Founded Workplace Synergistics, a management consulting and talent optimizationt firm, serving companies from 50 to 5,000 employees in the southeast.Services include: https://www.worksyn.com/services- Executive and leadership development- Organizational alignment and strategy development- Performance management systems- Psychometric assessments and Behavioral Analysis- Skill assessments / selection measurement- Designing effective work teams- Effective compensation and total rewards systems design

Aligning all aspects of human resources to ensure One Call can attract, engage, develop and retain the very best talent for the benefit of our customers and partners.Establishing an HR function, Hired directly by former consulting client to lead the establishment and integration of various HR departments from 20 acquisitions over 6 years. Within one year, developed departmental structure, evaluated all talent to fill talent gaps and release surplus talent in other areas. Established monthly reporting metrics to measure progress and set engagement baselines to measure effectiveness over time.Executive Talent Management, Leadership Development, Completed a comprehensive leveling plans for the organization as well as a succession planning exercise for executive management – identifying key gaps in bench strength and working with leaders to acquire and grow additional leadership talent. Established a standard company intranet, as a component of an overall annual employee communication and engagement plan.

Reporting to the CEO, and as a member of the executive team, participate in setting the long term vision and strategy for the company, translating the strategy into tactical action plans supported by sound performance management and rewards systems, and developing balanced communication campaigns for both internal and external constituent groups supporting these initiatives.Executive Talent Management, Facilitated all senior executive talent decisions, including the retirement of a CEO, the transition of the COO into the CEO role, the hiring of a CFO and transition of the general counsel, treasurer and development of other executive team members. Successfully led multiple organizational restructuring projects reducing headcount and related G&A expense by 70% over a five-year period, including related expense management, SEC and accounting disclosures, associated press releases, employee communications and follow up training and implementation of the new corporate structure.Led the relocation of the corporate office from Jacksonville, FL to Santa Rosa Beach, FL, retaining 90% of desired talent during relocation.While leading the Human Resources function, The St. Joe Company was named to Florida Trend Magazine’s Best 100 Companies to Work For in Florida (rank 34).

Directing a staff of twenty-two, and an annual $20 million budget, oversee all aspects of the entire Human Resource function for multiple geographic locations and business segments.Effectively aligned the executive team to build consensus of strategy and business model, and provided coaching to senior management for converting this strategy to tactical operating plans.Developed a strategy to utilize excess pension assets to fund approximately 35% of related restructuring charges, saving the company $6 million in cash expense.Formed an internal task force to research and recommend alternative revenue generating opportunities for the company’s rural land base. Results of the analysis revealed opportunities for additional $8 million in annual revenue improvements and dramatically improved the overall method for the valuation of rural land sales.Led efforts to purchase annuities for 1,600 pension plan participants, improving funding ratios from 133% to 245%, and reducing retirement plan fees and expenses by 60% in one year.Installed consumer-driven health plans in order to keep employer costs for medical insurance even for multiple years.

Oversee and manage all aspects of total rewards compensation related to cash, equity awards, fringe benefits, sales and executive compensation. Designed, implemented and evaluated necessary recalibrations for all programs and provider contracts for a changing employee population from 2,200 down to 500 employees through economic downturn, layoffs, divestitures and a transition of club operations to third party management companies.

Primary responsibilities included process improvement among North America and launching of European services business, opportunity definition, revenue recognition and reporting. Additionally provided development, implementation and management of IT consultant, sales, senior management, and technical recruiter incentive compensation. Reporting directly to the Sr. Vice President, Finance for CA Services.Developed, implemented and managed incentive variable pay plans for all incentive-eligible employees in United States, Canada and Western Europe; was working to assume Europe and Asia in scope.

Served as a member of senior management, accountable for all aspects of human resources programs for 250 employees as a company start-up government contractor, including all hiring, employee relations, benefits setup/administration, board interaction and payroll, (staff of 3). Scope included six state areas with over 6 million covered lives. The contract took the CHAMPUS capitation from $5.2 billion annually to $3.5 billion. Served as one of eight management members hired to form and launch the company; hired all subsequent employees creating the culture and many of the programs both HR and non-HR related. The company was very successful and its contract was extended for another term with the U.S. Department of Defense.

Coordinated all Human Resources programs and communications between technical departments and generalists throughout the company.Delivered an enterprise-wide attitude (engagement) survey.Conducted all aspects of compensation and analysis in the Baltimore/Washington, DC market.