TroopHR is a national HR network created to empower People professionals to drive change and maximize their impact as leaders. At Troop, People leaders connect with their peers, engage with industry thought leaders, and learn from master practitioners across the business community. TroopHR is a networking and Professional Development platform.

Strategic People Leader for a Manufacturer of Branded Generic Crop Protection Products focused on Retail Distribution with 100+ employees, establishing the People and Culture function, creating best in class work environment, establishing scalable practices and procedures to grow the engagement and culture and working with leadership to attract and retain top talent. Responsible for Benefits, Compensation, Compliance, Policy, Engagement, Performance, and Facility Operations.

Strategic Human Resources Leader for a Diversified Energy Contractor specializing in electrical utility, gas pipeline, and solar construction with 220 employees and 200+ Contractors, establishing the HR function, installing workflow processes for people resources, engaging the culture and working with leadership to establish a best place to work environment.• As a member of the Executive Leadership team, aligned with Leadership and Ownership to provide strategic alignment to risk management, compliance, and people investment. • Preformed needs assessment to determine top priorities for people practices and processes and implemented scalable processed across the organization.• Established policies and procedures to create structure across Compensation, Benefits, Time Off, Workplace incentives, Onboarding and Off Boarding, and Safety.• Created scalable structure around Recruiting and Talent Management to attract and retain the best-in-class staff.• Establish structure around HR foundation to allow for growth and stability while engaging management to align with new people-centric foundation.• Implemented Employee Benefits and record keeping platforms designed attract and retain talent and move a step towards a competitive landscape within industry

Focus on creating an engaging and dynamic environment, for small businesses and individuals, to guide them through defining and meeting their priorities and taking away the periphery distractions, so that they can build success. Delivering HR Consulting and Advisory Services to small businesses as they grow. Providing coaching and self-care solutions to the individual to provide clarity and alignment to purpose.

Secmation is a small business that provides engineering, technology, and tools to add information security to new and existing products. We specialize in emerging security applications that are not well served by traditional IT solutions. Our goal is to demystify security design, manage/develop it like any other technology, and keep product teams focused on the success of their product. We are product developers first and security experts second. We understand the challenges product teams have and integrate with them providing our security experience to support a successful launch.

Strategic Human Resources Leader for a SaaS company offering Workflow Management Software for Marketing and Creative Teams with 85 employees, establishing the HR function, installing workflow processes for people resources, engaging the culture and working with leadership to establish a best place to work environment.Established best-in-practice Recruiting and Onboarding structure to set the standard workflow for all open roles from initiation to candidate care to onboarding of the final candidates that allowed the organization to recruit, hire, and onboard 30 teammates in 8 months.Standardizing and improving the workflow of onboarding and offboarding teammates within the HRIS platform to save 3 hours and create zero error rate.Revamped the Employee Handbook to meet legal compliance and ease of use for the employee, while establishing employee policy around Work from Home to promote Work/Life integration and improve employee morale.Overhauled the employees benefits to improve the competitive landscape for hiring and retention, educate the employee population on being a good consumer of their benefits, and align and simplify the carrier selection to improve employee understanding of the utilization of the benefit offering.

Strategic Human Resources Leader for a Genome Editing BioPharma company with 105 employees, acting as the conduit to operate within the Core Values, supporting the rapid growth through recruiting and onboarding the best people in industry, and building a world-class HR organization. Established best-in-practice Recruiting and Onboarding structure to set the standard workflow for all open roles from initiation to candidate care to onboarding of the final candidates that allowed the organization to recruit, hire, and onboard 60 people in the span of 18 months, with the projection to hire another 60 people in the coming 18 months.Conducted needs analysis on all HR platforms and systems to create a progressive approach to the overall needs of the company that resulted in upgrading to a new ATS system to help manage the rapid growth, installing an HRIS and Payroll platform that will meet the needs of a growing company for years to come, and beta-testing Performance Management platforms that will meet the needs of the organization and be easily adopted by the employee population.Engaged the entire employee population through the Core Values of Perseverance, Continuous Improvement, Respect, Adaptability, and Accountability and influenced the culture through initiatives that reinforced the familial and collegial atmosphere.Established the groundwork for a Coaching Culture and full range Leadership Development offering through conversations with key stakeholder and employees to understand the full needs and level of reception within the organization.

