Promoted to serve as a key member of the leadership team accountable for developing strategies and execution plans in support of business objectives in support of 400+ audit and assurance professionals in 4 offices. Emphasis on creating and sustaining a work environment and culture that is inclusive, inspirational, nurtures talent, and brings out the best in employees to ensure we remain competitive in the marketplace. Areas of accountability encompass strategic planning; business alignment; performance management; employee relations; talent development; succession planning; organizational/leadership development; compensation planning; DEI initiatives; forecasting of staffing needs; and operational compliance. Provide leadership and mentoring for staff.Senior HR Leadership Initiatives▬▬▬▬▬▬▬▬▬▬▬▬▬▬✔Serve as the single point of contact for all Talent related initiatives and activities. Educate employees as it relates to our company programs, such as mental health resources, benefits, the performance management process, employee rewards and recognition, and continuing education. Effectively communicate and model the company's philosophy, culture and vision. ✔Identify and counsel the business on Talent issues that affect the success of the business and articulate how Talent can help drive business performance. ✔Report on KPIs and trends related to human capital and develop strategies to positively impact employee engagement.✔Support audit and assurance professionals to deliver talent solutions focused on business alignment, new hire onboarding, career coaching and development, mobility, employee retention, and career planning.* continued below *

* continued from above *✔Partner with key leadership including Group Partner-in-Charge, Talent Partner, and Office Audit Leaders on strategic practice initiatives and advise them on various talent matters to achieve desired business results. ✔Team with Talent Relations and Office of General Counsel to advise business leaders regarding performance, for cause, and business condition separations, as well as various employee relations matters. ✔Partner with the business to plan for and execute on our annual performance management, compensation, and Partner/Managing Director admissions processes.✔Dealt with multiple emergency crisis situations, including terminations, employee deaths, COVID-19, hurricanes, etc. and quickly reacted to the needs of our employees. Select Accomplishments ▬▬▬▬▬▬▬▬▬▬✔Consistently deliver on key talent priorities for the audit and assurance practice, in addition to driving talent strategy in four office locations in Charlotte, Raleigh, Nashville, and Memphis.✔Attained the highest Talent Survey participation rate in Audit & Assurance nationally for all 4 offices. Employee engagement scores had favorable results for overall engagement index, the highest in the East Region, FY 2020.✔Achieved favorable results for overall engagement index, the highest in the East Region, FY 2021.✔Serve as a leader in Diversity, Equity, and Inclusion (DEI) workstreams, focusing on development for our professionals below the Partner/Managing Director level.✔Integral role in the growth of the Charlotte office which was named the Largest Accounting and Consulting firm in Charlotte, 2022.

Managed a team of 9 HR/Resource Management professionals who executed day-to-day deployment activities in the Southeast and New England audit practices encompassing 1000+ professionals. ✔Consistently ensured an integrated and exceptional deployment experience to our engagement teams and professionals.✔Served as a counselor to all team members, which included formal goal setting and mid-year/year-end reviews.✔Advised senior leadership on operational decisions, such as decisions related to headcount forecasting and revenue forecasting.✔Met regularly with senior leadership regarding the client scheduling process and managed the deployment of all audit senior managers and managers for the Carolinas and Tennessee offices encompassing approximately 70 professionals.✔Coached partners and directors as it related to communicating year-end performance ratings, promotional decisions, and compensation adjustments.✔Developed training programs for new members of the resource management team.✔Provided consulting and coaching to departmental leaders and managers in support of the business’s vision, mission, and overall objectives including developing workforce plans.

Accountable for developing strategies and execution plans in support of business objectives for a division with 170 audit practitioners. Areas of accountability encompassed employee relations; talent development; deployments; succession planning; organizational/leadership development; performance management; compensation planning; and forecasting of staffing needs.✔Planned and led mid-year and year-end consensus meetings with management to establish year-end performance ratings and promotional decisions for audit practitioners.✔Advised leadership in the decision-making process related to merit increases and bonus allocations.✔Met regularly with professionals to discuss career goals and future client needs.✔Worked directly with senior leadership regarding operational forecasting for the fiscal year including projected client service hours by person, revenue forecasting, and headcount forecasting.✔Conducted involuntary terminations with affected employees and guided them through the exit process, as well as providing transition assistance.✔Coordinated with payroll, expense compliance, and other teams to accurately process terminations.✔Consulted with management and employees to advise and/or resolve issues related to employment, employee relations, grievances, and HR policies and procedures. Investigated employee relations issues and recommend courses of action.

Served as a consultative and service-oriented resource management professional providing direct support for the deployment needs of 150-200 audit service professionals. Engaged with client service professionals by assisting in the search for new assignments, collecting information on strengths and preferences, advising on successful navigation the deployment processes, confirming schedule information, and directing professionals to other appropriate contacts and information sources as needed.✔Managed the client scheduling process for the audit practice, from staff level through senior managers. ✔Worked closely with management to identify staffing needs and identify resolutions.✔Assisted professionals in the search for project assignments that aligned with their skills, goals, and/or staffing preferences.✔Assisted with new employee orientation, individually and in groups, discussing office policies and the client scheduling process.✔Key contributor to a company acquisition resulting in the on-boarding of approximately 65 new employees in Denver.✔Assisted with recruiting activities, as well as creating summer and winter internship program activities.✔Served as a National Facilitator for our 2009 training session on engagement economics for all HR professionals.

Promoted to oversee Audit Associates accountable for applying audit plans tailored to different client industries, risks and needs.✔Performed planning and testing procedures for Sarbanes Oxley Compliance companies.✔Reviewed financial statements for SEC registered clients including 10-K and 10-Q reviews.✔Identified and assessed business risks, internal controls, and opportunities for internal control improvement.✔Conducted integrated audits of financial statements and internal control over financial reporting under strict deadlines.

Provided audit support for Senior Auditor and assisted in preparation of testing work papers. ✔Performed financial statement audits in accordance with U.S. GAAP for clients in industries including life sciences, utilities, manufacturing, insurance, and healthcare. ✔Maintained expertise in financial and regulatory reporting.✔Tested internal controls over financial reporting for large, public entities and communicated results.