Founded an HR advisory services firm to provide business leaders with insightful market intelligence, culturally appropriate, legally compliant talent strategies, HR policies, procedures, and key metrics needed to achieve their business objectives.• CLIENT - PHARMACEUTICAL ORGANIZATION: Collaborated with CHRO. Provided a talent gap analysis and a cost-effective talent strategy to scale the HR department to support the start-up's growth plans.• CLIENT - FINANCIAL SERVICES ORGANIZATION: Asked to research and create policy comparisons and write communication plans, presented recommendations for entry to the German market.

Provided functional expertise, executive coaching/counseling, and mentoring to Healthcare System CEOs, CFOs, CNOs, and HR executives. Collaboratively developed, aligned, and gained sponsorship for the HR strategic initiatives needed to support the business model transformation, impacting 120 hospitals.• Benchmarked and standardized HR policies, procedures, and talent strategies to support business initiatives. Enabling our associates to live our mission: "Provide quality healthcare to the poor and underserved."• Implemented best practice HR policies, procedures, and organizational health metrics to increase meaningful feedback to leadership and drive employee engagement.• Improved the quality of the benefits offerings, consolidated 3,645 benefits programs to 365 saving $468M.• Coached executives and HR management through a structured consulting process, building consensus and buy-in to the HR vision, strategy, and company-wide EMPLOYMENT BRANDING AND SOCIAL MEDIA STRATEGY.• Designed the HR shared services center and a talent acquisition center of excellence (COE) to deliver workforce planning, recruiting, and onboarding capabilities. Managed Vendor selection and contract negotiations. Recruited 65K nurses annually.• Provided leadership, coaching, and hands-on management needed to motivate and inspire the joint SUPPLY CHAIN, FINANCE, PAYROLL, HR, IT, CHANGE MANAGEMENT, TRAINING, and COMMUNICATIONS cross-functional ERP transformation and business unit teams. The successful ERP implementation delivered $2.2B in annual savings.• Utilized talent acquisition, coaching, people development, and people management skills to recruit, train and motivate diverse, high-performing PeopleSoft design and cross-functional implementation teams.• Gained sponsorship and $9.6M funding to influence union & employee relations activities and, where possible, to standardize 33 union contracts, build PeopleSoft customizations, and interfaces to downstream systems to ensure compliance.

Led the global HR function, inspiring global HR TEAMWORK and Innovation to support the worldwide workforce of 5.8K employees. ASKED BY CEO AND COO TO LEAD THE GLOBAL BUSINESS STRATEGIC PLANNING PROCESS.• Shaped the Executive Team and Board of Director's mindset and the discussion to include defining the HR strategic direction, Executive and Board Compensation, and the talent agenda required to support their M&A business plans.• Worked closely with in-country business leaders, legal, finance, and European Workers' Councils to create business solutions, organization designs, and change management strategies to integrate five acquisitions.• Restructured/downsized French, Belgian, Italian, and German operations to shift software development and call center work to Poland & New Zealand, saving $6.52M.• Creatively changed the COO and CTO's view of training (revenue vs. cost center). Showed initiative using the HR training budget to create a strategic partnership with IDEO and fund "Agile" software development process training as action-learning projects to develop new products.

Led the international HR Team and collaborated with the BoD and Executive Leadership to achieve the CEO's vision: "One Mission, One Vision, One Culture." TAPPED BY THE CEO TO LEAD THE ENTERPRISE STRATEGIC PLANNING PROCESS.• Inspired the organizational design, continuous improvement, and change management initiatives required to transition 11 business units into four lines of business, impacting 5.2K employees globally, saving $6.5M.• Implemented cross-functional balanced scorecards, dashboards, business key performance Indicators (KPIs), and focal-point-performance appraisal processes to create accountability and a "results-based" high-performance culture.• Managed 911 crisis response center's staff resource allocation, scheduling call center, and family services.

Details upon request

Collaboratively developed and executed company-wide talent acquisition and organizational design strategies to economically scale the organization rapid growth required to launch Lipitor and Rezulin. • Influenced executive leadership to sponsor and fund the talent pipeline process needed to enable organizational growth from 500 associates to 4,500 in 3 years. •Created the “Talent Pipeline Processes” by integrating the recruiting, onboarding, talent management, training, career development, succession planning, and compensation based on common knowledge, skills, and behaviors selected to build the organizational capabilities needed to “grow into” the desired company culture.• Recruited, trained, and managed high-potential line managers to become Human Resources Managers as part of the sales leadership development pathway and low-cost organization scaling strategy.• Created job-specific competency-based recruiting tools, career development questionnaires, and guides linked to succession planning and performance management processes to drive retention and revenue growth of $1.3B.• The talent pipeline’s processes delivered below-average salesforce turnover, 12% versus the industry average of 16%, saving $16.2M in recruiting costs.

Details upon request

Details upon request