Contract faculty with HCI. Courses include: Strategic Talent Acquisition, Strategic HR Business Partner, 4 Steps to Better Coaching

People are simple. They want to work in an environment where they feel valued, appreciated, supported, and seen. That's why I founded People Solutions Group - to turn that simple desire into a powerful reality. As a dedicated coach and consultant, I am here to partner with you, leaders, to develop customized strategies that foster a positive and engaging workplace culture. I firmly believe that when leaders prioritize their people, the entire organization thrives.Services include, but not limited to: • 1:1 Coaching• Group Coaching• Leadership Development Programs• Culture Strategy Development• Onboarding Development• Facilitation• Strategic Talent Acquisition Evaluation, Including Employer Branding Audit• Building and Developing People Teams• Fractional Executive People Services

Our goal with the Experts Council is to bring together the most diverse, global, and top-notch group of business and HR leaders to create a center of knowledge, new ideas, insights, information, expertise, and excellence for everything we do in HR -- and then share that information with the extended HR community.

As a member of the Global Executive Advisor Council I:• Contribute and provide input on active industry research. • Collaborate with peers to learn best practices for navigating the decision-making process and deploying technology. • Contribute educational content to the 3Sixty Insights community.

Hired to lead the strategy for People, supporting world-class teams reinventing the care and tools available to neuro-diverse families. Forta is clearing the path to quality healthcare by delivering the best possible outcomes with the utmost convenience, starting with tech-enabled Autism therapy. Our teams don't just provide ABA therapy, we improve the ABA experience for families by creating software and predictive algorithms that help clinicians work smarter with the latest and most effective knowledge.

I was hired to implement a culture strategy that would improve employee engagement and satisfaction for an essential distributed workforce in nearly 100 locations in 16 states. Key accomplishments include: • Built a culture of empowerment, service, and high-performance teams supporting an essential distributed workforce in nearly 100 locations in 16 states in Affordable Housing Development and Property Management. These efforts resulted in a current eNPS of 89/100. • Grew People team from 1.5 FTE to 4, training and guiding the team to provide concierge-level service to support the goals of formalizing a culture of recognition and provide dedicated focus to the employee experience from candidacy to exit. These efforts resulted in a measurable difference in employee satisfaction with 85% of responding employees rating the team with a 4 out of 5, and 15% with a 5 out of 5. • Built and led scalable talent management functions, including recruiting, onboarding, feedback loops, employee development, and leadership training.• Created and delivered training program for current and future people leaders to build a generation of leaders who could lead and manage people while also producing business results. Cited as one of the reasons for retention in stay interviews and feedback surveys.• Consulted with managers and directors to comprehend and identify talent needs and deficiencies within the talent acquisition process.• Led and managed innovative HR technology implementations to improve applicant tracking, interviewing, engagement, and recognition to support the distributed workforce. Improved time to hire by 50%.• Implemented semi-annual pay evaluations and weekly pay to improve retention with field staff by 14% and maintenance by 19.65%. • Negotiated 4% decrease in benefits cost for both 2021 and 2022.

• Built infrastructure for Private Equity-backed Substance Use Disorder Treatment organization to streamline and simplify processes and create the appropriate efficiencies to support 200%+ growth year-over-year. • Grew HR department from 1.5 FTE to 10 to support the exponential growth of the organization.• Built and led scalable talent acquisition and management processes to support rapid growth and expansion.• Implemented technology to improve efficiencies with hiring, onboarding, training, and performance management. • Averaged 30 new hires per month within my first 90 days and continued at this pace.• Reduced time to fill by 60%.

I was hired as HR Director for the Care Center, responsible for all aspects of HR for 120+ employees busy, multi-facility emergency and specialty veterinary medicine practice. In July 2016, Compassion-First Pet Hospitals purchased Care Center, and I was then promoted to [Regional] Director of Human Resources, responsible for 8 total sites in AZ, CO, PA, and OH. I was also the trusted backup to the VP of HR. • Supported and developed 3 HR Managers to support growth following the acquisition. • Presented to C-Suite and earned Executive buy-in to expand the scope of Halogen performance management system from 130 employees to 3000+ immediately following acquisition. SME for system and directed the annual performance management review process for the entire organization. • Partnered with hospital leadership and executive team to support business initiatives through people.• HR business partner and coach to Hospital Directors and Group Presidents, providing consultative service to achieve business strategy.• Collaborated and strategized with talent acquisition and hospital hiring managers to acquire and retain top talent in a hyper-competitive, niche veterinary industry.

Hired as an HR Department of One for the overall administration, collaboration, and evaluation of the Human Resources department in a fast-paced, 24/7/365, multi-facility emergency and specialty veterinary medicine practice.• Implemented Halogen performance management system to improve employee experience and ease administrative burden on supervisors.• Delivered significant cost savings by implementing Paycor Time & Attendance and HR products.• HR consultant to management group for outside venture with The Ohio State University College of Veterinary Medicine.• Implemented and managed Newton Software online applicant tracking system for greater tracking of candidates and ease of importing into payroll system for hires.• Used employee feedback to tackle policy and process improvements to increase retention such as revising PTO policy and administration to create a benefit tier system that was easier to understand and use.•Evaluated the need for training for supervisors and implemented a cost-effective online platform available to the supervisors, management team, and the partners to teach better communication strategies, delivering effective feedback, how to properly conduct performance reviews, etc.

Hired as HR Specialist following joint venture to facilitate transition of employees and manage relocation. Promoted to Manager of HR Programs & Compliance to manage compliance initiatives and provide regional HR support to two plants in Lenexa, Kansas and Kapolei, Hawaii. • Collaborated with HR team to seamlessly transition employee population from 600 to 1300 as a result of joint venture.• Successfully managed simultaneous relocation for over 20 exempt and 20 non-exempt employees.• Negotiated a 40% reduction in relocation fees, including establishing a la carte options that better met the needs of the business. • Analyzed data from Employee Engagement Survey to create company-wide presentations and collaborated to create action plans.• Ensured compliance by conducting ongoing training and periodic audits.

Hired as HR Representative and quickly assumed duties of HR Manager. Responsible for Employee & Labor (USW) relations for 450+ employees. Managed 2 direct reports. Administered Leadership Competency, Performance Management, and Labor Agreement training. • Assumed HR Manager’s duties upon manager’s sudden departure (less than four months into tenure), developing relationships and handling HR needs for 450+ employees.• Improved Labor Relations and reduced grievance activity by 40%. • Identified critical skill set gaps of frontline supervisors, and implemented corrective training.

Hired as HR Coordinator and quickly promoted to HR Manager. Responsible for all aspects of HR, including payroll and benefits administration for <100 employees within multiple sites/states. Updated and maintained HR intranet, and employee handbook. • Delivered cost savings by implementing Paychex payroll system and HROnline HCM.• Improved employee engagement rates and top-down communication through quarterly Town Hall meetings and implementing employee recognition program.• Increased security and limited liability by initiating background screening for new hires.