized data and analytics to inform and guide DEI strategies, ensuring that initiatives were evidence-based and had a measurable impact.• Stakeholder Collaboration and Engagement: Collaborated with diverse stakeholders, including leadership teams, to drive DEI initiatives that balanced desirability for employees, feasibility for associates, and viability for the business.• Training and Development: Developed and delivered inclusive leadership training, addressing key skill development areas such as creating psychological safety, understanding individual contributions for business impact, and fostering personal action plans for behavioral change and growth.• Program Management and Compliance: Managed multiple DEI projects/initiatives, providing technical support, compliance, and communication to advance DEI goals.

Serve as a credible expert with applied experience in the associated fields, delivering the value of the eCornell courses and partner with Cornell University faculty to round out the complete learning experience for students.• Designed and delivered instructional content that fostered a deep understanding of DEI concepts among program participants.• Facilitated engaging and thought-provoking discussions, ensuring a safe and inclusive learning environment for all.• Developed tailored instructional materials, leveraging a variety of mediums to cater to diverse learning styles.• Provided ongoing support to program participants, addressing inquiries, facilitating discussions, and offering guidance on applying DEI principles in real-world scenarios.

Accenture Federal Services, a wholly owned subsidiary of Accenture LLP, is a U.S. company that helps clients transform bold ideas into breakthrough outcomes. We serve every cabinet-level department and 30 of the largest federal organizations. Our 9,000 dedicated colleagues and change makers work with clients at the heart of the nation's priorities in defense, intelligence, public safety, civilian and health to make a difference for the people they employ, serve, and protect.Managing a delivery team of 2-8 resources, provide human-centered design and employee-centric solutions to complex problems involving people, processes and systems that support and advance the strategic goals of the organizations in order to transform them into resilient organizations comfortable with redirection and ambiguity. Subject Matter Expert: Diversity, Equity & Inclusion; Workforce Planning & Analytics; Organizational Learning & PerformanceCareer & Leadership Development Lead - Organizational Transformation, Talent Management• Conduct Professional Development Needs Assessment• Establish and carry-out Benchmark Reporting• Institute Succession Management Process • Develop Leadership Development Programs• Stand-up Leadership Council Diversity, Equity & Inclusion Action Team Co-Lead• Build common lexicon• Conduct needing knowledge sharing sessions• Advise on events and communications

Leading Diversity, Equity & Inclusion course offered in partnership with 2U

• Total Talent & Workforce Optimization: I spearhead comprehensive talent management initiatives, aligning the right people with the right roles and driving excellence across the employee lifecycle. Through proactive workforce planning and development strategies, I ensure RetailData is well-equipped to meet current and future business demands.• Recruitment Process Outsourcing Management: Leveraging my expertise in RPO, I oversee an efficient end-to-end recruitment process that ensures top-tier talent acquisition and retention. My strategic approach enables us to attract and engage high-caliber professionals who align with our company culture and mission.• Applicant Tracking System (ATS) System Administrator: I take charge of optimizing our ATS infrastructure, streamlining hiring workflows, and enhancing candidate experiences. My role as ATS System Administrator ensures a seamless, technology-enabled recruitment process that supports both our team and potential candidates.• Employer Branding: I drive RetailData's employer brand to new heights by highlighting our distinct culture, values, and opportunities. By cultivating an authentic and compelling employer brand, I engage top talent and enhance our reputation within the industry.• People Analytics: Data-driven insights are at the core of my approach. I harness the power of people analytics to inform strategic decisions, enhance employee experiences, and drive organizational growth. This data-driven mindset enables RetailData to optimize HR strategies and outcomes.

As the Human Resources Consultant for Hurricane Fence Company, I played a pivotal role in establishing the HR department from inception, contributing to the organization's overall growth and development. My multifaceted responsibilities encompassed various facets of HR management, ensuring the implementation of strategic initiatives and the creation of a robust foundation for human capital practices. In this transformative role, I applied strategic thinking, interpersonal skills, and a comprehensive understanding of HR principles to establish and lead a robust HR function that contributed significantly to Hurricane Fence Company's organizational success. Key contributions include:• Strategic HR Planning: Developed and executed a comprehensive HR strategic plan aligned with the company's business objectives, laying the groundwork for long-term success. • Policy and Procedure Development: Established HR policies and procedures tailored to the organization's culture and industry standards, fostering a conducive and compliant work environment.• Talent Acquisition: Instituted effective recruitment and onboarding processes, attracting top-tier talent and ensuring a seamless integration into the company's structure.• Employee Engagement Initiatives: Designed and implemented employee engagement programs to enhance workplace satisfaction, boost morale, and promote a positive company culture.• Compliance Management: Oversaw legal compliance and adherence to HR regulations, mitigating risks and ensuring the company operated within statutory frameworks.

Serve as a SME and principal analyst, providing advice and answers to questions on diversity-related issues. Participated in DoD Diversity Working Group & Military Leadership Diversity Commission (MLDC). Plan and participate in Joint Diversity Executive Council (JDEC) quarterly meetings – group serving as principal advisor to the US Secretary of Defense on diversity matters for non-federalized forces. Coordinate training and education by working directly with the diversity program managers within each state and territory as well as conduct quarterly reports. Research, review, and recommend diversity and inclusion initiatives to support the development and integration of diversity goals and strategies into the National Guard Diversity Strategic Plan.

