Critically support the technical migration of electronic health records from one healthcare application software to another.

Supervise team of business intelligence analysts. In addition, continue to manage the entire development process of dashboard and report creation, mainly for highly-complex and critical visualization requests.

Expanded BI Analyst roles, including project management of HR data governance and strategic HR metric development/measurement/communication.

- Develop, create and implement strategic projects regarding HR data, encompassing all facets of Talent Acquisition, Management and Retention.- Research, test and recommend data analytics resources for use with HR data universes.- Define best-practice data usage standards.- Consult with all levels of leadership regarding their current and future HR data needs.- Utilize I/O Psychology education and experience to ensure a balanced delivery of best practice and strong business sense.- Provide content and process guidance within the Enterprise Data and Analytics department, as well as within the HR group.

Directly accountable for the enterprise-wide development of I/O standards, processes, best practices, and evaluation of talent management solutions.Accountabilities include:- Organizational Development- Leadership Development- Succession Planning- Values/Culture Integration- Employee/Physician Engagement- Internal Surveys- Talent Acquisition- Recruitment and Selection Processes- Best Practice Tools- Competency Model Development- Assessment Development and Validation- Performance Management

Taught three PSYC 331: Introduction to I/O Psychology courses via brick-and-mortar and online delivery.

JOB ANALYSIS AND COMPETENCY MODELING - Conducts job analyses and leads focus groups to collect and document job duties, performance standards, and competencies needed to support performance management, recruitment, selection, and employee development.PERFORMANCE MANAGEMENT - Develops and implements performance management tools to enhance supervisor-subordinate communication, improve employee performance, and guide personnel decisions.SELECTION - Develops selection criteria and guidelines, designs and modifies selection instruments, and writes or edits behavioral interview questions for specific job vacancies.EMPLOYEE DEVELOPMENT - Identifies new development strategies and tools and works with managers to prepare development plans to help them acquire needed skills and competencies.SUCCESSION PLANNING - Provides support to management in identifying successor candidates for key positions and prepares customized assessment reports.QUESTIONNAIRE, SURVEY, AND ASSESSMENT DEVELOPMENT - Develops instruments to collect employee information and analyzes, interprets, and reports findings to guide management decisions affecting employee retention, selection, and development.RESEARCH AND CONSULTING - Investigates and shares research findings on best practices regarding human resource management to provide executives and managers with useful information and analyses.

- Created new online instructional curriculum for state charter schools.- Produced a series of professional development videos for teachers and administrative staff.- Managed large-scale curriculum content production within strict deadlines.- Revised curriculum content regarding psychology, business, and statistical courses.

Consulting Associate on the Prototype Team at DDI in Bridegeville, PA.

- Developed an extensive Excel database to monitor student teacher placements across Minnesota.- Managed large-scale mailings of confidential information to school districts.- Refined work flows to improve efficiency and delivery of services to student teachers.