McCarthy Consulting is a boutique Management Consulting, Human Resources Solutions, and Leadership Coaching firm providing uniquely customized services for leaders and businesses. Leveraging a successful career in large, complex organizations as well as small entrepreneurial firms, her team will partner with you to deliver coaching and best practice solutions to meet the dynamic needs of individuals and their organizations.As a results-oriented business leader, there is deep appreciation for the challenges of today’s executives. There is also an awareness of external market pressures. Therefore the approach is outcomes based and will incorporate not only the employee experience but also the client experience. With a track record of supporting CEOs and Presidents, as well as hourly employees, there is seamless navigation from the C-Suite to the ‘E-Cube’. The philosophy of the company is a commitment to our clients'​ leaders, associates and business to ensure long-term success.McCarthy Consulting’s portfolio of services includes: People Development; Organizational Alignment; Values Based Culture; Talent Management; Communication and Change; and Executive and Leadership Coaching.

STRATEGY & TRANSFORMATION* Led organizational transformation to support the “go to market” shift from a product to a market centric organization enabling positive talent moves which increased bench strength by 33%. * Established a three-year strategic workforce plan to upgrade talent profiles for field roles, expand headcount in critical locations to foster greater collaboration and reduce the footprint in high cost, highly competitive geographies resulting in several million dollars of savings. * Developed the HR strategy focused on leadership, talent & culture as part of the five- year Business Plan ensuring shared accountability at senior leadership levels. TALENT MANAGEMENT* Focused the leadership team on “talent” resulting in augmentation of the bench with high caliber talent which increased the high potential pool by 38% and identified successors for 78% of key roles.* Built a high performing field HR Business Partner team through critical selection process that achieved 88% diverse hires to meet the future goals of the business.* Led a global “Grand Prix” career growth and development initiative to increase visibility and enhance career opportunities resulting in improved engagement levels and increased talent mobility. MARKET ENGAGEMENT* Responding to client needs for HCM thought leadership and best practices, develop and deliver panel discussions with Client Advisory Councils leading to stronger client retention for the company.* Engage in external speaking opportunities in public forums to increase ADP brand awareness as a thought leader in the HCM market. Content is internally developed and HRCI certified.

Reporting to the CEO, recruited to reposition the HR organization from an administrative function to a strategic business partner. Successfully transformed HR to a high performing function through strong leadership, key talent upgrades, and establishing effective senior level relationships.BOARD LEVEL EXPERIENCE * Introduced and implemented a Leadership Talent Review process to the Board that established Talent Management and Succession Management as a core business process resulting in Board-sponsored searches for CFO, CTO and Corporate Development.* Implemented a Long Term Incentive Plan for key executives using performance contingent equity vehicles to further link overall compensation to performance. * Converted medical plans from a fully-insured to a self-funded model with savings of over $1M. CULTURAL TRANSFORMATION* Facilitated transformation of organization’s culture regarding human capital and launched an enterprise wide Talent Management Platform which became the foundation for Performance Management, Talent Acquisition, and Management and Leadership Development programs. * Led the development of revised Mission, Vision, and Values leveraging the senior management team; mapped the strategy to key business imperatives aligned to business plans.* Recommended and executed change to outsource benefits administration to ADP, reducing annual fixed costs by $400K and improved internal client satisfaction through higher levels of service.* Drove a cultural shift from paternalistic to a pay-for-performance environment requiring managers to differentiate performance based on contributions to the business.

Senior Director, Organization Development: Appointed to this newly created position to architect a comprehensive, company wide Management Development program. Initiative leveraged best in class Avaya University curriculum with other external learning resources providing training solutions that offered multiple delivery methods.HR Business Partner, Sales and Marketing:Provided HR leadership to the NA sales organization comprised of 5,000 associates.

Sr. Director, Organizational Development:Director, Organization Development: Director, Training & Development:Director, HR, Cardiac Assist Division: Manager, HR -Marketing & Sales: