Chief People Officer of Marsh McLennan AgencyReporting to the CEO, I lead human resources for an organization of over 8,200 colleagues in North America. Marsh McLennan Agency began in 2009 as an entrepreneurial start-up middle market insurance brokerage firm within a larger corporation. I have contributed HR leadership during 85+ acquisitions of privately held agencies that have joined MMA.MMA is a strong sales culture so much of my focus has been on building strategies to strengthen the producer organization to drive growth.

Owned and operated by the Trinchero family since 1948. Fifth largest winery producing 12 million cases across 23 brands including Sutter Home, Trinchero Napa Valley, Napa Cellars, Terra d’Oro, Folie à Deux, and Ménage à Trois. Reporting to the President, led all aspects of Human Resources for organization including 5 production sites; advise the owners on key talent issues.

Synapse, a subsidiary of Time, Inc. is the largest marketer of magazine subscriptions through innovative consumer offers delivered through online, print, phone, and retail channels of distribution.Top HR executive and member of senior management team in setting strategic direction for the organization. Led Human Resources, Communications, and Facilities functions for Synapse and sister company – Media Network Incorporated. Reported to two different CEO’s: one from start-up phase; the other from Time Inc.

Led staff of 25 HR professionals providing strategic direction, services and consulting support to the organization for Compensation, Benefits, Employee Relations, Payroll and HRIS. Created and championed 5-year strategic plan, driving company objectives and solving high level business issues.• Standardized reorganization change process avoiding litigation during 26 department reorganizations and 2 acquisitions. Updated company-wide policies including vacation terms, targeted to save $1M in first year.• Introduced individual component to all-employee incentive program enabling managers to provide greater rewards to top performers. In addition, launched reward & recognition spot bonus program and service award program, improving line management opportunity to retain top talent.• Reduced health & welfare benefit costs 10% by negotiating improved vendor terms, updating program offerings and realigning employee contributions while increasing employee choice.• Created self-service HR portal enabling employees to manage their information, enroll in benefits, and initiate transactions improving the efficiencies, data integrity and reducing the staff requirements by 10%.• Launched Canadian recruitment web site enabling the business to reduce recruiting costs by 30% and share internal opportunities worldwide.

Reporting to SVP, HR North America, led strategic HR agenda, coached and consulted with chief executives of Marketing, Finance, IT, HR, Legal and Corporate Affairs with a combined employee population of 800.• Led organization design, staffing and change management for corporate functions during acquisition of $5B Seagram business, successfully retaining key talent to provide business continuity.• Conducted due diligence and led HR activities to outsource IT infrastructure team of 90 employees, resulting in improved technical expertise and increased ability to flex upon business requirements.• Championed HR agenda during SAP software implementation process, ensuring full staffing of project team, and reintegration of team back into business post project completion despite organizational downsizing.• Developed and delivered talent strategies, embedding performance management and coaching, talent reviews, succession planning and team development into a performance culture that improved business results.

Promoted from Pillsbury to sister company within Diageo’s premium drinks business. Reporting to SVP HR North America, led organizational training and development driving change management and delivering program curriculum with $1M budget. • Created and embedded performance management system, linking capability development to rewards. This supported the organization’s growth strategy and drove improved business results.• Developed behavioral descriptors and links to performance management and employee development processes, setting clear performance standards for employees and managers.• Shaped upgrade to national recruitment strategy by conducting extensive best practice research, and creating recruitment guidelines with behavioral-based questions to assess candidates against capabilities, thereby ensuring high-quality hires.

Division Training Manager, The Pillsbury Company, Minneapolis, MN 1994 – 1998National Sales Training Manager, The Pillsbury Company, Minneapolis, MN 1991 – 1993Product Specialist/Sales Representative The Pillsbury Company, Chicago, IL 1989 - 1991