Serve as strategic advisor to CEO, executive management team and entire company on all aspects of HR for international company. Transformed HR department reputation, culture, capabilities, and services to align with a growing $160M business. Established trusted partnerships with leaders to resolve challenges and help drive organizational changes contributing to company success. Applied professional knowledge and expertise to support entry into federal contracting and sale of company to Ambipar in October 2022. •Led accelerated (9 month) Workday implementation project and configured Workday Human Capital Management (HCM) modules•Restructured and realigned HR department and enhanced recruiting capabilities to meet the complex needs of a growing $160M international business. Supported 108% growth in headcount in 18-month period while eliminating dependence on outside staffing agencies. •Managed $2.4M HR budget and implemented actions to reduce overall SG&A costs by ~$250M in 2023•Established independent company benefits in 2-month period post-sale: established new contracts for medical, dental, vision, 401(k) plans, managed broker relationships, and established governance. • Established domestic partner benefit program to comply with state, local, and contractual requirements•Reduced compliance risks in current company by conducting FLSA audit, implementing state sick leave programs, changing pre-employment screening process, and educating managers on wage and hour laws across the US. •Guided development of manager training program for >75 managers•Instituted process automation to increase efficiency and reduce waste; invested in compensation and skill assessment tools and resources to enable better business decisions. •Wrote and implemented 20+ new policies to ensure contractual and regulatory compliance

Advised Business Unit President and executive teams and served as strategic business partner for global company. Supported business unit growth from $200M to $600M in annual revenue and headcount increase from 2,000 to 6,000 employees both CONUS and OCONUS. Led team of 25 HR professionals and achieve 100% retention for two-year period; advised executive leaders on retention initiatives, talent management and succession planning, culture change efforts, organizational structure, management development, compensation, policy, employee relations and compliance issues.•Guided organization through 5 acquisitions from 2015 - 2021 resulting in effective transitions with minimal operational disruption•Reduced voluntary attrition from 26% to 20.3% in two years•Created executive incentive compensation plan for VPs, Directors, and Program Managers to drive fiscal year-end new business growth and increase to EBITDA•Directed retention and culture change efforts to include implementation of company mentoring program and career path identification.

Provided strategic business support to Division President and VPs of the National Security Solutions Division of PAE. Partnered with executive management team in talent review, succession planning and management development processes; provided advice and counsel on employee relations matters; directed and coached HR professionals.•Created salary structure for legacy organization prior to PAE acquisition; collaborated with external consultants to develop salary administration guidelines, salary bands and ranges; mapped 100 positions to benchmark titles and mapped 160 non-benchmark positions to new structure based on job descriptions; effort led to more efficient and consistent proposal pricing

Provided strategic business support to two SVPs and business units with geographically dispersed organizations of ~1200 employees; partner with all levels of management to align HR initiatives to business objectives; directed HR professionals in the execution of operational programs and corporate initiatives; managed incentive compensation, reward/recognition programs, and annual compensation review process for the business units; advised on compensation actions, employee terminations, company policies and organizational issues; oversaw employee relations investigations; engaged in talent review and management development processes; participated in key proposal reviews and business capture activities •Transformed TASC to stand-alone company after sale from Northrop Grumman; facilitated training and change management sessions and wrote company communications. Created new performance management process and co-directed project team to create and implement employee self-service tools and resources. •Authored multiple HR policies and governed, reviewed and edited company policies/procedures in all other functional areas. •Created/reviewed HR standard operating procedures to prepare for implementation of new Enterprise Resource Planning system

Provided strategic business partnership to multiple SVPs and Directors and supported ~1200 employees internationally. Aligned HR activities to business objectives and directed HR team in the execution of programs and corporate initiatives. Advised executives on multiple reorganizations. •Assisted with leadership review/succession planning processes, managed incentive compensation, reward/recognition programs, and annual compensation processes. •Advised on compensation actions, employee terminations, policies and organizational issues.•Conducted employee relations investigations.•Facilitated training for all management levels

•Participated in Action Leadership Program (ALP) for high potential employees; directed ALP project team for 12 weeks and presented the team's final report and recommendations to Sector President and SVPs•Achieved certification as a 360 evaluation coach for Program Managers (PM 360); assisted w/creation of new job family, employee mapping, & assessments for PMs

•Nominated for President's Award for Innovation for Business Development transformation project. •Earned Six Sigma Green Belt for staffing project•Awarded for quarterly recruiting results and efforts in large-scale recruiting event attracting over 2,000 attendees•Analyzed recruiting information systems and authored business case analysis; recommendations resulted in successful selection and implementation of a new system for the business sector; commended for managing career website team during implementation

•Interviewed and evaluated applicants for hire; determined placement based on best match between employee skills and customer needs•Monitored and documented employee work quality and customer satisfaction•Counseled employees on performance, productivity, and attendance issues as needed•Managed worker’s compensation and unemployment claims