Collaborating closely with the Human Resources Sr. Director of Workforce Planning, Projects & Analytics, I provided strategic guidance to cross-functional HR teams, delving into critical areas such as the seamless integration of employees from acquired companies and streamlining associated HR processes. As a pivotal member of the Workforce Planning, Project, and Analytics team, I showcased proficiency across diverse functions, playing a key role in driving the success of our projects and initiatives. From conceptualization to implementation, I held a comprehensive oversight of the entire project lifecycle, ensuring the attainment of predetermined outcomes. Here are notable highlights underscoring my impactful contributions:Project Management Excellence:• Developed detailed work plans, schedules, and project estimates, showcasing meticulous project management skills.• Orchestrated the delivery of projects and initiatives, consistently meeting or exceeding agreed-upon outcomes.Cross-Functional Collaboration:• Collaborated with subject matter experts within HR, Legal, and Compliance, demonstrating effective teamwork and coordination.• Ensured seamless integration of employees from acquired companies, highlighting my ability to work across diverse functions.Strategic Planning and Implementation:• Played a pivotal role in the Workday Integration and Migration Project, contributing to the company-wide transition to Workday for integrated employees.• Supported the execution of the People Strategy for Distribution Center Network Plans, aligning HR strategies with operational goals.Communication and Coordination:• Managed the business unit HR homepage, showcasing effective communication and organizational skills.• Coordinated severance and retention processes, including letter creation, document tracking, and financial forecasting.

Organizational Development & Learning • Build and maintain candidate pipeline of key talent potentially available for immediate hire as organizational planning and business needs develop• Review resume and candidate credentials for appropriateness of skills, experience and knowledge in relation to position requirements• Developing and maintaining strong working relationships with managers and business leaders to best delivery talent needs• Lead and set processes for all recruitment communications with candidates, to include scheduling and logistics of all candidate interviews • Assess post-interview debrief/feedback and communicate with interview teams and candidates• Develop a proven understanding of organizational competencies in order to effectively qualify candidates

Innovatively recruit passive talent for niche and technical roles for the Home Office and present strategies for increased pipeline development and talent diversification as well as execute and support the full life cycle recruiting process including, but not limited to:• Understanding the position requirements of assigned roles and identifying relevant talent• Develop and execute effective recruiting strategies; proactively sourcing and identifying passive & non-passive candidates for our call centers with a strong focus on networking, relationship building and the use of the most up-to-date recruiting technologies• Schedule and conduct phone interviews on prospective candidates• Proactively drive the coordination of the on-site interview process• Build effective partnerships with hiring managers to influence hiring decisions, and serve as their primary point-of-contact through the CarMax recruiting process• Advise CarMax hiring managers regarding the interview/hiring process to ensure fair and consistent candidate selection methods• Accurately manage candidates through the recruiting workflow in applicant tracking systems• Attend and participate in job fairs, outplacement events, college recruiting and/or other externally sponsored recruiting as needed

• Prepare recruitment materials and post jobs to appropriate job boards and other resources• Source and recruit candidates by using databases, job boards, professional platforms, social media, etc.• Screen candidates resumes and job applications – Assess applicants’ relevant knowledge, skills, soft skills, experience and aptitudes• Perform job and task analysis to document job requirements and objectives• Design and implement overall recruiting strategy while monitoring and applying HR recruiting best practices• Provide analytical and well documented recruiting reports to the rest of the team

• Oversee and advise on the migration from Taleo to Workday as the company’s HRIS• Strategize for implementation within respective business lines to streamline talent acquisition and management processes• Develop work and project plans as well as generate reports to measure and forecast talent engagement• Provide recommendations to leadership for business lines using analytic observations

• Consult with Hiring Manager to successful execute recruiting strategies obtaining high quality talent across functional areas• Develop and manage candidate pipelines, such as talent pools, for searching and career development opportunities• Conduct proactive market analysis to continuously update talent sourcing protocols and processes to achieve high-volume hires during peak seasons and offset low hiring seasons• Facilitate stakeholder talent planning and debrief discussions to establish, measure, and monitor successes and opportunities to address potential issues to ensure hiring objectives are achieved• Create and sustain College and University Recruiting Initiative, Veteran Job Placement Partnerships, and Workforce Development Program• Utilize own knowledge to promote company culture, mission and values to market role to qualified talent• Ensure the proper adherence of Equal Employment Opportunity (EEO) protocols and practices for hiring and recruitment procedures • Oversee Full Life-Cycle Recruiting: Information Technology; Cleared Personnel; Business/Contract Support

• Carry-out training to create and foster an open and inclusive environment for students, faculty and staff• Conduct university-wide Diversity and Inclusion Trainings to build respective competencies and uphold the University’s commitment to Diversity & Inclusion as well as bi-weekly Train-the-Trainer Sessions• Administer and oversee the follow-up of University Life Student Employee Training• Collaborate with campus partners to incorporate career development and diversity in a campus-wide co-curricular manner• Support and aide students in developing and implementing a personalized plan to promote their success, as needed, by mapping successful routes and engaging resources to help them overcome potential barriers to success• Aid in the Instructional Design by ensuring that course and training content was strategic, intentional, and met organizational competencies • Support employee development initiatives and projects: training, personality assessment, team/department building activities, and evaluations • Career & Diversity Development Advisor to University Career Services: Develop and deliver Career Transition Initiatives and Professional Development trainings and materials