MedVet is a rapidly growing organization of 40+ veterinary specialty and ER hospitals in ~20 states with a >20% 5-year revenue CAGR. I lead efforts to create an exceptional employee experience for 3,500+ team members and ensure we have the talent needed for continued growth.> Created strategy for enhancing MedVet’s Employee Experience and launched first-ever Employee Experience Survey. Results show meaningful increases in communication, recognition, feedback, manager effectiveness.> Built a high-performing recruiting team that grew from hiring ~650 team members in 2018 to ~1,600 team members in 2021. Created a doctor recruiting team from scratch; hired 100 doctors in the first twelve months, more than double the previous year. Implemented leadership assessments to improve the quality of hires.> Implemented Succession Planning. Led the organization through CEO and Chief Medical Officer succession processes; hired & on boarded new COO, CFO and CIO, elevating talent at the senior leadership level.> Moved from fully ensured to self-ensured medical benefits. Enhanced other benefits, including increasing 401(k) match, implementing multiple ancillary benefits, and offering wellness resources, including suicide prevention training.> Created career framework with multiple paths for career progression. Developed and launched MedVet’s first-ever pay structures and led multi-year, strategic investments in base pay. > Led MedVet’s COVID-19 response. Veterinary care is an essential service in all 50 states and our business grew ~40% during the pandemic.> Implemented new HRIS, Payroll and LMS, enhancing offerings while keeping monthly cost flat on a PEPM basis.> Launched MedVet’s first Long-Term Incentive plan, creating value for senior leaders while minimizing dilution..> Designed and launched multiple experiential leadership development programs, which combine self-awareness, leader-led training sessions, small group projects, skill building, and deliberate practice.

Chair, Nominating & Governance CommitteeMember, Executive & Compensation CommitteeAbleLight believes the world shines brighter when people with developmental disabilities achieve their full potential. We move beyond expectations addressing the whole person through a wide range of services with a multi-state footprint so individuals can make the most of their abilities.

As a GLG Network Member, I bring over 25 years of experience as an HR leader, which specific expertise in driving transformation and growth, talent management, organization design and driving culture. I've worked across financial services, retail, and healthcare. GLG is the world's network. It connects decision makers to the right experts so they can act with confidence that comes from true clarity and have what it takes to get ahead.

Directed overall talent strategy for The Wendy’s Company, a global organization with $10B in system sales and 6.5K restaurants. Maximized workforce effectiveness by overseeing talent acquisition, learning/leadership development, succession planning, cultural change, performance management, employee engagement, and diversity/inclusion initiatives. SELECTED ACHIEVEMENTS:➤ Elevated Wendy's executive talent to support business growth with new hires and promotes identified as "top talent" at twice the rate of existing leaders. Improved profit per executive 87% over four years by implementing executive assessments, succession planning and targeted leadership development offerings.➤ Partnered with the CEO to design a highly successful leadership model that became an ongoing leadership development tool and rolled out Wendy’s first-ever Officer 360 development process to all Officers, including CEO. ➤ Reduced time-to-fill 25%, cost-per-hire 30%, and aging job requisitions 30% by integrating a new Talent Acquisition model for non-restaurant hires.➤ Decreased the time for crew candidates to complete an online application 50% by modernizing and simplifying Wendy’s hourly recruiting process to fill restaurant positions in a competitive staffing environment.➤ Leveraged statistical modeling to connect restaurant-level talent quality at both the crew and management levels to business outcomes, with the results presented at Wendy’s Franchisee Convention.

Delivered HR business partner support to multiple business units during a period of unprecedented organizational transformation. Built a talented team of ~30 generalists that supported 5K clients worldwide. Trained, coached, and developed staff that were internally promoted into roles of increasing leadership and scope. Focused on disability and accessibility as Executive Advisor for Starbucks Access Alliance.SELECTED ACHIEVEMENTS:➤ Partnered with senior leaders and clients on instituting Starbucks "Transformation Agenda", which reversed a double-digit decline in same store sales; drove organizational changes based upon business needs.➤ Enhanced employee culture; increased employee engagement by 10% in client groups during a time of rapid change and growth.➤ Led multiple large-scale, non-store reductions in force. Led organizational design work to re-architect functions during restructuring, including moving to global structures while reducing staff up to 25%.

HR Business Partner for Corporate Social Responsibility function; provided full array of HR support (people strategy, talent development, succession planning, compensation, staffing, and employee relations). Also led succession management and performance management globally across Starbucks. SELECTED ACHIEVEMENTS:➤ Led cross-functional team charged with simplifying company-wide succession planning process.➤ Drove multiple complex organizational design and change management initiatives; restructured the CEO's leadership team to support succession needs.

Built a new people analytics function and team from the ground up, while at the same time designing and delivering a broad array of business and employee insights globally during a time of accelerated business growth.SELECTED ACHIEVEMENTS:➤ Led all aspects of Starbucks Partner View Survey, an employee survey delivered to 120K+ people globally. Implemented online surveys for US and Canadian retail stores resulting in $250K cost savings.➤Designed and launched a custom 360 degree feedback process that provided input to executives, including the CEO, on how to improve their leadership impact.

➤ Led bi-annual, global employee survey delivered online to 76K employees in 40+ countries and 14 languages. ➤ Managed succession planning and performance management for 20K support employees. ➤ Black Belt for the Merrill Lynch Service Network, an internal call center servicing the retail business. Leveraged Six Sigma tools to quantify problems and design improvements as part of a company initiative to reduce expenses by $1B.