• Provide enterprise-wide strategic direction, leadership, and coordination to the State of Minnesota Executive Branch on the State’s employee experience strategies and programs• Design the full employment life-cycle and implement strategies aimed at recruiting, engaging, and retaining a diverse and inclusive workforce of 38,000+ employees• Deliver initiatives that increase employee engagement and satisfaction with an emphasis on working in a remote and hybrid environment• Advise the Commissioner of Minnesota Management and Budget and leads the Executive Branch on the full range of strategies and programs that effect the state agency employee experience, including diversity recruiting, onboarding, mentoring, employee engagement, inclusion and equity, employee resource groups, career development and other employee retention strategies• Lead staff teams at Minnesota Management and Budget • Partner closely with state agency human resources leaders to implement strategies throughout the enterprise• Use data and employee analytics to drive engagement strategies throughout the State enterprise

Clients:• Macalester College• North American Traditional and Indigenous Food Systems (NATIFS)/The Sioux Chef• Avenica• KALY Radio, the first Somali radio station in the country• Best & Flanagan Law Firm• Whirlpool Mexico• Zensar, Pune, India• Mujeres de HACE (Hispanic Alliance for Career Enhancement)

Graduate course on Inclusive Leadership.

Responsible for overarching people strategy and execution, putting the focus on the intersection of talent management, business objectives, and organizational strategy. • Transformed all HR functions from transactional focus to strategic advising and execution capability• Designed, developed, and implemented automated systems, including talent, onboarding, and a competency-based performance management system with expectations related to diversity, communication, customer service, job knowledge, and integrity• Infused DEI as an organizational value by introducing SEED (Seeking Educational Equity and Diversity) and redesigning hiring practices to “eliminate bias, promote equity and respect identity”• Built, developed, and restructured teams to optimize talent and meet changing organizational needs• Developed and implemented leadership development programs for multiple audiences, including emerging leaders and director-level employees, that resulted in promotional opportunities and improved retention• Led change management efforts across broad stakeholder groups to improve and change processes using lean techniques, kaizen and the ADKAR model, including talent acquisition, first-reports-of-injury and accommodations processes, and special events• Successfully led effort to create a targeted benefits plan for unique stakeholders

Responsible for overarching people strategy and execution, driving the delivery of high-quality HR services across the college by collaborating with leadership, creating new strategies that enhanced operations, promoting a culture of continuous improvement, emphasizing DEI as an institutional value, and enabling employees to access and leverage quality HR services.• Transformed HR functions from transactional to strategic advising and execution by upgrading skill sets and educating on business acumen and best practices • Developed and implemented recruitment and retention activities that resulted in a 5% growth among diverse employees• Led efforts to incorporate DEI into college culture by facilitating the development of Normandale’s diversity, equity, and inclusion commitment statement• Effectively redesigned HR policies, procedures, and processes to create efficiencies and provide a high quality of customer care throughout the college (“The Normandale Experience”)• Collaborated with managers and supervisors on responsive organizational structures and aligned position descriptions with organizational goals and priorities• Proactively advised administrators and supervisors in all areas of human resources and labor relations management, supervision, performance management, and collective bargaining agreement administration • Created monthly managers’ forum to foster effective supervisory and management practices across the organization

Thought leader and advisor on organizational strategy development, strategic human resource consulting, business effectiveness and design, employee engagement, workforce planning, performance, and talent management services. Improved customer service with technology solutions. Developed talent organization-wide. Provided HR business partner support by forging collaborative relationships with leaders throughout the organization.Highlights of the value brought to this position:• Provided day-to-day administrative oversight for a public defense office with 200 staff, including 125 attorneys, who were employed by both Hennepin County and the State of Minnesota. Provided direct and indirect supervision to three professional and 33 support staff• Administered seven union contracts and participated on the County’s labor negotiations committees• Revised recruitment practices, which resulted in 33% diversity among employees• Stewarded the departmental budget ($20 million; dual State/County funded) • Administered grant funds and contracts with attorneys and others providing legal services to clients• Chaired departmental committees, including the Office’s Diversity and Inclusiveness Council• Facilitated ongoing employee development efforts, including Continuing Legal Education (CLEs)• Reported directly to Chief Public Defender and worked with Managing Attorney team to provide routine data on staffing, caseloads, performance management and fiscal performance measures

Provided mission-driven human resources and organization development consulting to diverse social services agencies providing services to persons living with HIV and AIDS. Promoted the development and implementation of culturally appropriate services to meet the changing epidemic. • Effectively managed more than $3 million in federal capacity-building funds to assist with the development of human resources and organizational infrastructure for agencies providing culturally competent services to persons living with HIV/AIDS• Assisted approximately 10 funded agencies of varying sizes with achieving program outcomes and provided organizational development technical assistance• Actively participated in and supported HIV community planning efforts with a planning board of 30 individuals

Supported the organization's ability to pursue its mission effectively by developing and implementing new HR solutions and systems. Oversaw the HR functions for a decades-old nonprofit, including recruitment, retention, orientation, and evaluation of agency staff, and benefits, payroll and compensation administration.

Policy analyst and community organizerProgram associate for a small think-tank focused on agriculture and trade policy. Accomplishments include organizing a farmer-consumer coalition that worked to pass legislation allowing dairies and dairy farmers to label their products as rBST-free. Executive DirectorServed as the executive director for two small neighborhood-based organizations. Accomplishments include facilitating the development and implementation of a Minneapolis-based neighborhood’s Neighborhood Revitalization Program priorities. Also oversaw efforts to organize a new immigrant population at a local high-rise. Direct experience working with boards of directors and grant writing.