•Develop and maintain relationships with vendor partners and business units including Human Resources, Marketing and IT.•Work closely with assigned business units to support vendor selection, onboarding and maintain compliance with risk assessment requirements. •Review vendor performance on a regular basis to identify areas of risk.•Work closely with internal partners in Legal, Credentialing, Compliance and InfoSec to partner on Vendor compliance issues.

Private Real Estate Investment Trust (REIT) dedicated to the acquisition, renovation, leasing and ongoing management of single-family properties located in eight states. 950 employees in 8 states.Oversee a team of four dedicated to full-cycle recruitment of all Field and Corporate openings.• Change Management: Transitioned my recruitment team to a full-cycle recruitment team minimizing the use of external recruiters. Provided training, tools and resources to support their… Show more Private Real Estate Investment Trust (REIT) dedicated to the acquisition, renovation, leasing and ongoing management of single-family properties located in eight states. 950 employees in 8 states.Oversee a team of four dedicated to full-cycle recruitment of all Field and Corporate openings.• Change Management: Transitioned my recruitment team to a full-cycle recruitment team minimizing the use of external recruiters. Provided training, tools and resources to support their efforts.• Talent Acquisition: Increased head count by 40% om 2017, 2018 and 2019 through robust intake sessions, passive candidate recruitment efforts, solid initial phone interviewing, strong partnerships with hiring managers, thorough reference checks and intense focus.• Talent Management: Spearheaded Performance Management process guiding +700 through a robust cycle. Used calibration method to level-set review ratings. Drove the selection, design and implementation of the company’s first Employee Engagement Survey resulting in 99% participation rate. Currently working with the Executive Team to create a working Communication and Action Plan of results. Show less

Public Higher Education multi-campus Community College system with 7 Colleges, 6 Satellites, 5500 employees, 120,000 students, and 10 Collective Bargaining Units Spearhead the completion of multiple projects for the City College system within Talent Management and Organizational Development in a highly matrixed environment.• Talent Management: Successfully… Show more Public Higher Education multi-campus Community College system with 7 Colleges, 6 Satellites, 5500 employees, 120,000 students, and 10 Collective Bargaining Units Spearhead the completion of multiple projects for the City College system within Talent Management and Organizational Development in a highly matrixed environment.• Talent Management: Successfully drove the RFP process for the design and implementation of a full scope Performance Management system with a corresponding Compensation Plan tied to performance results. Led a team of consultants and internal clients to develop content and process as well as the design of an incentive/bonus pay for performance plan.• Talent Acquisition: Planned and led the HRIS and Oracle teams to successfully optimize the use of our Oracle Taleo ATS. Projects included adding electronic Onboarding, user clean-up, improving the candidate experience, integration of HRIS data with PeopleSoft, transitioning to the latest Taleo version and reporting automations for client groups. • Recruitment: Led a staff of up to four maximizing recruitment efforts using business process improvement, training and governance utilizing limited budgetary resources through networking, passive recruiting and a passion for City Colleges and our commitment to student success. Centralized the recruitment of all Security, Janitor and Financial Aid positions through the District Office resulting in lower attrition. • College HRD: Acted as the Interim Human Resources Director for 6 months at the largest City College campus to learn the inside operations of a college campus including academic organizational structures, labor relations exposure, Title IX issues and front line recruitment efforts. Show less

