Leads a team of six HR professionals to institute HR and talent management programs aligned with overall business strategy. Continuously refine human resources services delivered to 300 leaders and 4,200 staff. Control budget and expenses. Support current and future business needs through talent development and retention initiatives. Organize and host major recruiting events. Nurture positive working environment. Advise and coach leadership. Monitor and implement applicable human resources federal and state requirements, conduct investigations, and maintain records to ensure legal compliance.• Collaborate with executive teams to formulate action plans focused on increasing employee engagement; improved engagement for hospital from 80.9 to 82.0; improved Culture of Safety from 77.5 to 79.8; Improved 1st Year Retention from 74.8 to 77.1; Direct reports achieved 100% engagement score.• Facilitate organization-wide training to enhance opportunities for internal career advancement.• Partnered with management and executive team on the successful creation and roll out of total rewards communication campaign.

Led team of professionals to design innovative, evidence-based talent management strategies for 45K employees; championed year-round goal setting and feedback to enhance engagement. Managed vendor contracts and relationships. Partnered with leadership on performance management. Devised enterprise-wide leadership assessment and succession planning strategy. Guided executive search committee activities; administer assessments and presented candidate to search committee.• Improved overall employee experience as follows: Launched 360 review process to gather well-rounded feedback on employee impact; facilitated group and 1:1 coaching sessions. Survey showed performance management initiatives significantly increased the number of employees with internal career aspirations-92% leaders and 85% staff.

Led team of talent management professionals. Validated and implemented pre-hire assessments. Created behavioral interviewing training and resources for hiring managers; designed proprietary holistic process to gauge job candidate workplace culture fit. Analyzed candidate and employee experience survey data to ensure effective training and positive onboarding experience. Utilized applicant tracking system and other tools to boost talent acquisition team effectiveness. • Saved hospital approximately $3.2M in turnover costs, equivalent of 63.5 FTEs and $240K in recruitment labor; saved 230 hours of manage time; recognized with 4.38 rating (out of 5 stars) by managers.• 2,300 leaders trained—97% intended adoption rate; 900 team members trained—95% intend to use; realized 66% increase in 90-day retention rate.• Initiated web-based peer interview training; also introduced online interview builder platform; experienced 3,000% increase in interview website traffic; received Glassdoor Best Place to Interview Award (only healthcare system in Texas to receive the award).

Works very closely with key stakeholders to define a long-term talent sourcing and selection strategy for Baylor Health Care System (BHCS), targeting future critical needs and specialized roles to impact business success and support BHCS’ recruitment team in producing a pipeline of talent for the organization. Serves as a liaison between the recruitment, recruitment advertising, advanced analytics, and business services teams to execute a unified talent sourcing and selection strategy for the organization. Is responsible for identifying recruitment and workforce trends and opportunities, and determining the most effective methodology and channels for attracting, identifying and selecting potential candidates.- Partner with advanced analytics and recruitment teams, and key clients to align business needs and future talent pipeline priorities- Identify talent sourcing and acquisition strategies to ensure talent pipeline is continuously being strengthened to support current and future growth of the business- Identify long-term internal sourcing targets based on sound methodology and analytics-Create standard sourcing tasks as well as identify opportunities for innovative sourcing models, candidate pools, recruiting and marketing strategies as tools for meeting future talent needs- Apply knowledge of business needs and candidate pools as well as available assessment methodology to introduce sound selection methodology of best-fit candidate in an effective and compliant manner- Partner with vendors to achieve efficient and effective selection processes and tools, oversee validation studies, verify results through analysis of selection, development and performance data- Monitor and evaluate the effectiveness of talent sourcing and selection strategies, and adjust as appropriate, to ensure timely and efficient delivery of quality talent

BHI partners with business leaders to build high definition talent management systems at various levels of organizations. Some solutions include tools and systems for acquiring and developing talent, measuring employee engagement and building bench strength within talent pipelines. Through consultation, solutions are aligned with business goals and follow best practices. Areas of expertise include:High Definition Selection Science Competency Modeling Job Analysis and Behavioral Interview Development Assessment Validation and Benchmarking for SelectionCareer Management Systems Including Career PathingTalent Audits and Succession Planning Engagement Survey Design and Implementation Leadership Development and Retention Strategies

- Managed and developed the content and design for OPM’s Leadership Personality Assessment feedback report; aided in the validation of the assessment (data analysis, item reduction, administration of additional pilot testing)- Analyzed and delivered OPM 360 Feedback reports to senior-level executives in the federal government- Designed branch standard operating procedures for delivery of internal client’s requests for products/services and served as point of contact for feedback and changes - Co-led client focus groups, gathering competency definitions and illustrations for the development of a competency model- Conducted data analysis on a personality inventory and a series of selection batteries- Wrote job knowledge and writing test items for a multi-assessment promotion battery - Trained and acted as an Administrator for OPM’s Assessment Center; exposed to the procedures and processes involved in administering the assessment - Developed an unproctored and a formal writing assessment for a multi-tiered selection process - Formulated benchmarks for structured interviews - Served as a subject matter expert and advised personnel psychologist on automated writing assessments- Drafted tables, appendices, and content included in competency modeling technical reports for external government agencies

- Provided academic coaching for undergraduates - Analyzed archival dataset to examine the relationship between client goals and coaching success from face-to-face sessions- Identified coding scheme, participated in rater training, and coded goal statements using SMART goals- Conducted a literature review on Hofstede’s cultural dimensions- Attended training on effective academic coaching techniques from professional coach

- Met and worked with senior University administrators to understand the standard operating procedures and business processes of the university to gain an understanding of Chinese culture- Researched and submitted case studies on major social problems that Chinese students encounter