Local SHRM Chapter, Volunteer Lead Non-Profit Organization (Formerly known as Raleigh-Wake HRMA)Board Member at Large - 2017Past President - 2016Recipient of the Robert F. McLain Award for the outstanding service to the Raleigh-Wake Chapter, to the Human Resources profession, and to the Community. - 2015President - 2015President-Elect - 2014VP, Membership - 2013AVP, Membership 2010 - 2012SHRM Foundation Chair/Committee Member 2009 - 2015SHRM Foundation Director - 2007 and 2008

Human Resources and Talent Development Leader for an oncology diagnostics company, focuses on developing and commercializing DNA-based tests and services to enhance and personalize the diagnosis, prognosis, and treatment of targeted cancers in the United States, India, and China with 260 employees supporting the Senior Leadership with creating sustainable organizational structure for organic and inorganic growth, building efficiency in systems and processes, while providing strategic and functional guidance.Performed organizational assessment of people, processes, procedures, and policies to assess areas of opportunity to assist with creating a viable structure for future organizational growth to include Employee Handbook overhaul, departmental realignments, and Travel and Expense Policy rollout within the first 6 months.Assessed and Implemented new HRIS platform to streamline recruiting, onboarding, payroll, HRIS, performance management, and workforce planning to create efficiency and maintainable growth within the first 180 days. Built strategic partnerships with leaders, across four organizational sites, to effectively align, influence and support key business objectives around people management and reduction in force. Evaluated the Human Resource bench strength and reorganized the HR function to create a sustainable asset to align with the future growth of the company within the first 120 days.

Human Resources Director – US for a Medical products company, focused on improved management and care of patients with inflammatory airway diseases, with 70 employees and contractors, supporting the Senior Leadership with strategic and functional directives including human capital and legal regulations and compliance.A trusted Advisor and Business Partner who creates strategic partnerships with leaders to effectively align with, influence and support key business objectives. Embedding and aligning with the Sales Organization to create efficiencies and consistencies to grow the sales force.Aligning groups around new or existing processes, procedures and practices, through change management, to achieve greater individual and group engagement, directly contributing to more effective alignment to global functions.

Human Resources for a $20 Million International Insurance and Medical Services Organization with 80 employees and contractors, supporting the Senior Leadership with strategic and functional directives including human capital and legal regulations and compliance. • Audited and updated 120 active policies to align with the corporate philosophy, legal requirements, and functional purpose in the first 90 days in the role and continue to monitor the legal environment which impact the policies which we enforce.• Revamped the structure of the Performance Management System, Recruiting process, and Human Resource workflow in the first 180 days of employment.• Actively manage the Business Insurances for three organizations.• Successfully instituted training directives company-wide utilizing the Lunch and Learn structure to continuously educate our employee population on current and ongoing topics.• Overhauled the On Call Program, in a 45 day period, utilizing the internal capabilities of the Operations staff, aligning the outside call center resources to service the company more proactively, and realigned the available technology in house to route calls more efficiently• Reduced company-wide turnover from 81.25% in May 2012 to 29.88% as of May 2014 by actively managing employee relations and coaching and acting as a sounding board for Leadership• Coordinated the build out of a company commissary from Plan Review, Compliance, Logistics, and Insurance to Grand Opening in a six (6) month time period.

