- Oversee business operational functions for the organization- Lead Human Capital Strategy including recruiting, total rewards and employee engagement- Create and manage internal and external contracts- Manage all compliance and policy matters- Address all legal matters and serve as liaison between the company and outside counsel- Supervised the build out and maintenance of the corporate office

Progressively responsible HR Business Partner roles serving corporate staff and line-facing business groups of up to 3,000 employees.- Ensure alignment of Human Capital strategy with strategic business objectives - Trusted advisor and coach to senior leaders serving as a member of the Executive Leadership Team, embedded in all aspects of business operations and strategic planning- Accountable for the HR and Recruiting business results for my business unit as measured in monthly briefings to the COO and Top Management Team- Led employee relations, EEOC and hotline investigations for the business unit, managed senior-level Employee Relations staff; interacted frequently with internal counsel- Led numerous organizational design initiatives leveraging business and financial data to identify trends to provide actionable feedback to leaders, maximizing efficiency- Implemented talent strategies that strengthened the business by building a leadership pipeline through effective succession planning, high potential selection and talent reviews- Improved corporate culture, engagement and retention within the business unit through communication, change management, building trusted relationships and effective rewards programs

CACI acquired Paradigm Solutions on September 1, 2011. Served as an Employee Relations Manager supporting a client group of nearly 1,000 client-facing employees.- Used effective employee relations practices to mitigate risk and resolve conflicts in compliance with all state/federal employment laws (ADA, FMLA, EEOC, Worker's Compensation, etc.)- Investigated ethics violations, hotline complaints and EEOC charges, providing reports to the legal division, Board of Directors, and outside governmental agencies- Monitored diversity trends and provided actionable data and areas of improvement to management- Partnered frequently with internal counsel, external counsel, the corporate Ombudsman and cross-functional staff organizations to address complex legal matters- Kept abreast of regulatory and industry trends; implemented changes to keep company practices in line with peer companies and governmental regulations- Effectively advised leaders, managers, and employees in management skills, policy interpretation, performance management, ethics, compliance and communication

Directed full employee life-cycle HR for 185 US employees, acted as a trusted partner to business stakeholders to ensure employee engagement and alignment of HR activities with the organization's mission and values.Responsible for management of the Benefits and Compensation Program, Performance Management System, HRIS System, People Analytics, HR Compliance (EEOC, AAP, Vets100, SOX, 5500, OSHA, DOL, and CMS), Employee Relations, M&A activities, Integration and Assimilation, Rewards and Recognition, and HR staff.

-Managed Tierney Residential College including budget management, resident engagement, policy enforcement, disciplinary actions, facility oversight, and conflict resolution for residents-Managed a staff of five student leaders