Passion for our purpose is the foundation of our culture. Wi-Tronix is a leading provider of remote monitoring, video analytics, and predictive diagnostic solutions for the rail industry. The entire Wi-Tronix team is passionately committed to our global vision of saving lives and ensuring the most efficient, reliable, and sustainable movement of goods and people throughout the world and within the team's home communities. Utilizing both edge computing and cloud-based SaaS services, Wi-Tronix provides real-time data aggregation and analytics on an unprecedented scale. Wi-Tronix works closely with our customers to improve the safety, service reliability, and operational efficiency of their transportation systems. As the VP of HR, and a member of the executive team, I am responsible for leading the ideation and execution of the HR Strategy including but not limited to talent management, total rewards, and resource planning.

Established in 1975, RJN is an employee-owned firm based in Wheaton, Illinois, with offices nationwide. As a professional engineering and specialty field services firm providing municipal infrastructure solutions, RJN has rehabilitated more than 8 million linear feet of pipeline. To learn more, visit www.rjn.com.As the VP of Human Resources, I have a responsibility to support the growth of the organization through the acquisition, development and retention of our employee owners.

Continuing to partner with the client service business line leadership and the SVP of HR, responsible for developing strategies and action plans to support the business transformation from a value added reseller to a professional services organization. Leading resource management and subcontractor optimization and management, and the campus hire development program functions, Responsible for workforce planning, utilization optimization, talent development, and related change management.

Partnering with the client service business line leadership and the SVP of HR, responsible for developing strategies and action plans to support the business transformation from a value added reseller to a professional services organization. Developing critical professional services business processes related to engagement staffing, performance management, and talent acquisition. A member of the development team responsible for designing the HR organization of the future and the business operations function of the future to align to the company’s vision. Immediately added value outside of the scope of my role, by providing leadership to the talent acquisition team and guiding this team to improve client support and results as demonstrated by direct client feedback.Led the effort, with a team of 4 to launch an updated and expanded entry level Academy rotation program in 3 weeks for 10 campus hires.Developed a vision for resource management and implementing an initial centralized staffing tool and process from the ground up, mobilizing dispersed data and processes, and influencing leaders to transition from their isolated processes, and tools through demonstrating measured results.

HR executive overseeing talent and organizational development, employee engagement, resource optimization, succession planning, cross-departmental collaboration, and communication. Advised firm leaders across the enterprise on strategic HR-related activities. Coached and mentored high-potential people. Gained buy-in from stakeholders and served as executive sponsor on firmwide projects. Directed long-term planning and daily management of 27 locations across the US, including opening, closing, renovating, and maintaining facilities and establishing and administering mobility programs. ProcurementLed and motivated 200 business operations staff. Prepared and managed both operating and capital budgets, cost optimization, revenue enhancementResponsible for travel, real estate, front office, sales administration, mail, production, meeting services, conference planning, and records management functionsMember of the Women Leading Change council and co-chair of emerging leaders programming.

Developed and executed HR strategy across the full employee lifecycle while leading a team responsible for HR, finance, marketing, and administration in a regional division of 1,400. Served on both the local office and national HR leadership teams. Staffing, recruiting (campus, experienced), onboarding, compensation, succession planning, talent/organizational development, learning, technology, employee relations/engagement, promotions, partner nominations, and administrative support. Advised senior executives.Elevated employee satisfaction and lessened turnover by assessing the existing performance management process and introducing a new program with streamlined processes and better tools.Facilitated the annual partner nomination process for the company’s largest division, with 150+ partners.

Held responsibility for recruiting, training, mentoring, promotions, performance management, employee morale/engagement, and executive coaching as well as organizational development, billing, collections, business integrations, and process streamlining. Directed a team of five serving an employee base of 400. Defined and documented expectations for each staff level. Identified and implemented best practices across the team. Developed tools for business development and client setup processes. Coordinated outings and professional retreats.Partnered with the leadership teams of four distinct business units to integrate and develop new processes across the employee life cycle along with a new business sales process approach

Conducted commercial real estate valuation studies in the hospitality, transportation, retail, and manufacturing industries, to include substantial research, data gathering, analytics, and report writing. Performed valuations in Mexico and Canada by compiling data virtually and partnering with a local resource. Spearheaded campus recruiting efforts, performance management program, quality assurance program, mentoring program, succession planning and leadership retreats