Software developer in the Education Technology space for K-12 Public EducationDirector of Human Resources: Developed and managed the newly formed Human Resources function, challenged with building structure and strategy aligned with company goal to increase headcount 130% over three years due to significant managed growth.• Started human resources function: Developed and implemented a consistent Onboarding program. Revised PTO and Flex Time policies; created fully compliant… Show more Software developer in the Education Technology space for K-12 Public EducationDirector of Human Resources: Developed and managed the newly formed Human Resources function, challenged with building structure and strategy aligned with company goal to increase headcount 130% over three years due to significant managed growth.• Started human resources function: Developed and implemented a consistent Onboarding program. Revised PTO and Flex Time policies; created fully compliant employee handbook and audited for FLSA and I-9 compliance.• Talent Management: Revamped selection process creating new job descriptions, interview guides, and assessment exercises unique to each position. Created a panel interview with scoring to eliminate subjectivity. Developed quarterly Performance Management system using behavioral factors and SMART goal creation. • Project Oversight: Selected via a RFP a new 401k vendor saving employees over 1.5 expense ratio points on fees and eliminating 3rd party vendor fees. Reviewed vendors for Timekeeping system to allow job costing time coding. Began compensation structure by completing full market pay research for 95% of company job titles.• Set higher expectations of vendors: Reduced number of staffing agencies; improved time to fill by requiring vendors to only submit top candidates, created rate card for each position; reviewed metrics quarterly for vendor replacement. Show less

Department of Defense Contractor developing Geospatial Application Software and Technologies Director of Human Resources: Managed the Human Resource function in a fast growing, quick paced technology environment, • Increased headcount in 2012 by 46%: Utilized creative recruitment methods including social media, college recruiting, military recruiting, and other technology based recruitment methods.• Government Compliance: Passed OFCCP Desk Audit in record time through… Show more Department of Defense Contractor developing Geospatial Application Software and Technologies Director of Human Resources: Managed the Human Resource function in a fast growing, quick paced technology environment, • Increased headcount in 2012 by 46%: Utilized creative recruitment methods including social media, college recruiting, military recruiting, and other technology based recruitment methods.• Government Compliance: Passed OFCCP Desk Audit in record time through accurate record keeping, creative recruitment methods and fair compensation reviews.• Drove cost savings and efficiency: Implemented High Deductible Health Plan with an HSA saving 10% in year over year benefit premiums.• Improved employee engagement while supporting company’s strategic business plan. Actively listened to employees, made appropriate policy changes and supported employee professional and personal growth. Show less

Govt. Contractor using FAR standards specializing in Real Estate Solutions for Public Agencies Director of Human Resources/VP: Manage the Human Resource function; supporting employees nationwide. Joined Executive Committee in 2005. • Drove Cost Savings: Outsourced and transitioned from a partially self-funded healthcare plan to a fully insured plan; saved 30% of benefit costs in year one and 15% in year two. After 6 years brought benefits and HR functions back in house saving… Show more Govt. Contractor using FAR standards specializing in Real Estate Solutions for Public Agencies Director of Human Resources/VP: Manage the Human Resource function; supporting employees nationwide. Joined Executive Committee in 2005. • Drove Cost Savings: Outsourced and transitioned from a partially self-funded healthcare plan to a fully insured plan; saved 30% of benefit costs in year one and 15% in year two. After 6 years brought benefits and HR functions back in house saving 15% with no addition to HR head count.• Formulated compensation strategies using market pay philosophy: Developed management bonus program using metrics tied to company growth. • Created a pipeline of “ready to go” management employees: Convinced Exec. Team to invest $1 million over 5 years to secure contingency commitments from selected applicants up to a year in advance of the contract award by developing applicant agreements and signing bonus awards. • Talent Management: Developed entry level training to recruit Real Estate/Finance graduates. • Performance Mgmt: Developed and rolled-out a competency-based performance mgmt. system to field and corporate employees, tying results for management to a formalized merit reward. • Innovative WebEx Training: Designed an internet training program to support a geographically dispersed workforce of exempt employees during non-peak hours without adding overhead costs. • Executive Committee Member: Championed cultural change, transitioning the committee to a strategic collaborative team focused on revenue, business development, quality control, and talent management. Developed and implemented the company’s first formalized Vision, Mission, Values, and Strategic Plan. • Started HR function: Implemented hiring practices, interview training, policy and handbook tools, college recruitment programs, job descriptions, staffing plans, succession planning, career development, compensation guidelines, benefits, AAP's, and ER programs. Show less