-Identify and implement strategic talent solutions in support of a transforming organization; ensuring the overall organization and culture are designed around strategic talent growth with a heavy focus on talent development, succession planning, and a culture of inclusion. Workforce planning and talent strategy execution. -Provide strategic business partnership to executives and business leaders.- Understands multiple business areas operations and strategies.- Leads complex talent strategies with broad impact to the business area. -Collaborates with and leverages centers of practice (CoP) and shared services for business solutions, guiding through the employee lifecycle and service offerings including talent acquisition, inclusion, development, succession planning, and retention.- Deploys small to large scale organizational transformation.

• Consult with business leaders on technical and leadership training needs – assessing alignment of requests with business unit and company goals.• Coach on available solutions• Scope requests for which solutions do not already exist for potential design and ensure alignment with adult learning principles• Develop measurement strategies for deployed learning solutions

- Partner with business leaders to drive strategy and consult on all people-related matters- Analysis of operational and people data, including trend analysis and identification of areas of concern to drive business outcomes- Advise on HR programs, including talent acquisition, workforce planning, performance management, compensation, engagement and succession planning.- Coach/consult on policies and initiatives- Restructure consultation and planning, including development of staffing plans, communication plans and offboarding considerations- Collaborate with HR Centers of Excellence as needed to ensure seamless delivery to clients

• Leadership, training and development of a recruiting staff covering a 14-state territory. • Ensured compliance with policies, procedures, and employment laws.• Lead talent pipeline development for multiple level positions, including entry, mid and high-level roles in multiple disciplines and company divisions.• Served as strategic advisor and partner to internal business areas in all matters related to talent acquisition strategies and provided consultation on structure changes, including all people impact considerations.• Analyzed metrics related to talent acquisition, including client and new hire satisfaction, diversity data and applicant flow, among others.

Project leadership, policy writing, vendor management, organizational restructure consultation & strategy.

• Conduct initial screening of applicants as needed to identify desirable candidates. • Source and interview candidates for all levels of positions.• Maintain applicant tracking data in a high volume environment.• Work in collaboration with hiring managers to select candidates.

• Responsible for leadership, coaching and development of a twelve member claims unit, including functions related to performance evaluation, counseling and discipline, as well as career coaching and development.• Conducted audits relating to adjuster compliance, process measuring and data gathering.• Active participant in operational initiatives and activities such as Mitchell Medical implementation, managed care vendor switches, market conduct exams and fraud unit leadership.• Responded in writing to formal complaints filed with the Division of Insurance.• Collaborate with key partners such as compliance and legal as needed on policy/contract issues.