HR Director for twenty eight Long Term Care facilities (NC, AR, LA, and MS), of a $2 Billion Health Care enterprise with over 200 locations and 29,000 employees, supporting the Administrators and Directors of Clinical Services with employee relations, policy interpretation, and regulatory compliance.• Actively engaged each facility in determining the underlying cause of employee relations issues through thorough investigation and clear adherence to company policy with recommended course of action to resolve each issue independently within an average timeframe of five days.• Facilitated the annual Development Feedback process at each facility through development of quick start guides and rollout meetings to guide each Department Head through the annual process, the intended outcome, and prescriptive timeline with a result of 100% completion of Development Feedback to all facility level employees in a 12 week period.• Aggressively recruited and filled nine Administrator vacancies within the region, in 2011, with an average time to fill of 50 days.• Collaborated with Administrators and Directors of Clinical Services to develop facility specific training and development opportunities to address team work, wellness, and employment law updates to Department Heads and facility employee base on a quarterly basis.• Delivered training on Regulatory Compliance issues such as NC State guidelines on Nursing Scope of Practice and Exemption status, FLSA parameters, FMLA updates, and I9 procedures to facility management and human resources.• Successfully investigated and resolved 130 hotline/grievance calls in a years’ period focusing on Diversity, Equal Opportunity and Respect in the Workplace, Employee Relations, Environmental, Health and Safety, Misuse or Misappropriation of Assets or Information, Policy and Process Integrity, and topics classified as Other with an average days to close of five days.

Strategic HR lead for a $17M In Vitro ADME/Tox business unit, of a $3.3B Biotechnology tools company, supporting the GM/VP with people planning, organizational capabilities, HR integration activities, and employee relations. Manage facilities in NC and TX with a total of 100 employees.•Successfully led the alignment of the Sales, Accounting, Project Management Organization, Operations, and R&D business unit focused departments to their global functions within the larger Life Technologies organization through change management in a 12 month period.•Effectively coordinated and facilitated global management training for all people mangers within the business unit to align with the company-wide strategic imperatives, assist with meeting and exceeding the framework of managing within Life Technologies, and positively impact the employee engagement •Efficiently synchronized Employee Survey custom reports to identify the key success and opportunity areas based on the sites within the business unit, presented and executed a plan with the site leader and management team, while empowering employee base to dive deeper into the results and own the resulting plan of action effecting a 23% improvement in the overall engagement score across the sites.•Productively led all integration activity within the business unit to functionally align the transition of benefits, HRIS/payroll systems, compensation practices, key policy rollout, performance management systems, talent acquisition processes, contingent worker protocol, and infrastructure contingencies within first 12 months after acquisition resulting in full functional alignment to Corporate HR.•Collaboratively facilitated the physical logistics, governmental regulations, and negotiation of terms for two expatriate and overseas assignments for local personnel from inception through repatriation meeting our short deadline of six months from putting the plan into action to delivering the employees to the overseas site.

Site HR Manager, for a $20M Metered Gear Pump Manufacturer, a division of a Pump Manufacturing Holding Company, responsible for facilitating employee programs such as lean manufacturing initiatives, people management, and policy roll out. Recruited cross departmentally and promoted inter-company opportunities.•Proactively launched site wide leadership development and management counseling programs based on needs assessments among the people leaders to effect positive manager/employee relations across the site. •Actively facilitated multi-tiered communication plans to promote open communication throughout the organization resulting in increased ownership of process among the employee base.•Successfully completed a benefit cost analysis to demonstrate the benefit of direct hire over temporary to permanent placement, presented a cost savings of $68,754 annually. •Effectively assessed overall compensation plan based on function and role and established a progression plan, at an average cost of $10K annually, to target employees below the midpoint of their pay grade to aid in curtailing turnover. •Pooled resources to assess and target reasons for high turnover on a job by job basis to establish a retention plan to effectively improve our communication, address key areas of opportunity and retain good talent

Sole HR leader, for a $55M Life Science Instrumentation Company, responsible for 160 employees across the US. Worked with Senior Leadership to institute employee policies, employee morale initiatives, benefit programs, and payroll.