1. Lead, manage, and be accountable for People Team/HR Function within Clements Fluids.2. Design and deliver leadership programs and experiences that will shape the organization's leadership culture.3. Lead the analysis, design, development, and implementation of organization-wide talent development programs.4. Assists Leadership Team with organizational design required for business strategy and growth.5. Evaluate strategies and programs to measure the achievement of established cultural objectives.

-Report directly to the EVP, President of Kemper Life as a member of the Kemper Life executive team. Work directly with the leadership teams for FP&A, Transformation Office, Actuarial, Operations and Sales, along with leaders in IT, Legal/Compliance and Data Insights. Built and lead a team of HR Business Partners with matrix responsibility for a Learning & Development Manager and business trainers that together support over 3000 employees across multiple locations, including 83 sales offices in 25 states and the District of Columbia, with some unionized offices.-Interface directly with senior leaders and key business partners to design and implement the people strategy, including organizational design, to support a 3-year growth strategy, including large scale transformational projects and change.-Spearheaded the creation of a Transformation Management Office for Kemper Life and built the team and functional structure needed to support the strategic big rocks, including the right number and skill level of Program Managers, Project Managers, Change Management Experts and leadership. -Responsible for developing the capability and capacity roadmap and successfully moving the Actuarial function back in house. This included identifying the right talent to both lead through the transformation but also lead in steady state for Product/Pricing, Valuation and Governance. Resulted in savings of $1.5 million and increased ability to get products to market more quickly. -Led the work to create a Sales Operations team to better support the 3000 commissioned employees in advance of the transformational projects and to solidify the foundation. This included identifying the needed organization structure, capabilities and competencies, reprioritization, and realignment of thinking. Resulted in on time implementation of a formal Operating Model, new sales compensation plan, and the launch of the sales enablement platform.

-Ripple Junction is a fast-growing entrepreneurial company that licenses and designs pop culture apparel. I was brought on board to lead the HR function and to partner with the two owners to position the company for planned exponential growth. To do that, we built the executive leadership team from 3 to a team of 12. The company grew 305% during this time by transforming the business from B2B focus to a mix of B2B/B2C. -I reported to the President and worked directly with the two active owners, the CEO and the EVP, Strategic Partnerships, as well as the Chief Financial Officer, Chief Sales Officer, VP of Operations, VP of IT, VP of Licensing, VP of Marketing, VP of eCommerce. and VP of Design. I was fully responsible for all functional areas of HR including recruiting, compensation, benefits, payroll, training/development, employee relations and employee engagement.-I supported 100+ employees including a remote sales team in the US and helped position the company for an acquisition of a print shop in Tijuana Mexico prior to my departure, that employs another 125+ employees. - Researched, designed, recommended, and implemented a Total Rewards strategy for all employees which included an annual bonus plan based on company results and a company equity share plan for executives. - Evaluated and implemented new solutions to the HRIS improving the efficiency and quality of recruiting, onboarding, learning management and benefits administration process. - Successfully led change management for outsourcing of HR functions such as FMLA, COBRA, workers compensation, and reference checking. - In partnership with insurance broker, led vendor selection and introduction of wellness programs, including wellness screenings, smoking cessation, and health risk assessments.

- Led the people strategy for the expansion into two new distribution channels, Institutional and Independent, resulting in long term growth for Ameritas which continues today. - Successfully led the human capital activities for acquisition of the 401(k) business of The Guardian Insurance & Annuity Company, Inc. (GIAC) which increased the assets under administration of the Ameritas retirement plans division to more than $10 billion.- Reported to the Executive Vice President of Individual Division, Retirement Plans Division and Ameritas Investment Corp. Member of the executive leadership team and key HR business partner for three business lines plus the shared distribution organization that drove 78.6% of overall sales for the company ($874.9 million) and achieved increased sales annually while reducing expenses. - Directly led a training and development team with matrix responsibility for up to twelve training and development professionals embedded in the business units that supported over 800 employees across multiple locations. - Partnered with continuous improvement team to deliver an in house Six Sigma green belt certification program, helping to drive employee engagement scores in the areas of performance excellence (4%) and manager effectiveness (2%).

Enhance business performance through a focus on organizational design, alignment, accountability, change management, leadership/management effectiveness, and associate learning by translating the vision of the company into action. Responsible for performing complex leadership, management, administrative and professional work in the development and execution of a comprehensive strategic organizational development program through being an effective change agent responsible for developing and implementing High Performance Organization (HPO) organizational effectiveness strategies for all levels of leaders, managers and associates within assigned business lines. Responsible for managing and supporting the assessment of organizational needs in the operating, business and functional areas and the design, development, implementation and evaluation of organizational development strategies and programs that facilitate the professional development and continuous learning of all team members, with a focus on executives and emerging leaders in order to support manager effectiveness, associate engagement, and performance excellence.

Led the talent team to provide HR support to assigned functional business areas. Responsibilities included talent acquisition, management coaching, associate relations, development and training.

Supported workforce planning and talent management needs to achieve business goals (staffing, experience, knowledge and skill development, and succession planning); Identified resources to assist business partners meeting goals related to retention, development, succession, and talent and performance management; Engaged leadership teams to ensure operation plans and practices align with strategic plan and people goals.Developed and delivered business specific presentations on topics relative to management and leadership; Educated and supported use of HR tools; Participated in business unit meetings/presentations to support leadership and provided updates on HR initiative progress; Participated in senior leadership meetings to support area leaders and discuss HR related issues as appropriate.Employee RelationsPartnered with and serve as a resource to employees, management and leadership to promote and maintain positive employee relations. Proactively identified, managed and facilitated the equitable resolution of job-related complaints and concerns.

Partner with leaders in assigned business areas to understand and assess business direction based on strategic plan. Create specific people plans in support of HR related goals that will meet business needs, address weaknesses, capitalize on strengths, and take advantage of opportunities; Work with leadership assess best way to implement HR related goals. Serve as the liaison between HR and business lines. Support and follow up regarding the status and progress of people related action plans; Assist leadership with the development of performance and incentive goals.

- Reporting to the President, CEO, responsible for all functional areas of HR and was a member of the executive team providing leadership for a $31 million-dollar private nonprofit agency that has three primary service lines including mental health, foster care and early childhood education. Directly led a team of HR professionals who supported 350 employees in multiple locations throughout Ohio. - Designed and built an effective and compliant HR department from the ground up to support a growing organization. - Led the ADP conversion to lower the risk of processing payroll in house and more efficient electronic benefit enrollment/tracking.- Successfully implemented a union avoidance strategy for early childhood education population. - Worked with outside counsel and the Compensation Committee of the Board of Directors to establish an executive benefits package that included enhanced life, disability, retirement, and long-term incentive for the CEO to create stability for the organization. - Collaborated with senior leaders to identify, analyze and develop a total rewards approach unique to each of the three primary service areas that allowed them to attract, retain and motivate the right talent needed to provide high quality services.

Facilitated undergraduate courses in Psychology and Business