Founder and principal of this independent consulting firm.Assess organizational culture and operations, formulate strategic policy changes and HR programs,evaluate HR business processes, and act as Director of Human Resources for area specialty retail businesses.

HR leadership role, tasked with taking this rapidly growing commercial landscape contractor to the next level of professionalism. Responsible for HR policy, infrastructure development, hands-on management, and consultation to management and ownership on strategic decision-making to ensure continued growth and profitability through forward-thinking people practices.

Founder and principal of this independent consulting firm, providing HR and Financial Services to area businesses.As the HR Consultant, I assessed organizational culture and operations, formulated strategic policy changes and HR programs,evaluated HR business processes and recommended cost-effective solutions.

Provided guidance and counsel to executive and business unit leaders to align programs and processes with the organization’s mission, values and strategic plan. -- Collaborated with leadership and board of directors to define organizational values and create organizational goals, objectives and action agendas. -- Led change in program management philosophy and coached business leaders through the introduction of logic modeling to define business program desired outcomes, strategies and measurable impacts. Dashboard reports allowed the Board to compare the performance of each business unit to the strategic plan, and make timely course corrections.-- Analyzed program and system outcomes; assessed departmental needs; recommended and directed interventions to maximize effective performance. Identified the need for monitoring key processes to ensure successful attainment of critical state and national certifications. Implemented pre and post program surveys of multiple stakeholders and guided the program managers in survey construction and delivery.

Provided leadership for Provail's largest community service program, providing in-home supports to 63 adults with severely limiting disabilities, so that they could live independently. -- Developed and managed an annual budget of over $6 million, including responsibility for complex year-end financial compliance reporting. -- Directly managed staff of 9, with overall responsibility for approximately 200 employees working in multiple locations 24/7.-- Re-organized program management structure, re-directing funds to retention programs for high-turnover critical positions, while preserving high-quality customer service.-- Organized and led cross-functional team focused on the delivery of high-quality, integrated services.

Developed and implemented human resource strategies and programs to align with organizational objectives. A key player in shaping PROVAIL’s growth and transformation by providing guidance and counsel on human capital issues. -- Directed HR staff of 5, executing the day-to-day Human Resource functions, serving 300+ employees.-- Improved retention over two years from 50% to 75% in a high-turnover industry.-- Provided training, guidance and counseling to managers on employee relations, diversity initiatives, performance management best practices and conflict resolution. -- Led management team in the development of a comprehensive Communication Policy and Plan, improving transparency, responsiveness and trust in upper management, measured through annual Employee Engagement surveys.-- As a strategic business partner, managed change during a major re-engineering of organizational structure and service delivery model.-- Developed talent acquisition strategy for top talent, including C-suite, healthcare professional and niche positions.-- Developed total rewards programs, including variable pay components, to attract and retain high-performing employees.-- Improved technical capabilities of HRIS through selection and successful conversions of ADP and Ceridian HR/Payroll software and implementation of web-based employee tools.-- Identified key organizational and human capital issues, outlined strategic responses and recommended action plans to division executives and other management in order to improve business results.-- Spearheaded and implemented risk management programs, specifically targeting unemployment claims, work-related injuries, and harassment and discrimination complaints. The result: unemployment and L&I costs were drastically reduced, and the company experienced negligible employment-related litigation costs and only one EEOC complaint in my thirteen-year tenure.

CRSA exists to represent and support Washington’s residential service providers and advocate for quality supports so that people with developmental disabilities have opportunities to fulfill their life choices.