Dr. Roberts is the CEO, COO, Chief Strategist & Wellness Officer for Ignite Acuity, LLC.

Dr. Roberts is the Founder of The Perpejulant Institute ™, a Knowledge Management Learning Center Focused on Professional Development. The Perpejulant Institute ™ concentrates on the future of work and required competencies to enhance human interaction with intelligent technologies. Dr. Roberts and his support team analyze human behavior, cognition factors, and mental acuity to determine required adjustments in behavior to enhance human performance. The institute offers innovative tools and creative utilities to enable people to advance into highly skilled roles. Dr. Roberts is keenly focused on human interactive elements required to work proficiently with AI, VR, AR, robotics, and various forms of data-analytics. Dr. Roberts defines a futuristic work environment as techno-centric ™ work environment that leverages AI-Tech ™. The epicenter or origination point for the Perpejulant Institute began with a spark ignited by an invitation to Dr. Roberts from the International Society of Performance Improvement (ISPI) to participate on a global panel and discuss the impact of Artificial Intelligence on the future workforce. It was at this international meeting in Montreal, Canada that Dr. Roberts received an excellence award having been nominated by his dissertation mentor Dr. Keith Johansen, for his scholarly research on the impact of Human Performance Technology (HPT) in the SMB or Small-to Medium-sized business Sector in the United States. The research shared by Dr. Roberts during his panel participation drove him to publish a book entitled "The Workforce of the Future". In the book Dr. Roberts discusses his theory to enhance human performance amidst insurgence of intelligent technologies. The theory became one of the institute's professional certifications (AICPD) ™. In this role Dr. Roberts is responsible for: - Overall strategy for the institute- Fund raising- Development and implementation of scalable offerings- Day to Day operations

Focused on driving operational objectives and the organization's strategic plan. Generating performance targets for employee, departmental, and the company to achieve targeted objectives. Notable Achievements: - Compiled and structured a process to prioritize strategic goals & objectives with tactics- Ensured employees were focused on Key Performance Objectives KPO's in their designated role- Ran internal productivity process based on defining business drivers through ODCM process- Designed appropriate systems to inform executive decision-making during ops reviews- Built a system using predictive data to determine long-term requirements for sustainability- Generated a process to enable deep-dive problem solving- Facilitated off-site gap analysis on organizations most pressing strategic challenges- Created year-over-year departmental growth roadmaps for annual company summits- Negotiated contracts with vendors and suppliers resulting in a savings of 1.2m- Designed a project management process in support of organization's strategic goals

- Organizational Development - Leadership Professional Development- Strategic Workforce Planning- Change Management- Performance Management Systems- Training & Learning Initiatives- Employee Engagement Initiatives- Organizational Climate Assessments - Change Management- Cultural Transformation - Management Retreats & Offsite Team Building Events

Responsible for all functions of HR and Performance Management across a multi-state operation. Managed recruitment, on-boarding, employee relations, health benefit administration, 401(k), and merit-compensation program. Implemented new HRIS, converted to ADP for payroll and established KPI's to measure departmental performance quarter-over-quarter. Managed worker's comp, disability, and FMLA to reduce cost across multi-state and federal compliance regulations. Coordinated open enrollment for health plan offerings. Transitioned to a new 401k provider. Reported to CEO/COO. Notable Achievements: - Reduced employee turnover by 27&- Improved customer satisfaction index by 17%- Improved EBITDA by 10% through Performance Management Accountability Systems- Launched Internship Program- Designed a wage and salary analysis process to ensure competitive pay- Negotiated recruiting agreements reducing contractual cost by 15%- Implemented pay-for-performance incentive plans to reward outstanding performance- Worked diligently with legal counsel to mitigate potentially litigious situations

Focus Areas: - Organizational Development & Workforce Effectiveness- Leadership Development- Strategic Planning- Change Management- Training & Learning Strategies- Compliance auditing - Performance Management Accountability Systems- Employee Engagement- Talent Management

