Mercantile Development, Inc. (MDI) is a leading, independent converter of non-woven wiping products with a founding commitment to operational excellence and customer-driven service. We are celebrating over 75 years as a successful, family-owned and operated WBENC-certified Women’s Business Enterprise.

Tapestry TeleHealth was founded in 2017 by Dr. David Chess. Tapestry was born out of the realization that patients in our rural skilled nursing facilities face many challenges in access to high-quality care. The founders of Tapestry saw that the lack of access to physician/NP/PA care in rural skilled nursing facilities across the U.S. frequently led to negative patient outcomes, revenue leakage from facilities, and a revolving door between hospitals and nursing homes. They knew that there could be a way to deliver scalable, high-quality care to patients in need in rural areas — they just needed to develop it. Tapestry's mission is to help treat patients in place with excellent, compassionate, and patient-centric clinical solutions. We utilize highly skilled, caring clinicians, innovative technology, and integrated systems to transform care at the bedside, empowering our partners to excel in an ever-changing health care environment.

Chrysalis Center is a private, non-profit, socially innovative multiservice organization that serves individuals and families living in the State of Connecticut. Chrysalis Center helps those living in poverty, Veterans, women and children, young adults and individuals that are struggling with mental health, addiction, HIV/AIDS, those returning from incarceration and homelessness.

Primary clients were non-profits. Reorganized departments and set up processes for efficiency. Reduced operating costs of departments. On behalf of client had complete responsibility for planning, organizing and directing two programs in multiple locations with enrollment of over 700+ kindergarten through eighth grade students and 150 volunteer teachers. Continual recruiting and training.

Integral member of the senior team. Developed strong partnerships with the COO and CFO. Member of 2 Pension Boards setting strategy for pension investments. Managed conversion from defined benefit to defined contribution pension plans.•Established relationships and trust at all levels of the organization.•Set and implemented strategy for a self-insured healthcare program for domestic and international assignments. •At a time of double digit increases, designed plans and negotiated terms holding annual healthcare expense increases to 7% over a 6 year period while not reducing benefit to employee.•Through effective employee relations and mediations, maintained employee relations throughout numerous down-sizing and organizational changes. •Lowered the frequency of litigation on employment cases. •Successfully negotiated numerous multi-year contracts for both professional and non-professional groups. •Developed enculturation program for foreign born workers in the United States.•Represented employees on all diversity issues and acted as mediator when conflicts arose.

•Developed and implemented strategies and process changes to improve relationships between employees, between company and members, and between company and providers, across a multi-state area with a diverse customer base. •Analyzed internal and external changes in business environment to identify potentials for improvements in customer service.•Created strategy to achieve changes in company culture and overall goals.•Led groups of senior managers through training programs to facilitate organization wide cultural changes.

Directed succession planning, recruiting, hiring, training and development, performance management, and termination processes. Managed a staff of 800, including eight direct-reports. •Established and fostered positive relationships with CEOs, COOs and CFOs in healthcare organizations across multi-state area.•As a result of relationship building skills achieved client-relations satisfaction rating of 92%, well above national peer-group average rating of 75%.•Trained and developed four direct-report managers for promotion to vice president positions.•Mediated relationship between New York State NAACP, ARAMARK, and Nyack Hospital.•Negotiated numerous union contracts and mediated grievances. Through group meetings, employee relations and resolution of issues defeated two unionization attempts.•Honored with two national awards for creating innovations in acute healthcare environment.•Based on work in mending race relations was invited to join the NAACP.

•Established previously-nonexistent, regional human resource office and all related human resource functions for nearly 3000 employees from DC to Boston.•Developed strategy for manpower planning (strategy entailed succession planning and recruitment for establishing and maintaining services at healthcare facilities throughout region).•Created and implemented on-campus recruiting in support of strategic goals.•Determined compensation for employment offers and merit increases.•Created and implemented new HRIS system.•Developed, planned, and conducted training workshops on Performance Management, Interviewing Skills, Coaching and Counseling, and Supervisory Skills.•Conducted investigations of alleged EEOC violations and sexual harassment.•Mediated union grievances throughout region.