A coalition of leading chief executives and their companies, OneTen is dedicated to hiring, promoting, and advancing one million Black individuals who do not yet have a four-year degree into family-sustaining careers over the next 10 years.• Lead all aspects of the human resources function at OneTen to maximize organizational effectiveness, improve executive development, and ensure innovative human capital thought leadership. Collaborate with executive leadership to define the organization’s long-term mission and goals and support the company mission through talent management. Manage 3 direct reports and 2 indirect personnel.• Create and champion high-impact practices, events, and activities to foster a strong, differentiated, and unified company culture. Serve as a dedicated coach and mentor to team members and senior leadership.

• Provided human resources leadership and guidance to strengthen OneTen’s culture, deliver an exceptional employee experience, and guide the company through a stage of explosive growth. Developed and improved internal policies, increased employee productivity and engagement, enhanced leadership development, and created a culture of equity and inclusivity. Managed 3 direct reports and 2 indirect team members. • Led employee recruiting, onboarding, engagement, and retention strategies to drive long-term organizational objectives. Developed comprehensive policies and a handbook to ensure the success of the fully remote workforce, with a core focus on building efficient processes and elevating the company’s commitment to equity. • Defined and monitored organizational KPI metrics to drive efficiency, employee engagement, and the quality of HR services delivery. Developed and implemented a full employee life cycle performance management system, including regular one-on-one feedback, check-ins, and bi-annual performance evaluations. • Moved a wide range of HR and recruiting services in-house to recover annual outsourcing fees

Phoenix Center for the Arts provides arts and culture opportunities for all througheducation, programming, and advocacy. The Center strives to be the premiereprovider of arts and cultural experiences that improve, stimulate, and unite thecommunities we serve.

I’ve just joined Chief, a private network built to drive more women into positions of power and keep them there. Chief is the only organization specifically designed for the most powerful women executives to strengthen their leadership, magnify their influence, and pave the way to bring others with them.

A leader in end-to-end business continuity and disaster recovery solutions, Agility Recovery provides comprehensive recovery services that help businesses respond to any interruption and stay operational.• Led all aspects of HR, including staffing, training, and compensation, to effectively scale talent-dependent capabilities during a phase of rapid growth. Developed and implemented a flexible workforce strategy that identified and addressed talent gaps and created a comprehensive roadmap to meet all current and future business needs. Managed a team of 4 direct reports.• Spearheaded investments into Diversity, Equity & Inclusion, increased diversity recruiting efforts, and improved performance across key DEI metrics. Expanded leadership diversity by 25%, increased the percentage of women in leadership roles from 7% to 35%, and improved representation of people of color from 12% to 25%. Fostered an inclusive company culture and ensured equal access at all phases of the employment process. • Served as a coach and mentor to the executive leadership team for all HR-related matters, including recruiting, talent retention, employee relations, training programs, leadership development, performance management, company policies, and legal compliance. Partnered with the CEO and executive team to review high-level business strategies and key corporate objectives to maximize alignment of people resources.• Led human capital management efforts to successfully staff and open a new location in Atlanta, GA. Led major company-wide HR initiatives, including the transition to a hybrid work environment.• Achieved an overall lift in employee engagement with a score increase of 8.1 to 8.8. Achieved recognition for Agility Recovery as a “Best Place to Work in Colorado” by Built In Colorado in both 2021 and 2022.

A leading single-source ground transportation and freight provider, Forward Air (NASDAQ: FWRD) operates over 10,000 scheduled daily lanes across North America and generates $1.82B in annual revenue.• Led company-wide training programs and DEI initiatives to drive individual and organizational capabilities and deliver a measurable impact on the business. Conducted organizational assessments to identify performance, skill, and knowledge gaps and developed comprehensive strategies and plans to rapidly address deficiencies. • Developed enhanced company benefit offerings, including paid parental leave, a floating holiday for employees to use for religious observances or other reasons, and a learning program centered around understanding unconscious bias and ensuring transgender equality.• Established Forward Air’s first formal performance review process, defined role-based competencies, conducted an internal pay equality review, and led the rollout of the program across the organization. • Created new employee training opportunities in collaboration with executive leadership and ensured full alignment with company standards, goals, and values. Developed training sessions, webinars, and workshops that fostered growth and development, built core competencies, and improved employee performance. • Chartered and served as Chair of Forward Air’s Diversity and Inclusion Council. Forged a key partnership with Women in Trucking, a leading voice working to bring gender diversity to the transportation and trucking industries. Established a corporate partnership with Clark Atlanta University for their Social Justice Initiative.

One of the fastest-growing payments companies in the US, Priority Payment Systems handles 400 million annual transactions across 170,000 merchant accounts and generates $30B in annual revenue.• Promoted to lead all HR functions, including talent acquisition and retention, payroll and stock option administration, compensation and benefits, succession management, and employment law compliance. Served as a strategic partner to business leaders across functions to advance the company’s vision to create a world-class culture of innovation. Built and managed a team of 4 direct reports and 4 indirect resources. • Headed an IPO initiative designed to take the company public by leveraging human capital. Created an employee stock option and worked with the legal team to disseminate the opportunity company-wide. • Led HR M&A initiatives by reviewing and analyzing target company data, interviewing management, assessing risks, recommending potential mitigation actions, creating due diligence reports, developing post-acquisition integration plans, coordinating HR resources during integration, and reporting progress to executive leadership.

• Developed, mentored, and led the People & Culture team and developed P&C processes used across the organization. Led the end-to-end employee lifecycle with a focus on driving engagement and creating a positive experience for all employees. Managed 4 direct reports.• Partnered with talent acquisition teams to develop effective and inclusive hiring strategies and processes. Oversaw job description creation, vacancy advertising, candidate screening, interviewing, hiring, and onboarding processes.• Led the development of a data-driven framework for continuous improvement in all aspects of the employee experience. Created RFPs for health plan, 401(k), and HRIS vendors. Served as the Project Lead and HR Subject Matter Expert in an HRIS migration project that moved from ADP Workforce Now to UltiPro. • Decreased overall HR spend and benefit administration costs for health and 401(k). Implemented new benefits, including backup child/elder care through Bright Horizons and flexible work-from-home options, that reduced call center absenteeism. Led strategic HR planning, enabling leadership teams to effectively forecast, analyze, and manage talent requirements.