Serve as a trusted advisor and partner to national and regional organizations that are committed to advancing inclusion, accessibility, and compliance in the workforce as a Human Resources consultant. Collaborate with the Aspen Institute Economics Opportunities Program to address national workforce development policy in conjunction with Jobs for the Future. Devise human resources solutions for various client companies. Additionally, is a keynote speaker on subjects encompassing Human Resources, Workforce Development, Inclusion & Belonging and Employee Wellbeing.

As a direct report of the CEO and a member of the Executive Leadership Team, developed and implemented comprehensive HR and DEI strategies and initiatives in alignment with the strategic goals for a $5B healthcare system. Led a team of 25+ professionals in executing HR and DEI services and programs for 26,000 caregivers. Championed diversity, equity, and inclusion (DEI) initiatives across the organization. Executed core HR functions including talent acquisition, compensation and benefits, employee relations, performance management, and employee development. Collaborated with senior leadership to align equitable HR policies and practices with business objectives. Served as a trusted adviser and support to executives and managers on DEI and HR-related matters including organizational design, succession planning, and workforce planning. Ensured compliance with all relevant employment laws and regulations. Oversaw HR analytics and reporting to provide insights for decision-making and continuous improvement. Developed a formal framework and strategy to advance an HR culture of inclusion and belonging, collaboration, & accountability including the formation of a strategic plan, budget, metrics, and policies. Co-led union negotiations of a $142MM labor contract using social equity principles and tools. Co-created a learning and innovation simulation lab for training employees to better interact with patients.

Reporting directly to the CEO, served as the inaugural Diversity Officer for a regional healthcare system. Partnered with Human Resources to drive equitable and sustainable improvements in performance and talent management, succession planning, talent/leadership development, talent acquisition, organization design and effectiveness, human capital analytics, engagement, culture and compliance. Trusted advisor to senior leaders on how to execute a cohesive employee experience strategy. Collaborated with Human Resources on training and development and employee relations investigations. Created a physician-led DEI team to address health equity issues including maternal and fetal mortality. Won Leadership Award for helping establish the Employee Redeployment Center during Covid-19 pandemic.

Directed regional workforce development efforts to drive talent acquisition for local businesses. Provided human capital analytics for community-based organizations to better understand the labor market. Developed end-to-end data solutions and translation into decision-ready for the organization to share with key stakeholders such as funders. Spearheaded a collaboration between local chambers of commerce, colleges and universities, community-based organizations, and workforce investment boards. Created KPIs and provided reports to various community stakeholders to measure the progress and efficacy of the program. Collaborated with Chief Human Resources Officers for continuous improvement to streamline HR processes for recruiting, retention, and solutions to challenges facing the regional workforce systems. Utilized diversity recruitment best practices to broaden the pool of viable workers. Raised $2MM in 1 year to ensure financial independence and longevity of the program.

Reporting directly to the president, led the human capital strategy for a start-up gaming company. Developed a Total Rewards strategy that resulted in reduced operating costs while simultaneously increasing employee engagement and retention. Led all labor relations activities and served as the lead negotiator for two collective bargaining agreements. Led the employee relations initiatives, including conflict resolution, performance management, leadership development, and employee engagement programs. Implemented a 401k plan and served as a fiduciary. Led an HRIS system migration (Oracle). Led the HR activities to design, build, and launch a new organization that opened 2 months ahead of schedule and $700,000 under budget. Recognized as Employer of the Year by the Butler County Department of Disability Services for hiring. Reduced benefits expenses by 5% or $1.9MM in 1 year through an Employee Well-being Program.

At the direction of the CEO and Board of Directors, oversaw all aspects of a global manufacturing and production company's human resources function. Drove performance management and implemented technology solutions to streamline HR processes. Monitored HR metrics and analytics to assess the effectiveness of HR programs and initiatives and identify opportunities for improvement. Elevated perception of HR from a transactional “cost center” to a “profit center” with measurable contributions to the P&L. Created Human Resources policies and procedures to enable a sustainable infrastructure. Led a team of 12 HR staff members covering all Human Resources functions. Created talent strategies for employee development that could be replicated by in-country staff. Negotiated a 2-year Collective Bargaining Agreement, the first in that country’s post-war civil society. Worked directly with USAID to ensure compliance with international labor laws including child labor.

Led the HR function of a $110MM business unit within a $9B global company. As an executive leadership team member, spearheaded the translation of business initiatives into clear, consistent, and systemic HR strategies that drove the success of the organization’s goals. Served as a member and trusted advisor to senior leadership. Set talent priorities, led organization change initiatives, advised on employee relations, recognized & mitigated critical risks, and identified opportunities for organizational development. Directed the pathways to change process to establish and enhance organizational culture. Also directed all Human Resources functions which were employee-facing and business-centric, including Talent Acquisition and Succession Planning, Organizational Development, HRIS, Compensation, Benefits, Employee Relations, Employee Communications, Diversity and Inclusion, HR Audit and Compliance.  Led the HR integration of 3 lines of business into one organization, growing the business by 125%. Decreased salary, wages, and benefits costs by 9% through management of labor resources. Earned the Cincinnati Business Courier "Top Places to Work" honors.

*District ER Manager – Managed employee relations legal activities for a 2,700+ employee, 13-store district. Liaised with store HR management and corporate counsel on all matters related to EEOC charges, litigation, and alternative dispute resolution. Represented company at legal proceedings.*HR Manager – Drove organization effectiveness through management of employee relations, employment and staffing, performance and compensation management, training, and safety. Oversaw policy interpretation and compliance. Managed internal investigations and recommended appropriate action. Recruited for all positions.

Assisted with all human resources activities for the Supply Chain headquarters. Managed recruiting, conducting new hire orientation and onboarding, Oversaw benefits administration, employee relations issues, and served as the respondent in Step 2 of the Grievance process for the onsite plant. Supported work for Succession Planning, Leadership Development, Organizational Development and Executive Compensation.