Classes Taught: -Managing Organizational Change-Applied Psychology in Human Resource Managment-Workforce EffectivenessAcademic Responsibilities: -Teach 20-30 undergraduate students -Facilitate interactive on-line course curriculums -Maintain weekly office hours for student interaction-Participant in faculty meetings -Work closely with administrative staff

Organizational Development & Performance Improvement Strategist: Providing targeted data gathering needs assessments, solutioning and workflow analysis, design performance interventions to close performance gaps. Monitor on-going performance requirements. Work to improve "Organizational Performance & Workforce Effectiveness", integrate ROI/BCR and performance dashboard templates. Leverage appropriate Change Management & Human Performance Technology to improve performance across entire organizational structure.Certified HR Consulting Support Services - HR Audit and control procedures, performance improvement solutions are tied to balanced scorecard. Strategic maps are devised to improve Organizational Development. Provide onsite or remote support in building required foundational elements for compliance and productivity. Ability to generate comprehensive employee handbooks, policies & procedures, and administrative practices. Provide staff development and training in support of go forward needs improvement interventions. Federal compliance specialist in FMLA management, ADA, Workers Compensation, and California Law. Performance Management process and design experts. Provide customized management, leadership, and performance evaluation training. Certified Performance Improvement Practitioner:Performance Technologist - Member Certified Performance Technologist Group. Scholar practitioner in Human Performance Technology. Graduate studies focused on Performance Improvement. Developed a Performance Architecture Model for Change Management initiatives. Design hybrid change management solutions based on e.g. Kotter's 8, McKinsey's 7S's, ADKAR, Lewin's Change Model, Pettigrew's, Donaldson's SARFIT and Perpejulant's Performance Ecosystem Model. Based on performance factors and change contingency theory.

Cultural Diversity Management & Leadership SkillsGenerating High Performance Effective Communications Time ManagementTeam BuildingEmotional Intelligence HR and the Law

Reported to CEO & Founder - Brian Fabiano - Author of NeuromarketologyAreas of Accountability: Executive Relationship Management & Business Development within the Greater Phoenix Area:Key Emphasis:- Trigger-based 1:1 Strategic Integrated Marketing Value Proposition- Customized websites with unique campaign management philosophy called Neuromarketology - Generated mega, macro, & micro-marketing segmentation tools - Enhanced sales engagement process - Created e-learning tools to enhance knowledge management - Heavily involved with Arizona Chambers of Commerce - Board Member- Presenter for branding & positioning workshops - small and emerging growth businesses- 1:1 Target Marketing presentations- Advertising and marketing management

Grew Sales Pipeline in excess of 1b over a 3 yr period from 300mManaged 100% of governance, escalation, and standardize capabilitiesEnsured Global Pricing standards on all global deal pursuitsCreated WW Global Sales Engagement Process, an end-to-end process, qualification to implementation, resulting in a 100% qualified funnel, preventing oversell, enhancing cross selling, and eliminating margin erosionManaged Global Sales Forum 226 consecutive sessions, participants involved stakeholders in Asia Pacific, United States, Canada, South America, Europe, Middle East, and Africa regions sole purpose to ensure global pursuit based on capabilities within each geography Created Global Sales Funnel FormatManaged Global Escalation Process ensuring customer satisfaction and competitive positioningTrained Managed Services, Client Business Managers, and Global Solution Managers on pursuit and intersection engagement processes and procedures to promote consistency in treatment on global opportunitiesImproved global customer satisfaction ranking by 15% over 24 month periodReduced unqualified deals in pursuit by 700m within in 2003 Established 1st Global Prime account in Asia Pacific with annual revenues of 26mDesigned Global Intersection Campaign to reduce redundancy in allocated resources to support combo global product and managed services fulfillment opportunitiesTraveled to Europe to improve collaboration efforts on global sales engagement