Advise diverse organizations of all sizes managing projects and solving problems related to workforce planning, organizational design, talent acquisition, talent management and development, engagement and retention, compensation, compliance, and employee relations. • Developed and implemented multiple performance management and engagement tools with Microsoft 365. In one case, increasing employee sentiment 27 points via prompted touchpoints and evolution of a coaching culture.• Deliver comprehensive talent acquisition structure, technology, and process reviews including competitor, candidate experience, employer value proposition, and brand assessments with actionable recommendations.• Optimize job postings reflecting best practices including length, readability, perspective, gender-neutrality, structure, and focus on inclusion. One long-time client experienced a 3x increase in applicant flow.• Collaborated with client leadership to introduce and incorporate eNPS measures into employee engagement surveys.• Researched and provided actionable strategies to collaborate and support HBCU industry-focused programs.• Created job enrichment initiative that increased communication and engagement, eliminating 90% of errors.• Led team of stakeholders modernizing and digitalizing employee preboarding within Salesforce reducing time required by 50% while improving compliance and alignment with organizational culture. • Investigated pay practice complaints and provided/acted on wholistic actionable and sustainable resolutions including addressing previous errors and training managers on the FLSA/how to apply it in their environment.• Collaborate on webinars, whitepapers, and client meetings to drive customer engagement and satisfaction.

(now part of ERE)Provide consulting expertise in managing wholistic evaluations of client talent acquisition presence, competition, technology, and process along with candidate, hiring manager and recruiter experience. Collaboratively developing, leading, and contributing to workshops and webinars focused on key aspects of talent acquisition evidence-based practices.Contributing thought leadership in areas needing attention and development to advance candidate experience, TA, and business outcomes.

Collaborated with senior leaders. Led remote team, HR technologies, and budget. Facilitated talent management, employee engagement, and compliance aligned with organizational strategies. • Collaborated cross-functionally to drive talent management practices 1-reflecting and aligning goals, 2-maintaining ~100% participation, and 3-facilitating internal mobility and succession planning.• Led project/change management efforts championing the transformation and centralization of customer service team developing a knowledge base, gaining scalability, and improving service/consistency.• Architected and executed roadmap to fully deploy HRIS, streamlining and expanding functions and availability of data, increasing accuracy, saving ~700 hours annually, and improving ACA, EEOC, AAP, and ERISA compliance.• Partnered with Business Intelligence Manager leveraging data analytics to tell the story of talent and outcome risks and build a case for critical engagement initiatives resulting in a 33% reduction in turnover.• Navigated multiple benefit strategy initiatives, led cross-organizational teams moving to self-insurance, expanding offerings, and creating system interfaces saving $525,000 in year one and ~900 hours annually.• Increased diversity 4.5% via 1-workforce planning strategies including remote work enablement (20% of headcount), 2-3x expansion of clinical intern program, and 3-development of competencies/training roadmap for critical positions.• Built recruitment ecosystem that improved employment brand reviews 20%, candidate conversion, and analytics expanding organizational capabilities and reducing time to fill by 1/3.• Developed comp matrices with anchors to improve external competitiveness and internal equity. • Managed communication transformation replacing 7 systems with a common connected platform, multichannel interfaces, analytic capabilities, and improved security. • Presented business case for benefit transformation to Medical Captive Conference.

(Via acquisition of The RightThing–a fast-paced professional services/technology start-up and "best place to work")Trusted advisor to global business leaders. Led multiple client engagements, platforms, and teams. Collaborated cross-functionally and across borders to prioritize, influence, and execute initiatives. Led HR merger and acquisition (M&A), due diligence and integrations.• Facilitated talent management and calibration practice that improved coaching, leadership development, and succession planning credited with a 4-pt climb in engagement and filling 35% of positions via internal mobility.• Drove communication and recognition strategy reinforcing transparency and credibility contributing to engagement scores that outpaced industry and corporate benchmarks by 11.5 points.• Partnered with peers to navigate through acquisition and integration of two additional business units adding 23% to employee headcount and 100MM in revenue.• Influenced executives and stakeholders in organization design strategies, structure, and filling key positions.• Drove annual global goal-setting exercise aligning objectives for ~5,000 associates. • Led quarterly business reviews, using data to enhance relationships and expand service in platform and geography growing revenue 15-45% across referenceable clients.• Assessed, monitored, and reinforced contracts with team and clients while promoting positive relationships and additional opportunities in alignment with customers’ organizational needs and goals.• Optimized system, process, and service discipline to exceed 4 key performance indicators (KPIs): diversity, time-to-slate, interview-to-hire ratio, and HM satisfaction resulting in quarterly bonuses.• Developed Operational Playbooks driving consistency of expectations, execution, and cross-training.• Championed DE&I advocating for 1-employee participation in ERGs; 2-expanded access to Women in Leadership programming; 3-cross-cultural engagement activities.