BlueFire Consulting maximized your investment in Human Capital. You may own a business, or you want to launch a business. With that, you probably need to hire staff, navigate hiring practices, or need a neutral third party - We are here for you on all people matters, marketing, and communications. Whether large or small, we are your ideal business partner.

• Evolves, refines, and drives employee engagement, using a deep understanding of the business and culture to move the company forward through the challenges of the ongoing nursing crisis. Awarded Great Places to Work in 2023 and 2024. • Oversees all functional areas of HR and IT for the organization, ensuring that Talent Acquisition, Talent Management, Learning and Development, and Total Rewards programs are aligned meeting the business strategy. • Oversees and develops all organizational development initiatives to include: innovation program; leadership development; and succession planning. • Serves as a coach and a mentor, leading by example with teammates at all levels of the organization, including management. Advises and collaborates with team members on how to effectively scale and grow the business.• Develops and creates innovative HR programming that addresses the unique needs of a geographically dispersed employee population, ensuring that employee needs are met regardless of their physical location.• Manages and leads acquisitions and development projects as part of the company’s overall growth strategy, integrating employees, systems, and processes into the Balfour family. • Advises executive leaders on matters related to human capital, serving as a trusted strategic partner and advisor. • Coaches executive-level teams, setting them up for success.

• Acts as interim and/or fractional Chief Human Resources Officer (CHRO) and Vice President of Human Resources (VPHR) in various international industries reporting to the C-Suite. • Leads HR efforts for a variety of clients to drive an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, and goal attainment.• Provides advice and counsel to senior executive leaders on organizational matters, including performance, corrective actions, dispute resolution, compensation and classification, recruitment & retention, and organizational structure & staffing.• Provides coaching on policies and procedures, investigations, corrective action, termination decisions, and employment laws. •Facilitates leadership training sessions and provides counseling on effective performance management.• Expert facilitator and trainer on various topics, including strategic planning, DE&I, harassment, union avoidance, leadership, team building, performance management, and change management. • Acts as an expert witness on state and federal cases related to workforce planning, staffing, and HR-related matters.• Continually builds, implements, and institutionalizes policies, processes, and systems, reducing risk and expenditures for multi-national organizations.• Evaluates the organizational structure and systems to optimize business results by applying organizational design and systems, streamlining processes, and workforce planning/reduction-in-force for multi-national companies. • Provides expert advice and solutions around interim HR needs, executive & career coaching, retained search, and tailored HR projects & workshops for various industries. • Global Labor and Employment expertise. • Leads marketing, business development, operations, and human resources internally.

FutureSense and BlueFire HR have joined forces, BlueFire HR will be a new service line that FutureSense is able to offer to their valued clients. The same great HR expertise and service you received with BlueFire HR will remain with additional help and resources from FutureSense.

-Full responsibility for leading the Human Resources (HR) strategy and day-today HR operations, including facilities for the AOA. -Revamped employee handbook to ensure state and federal policy alignment along with innovative policies to enhance the culture within the first 60 days of the position. -Re-designed compensation structure and ensured all job descriptions matched criteria. -Implemented to HRIS and payroll system within nine months in the position. -Designed and launched performance management system with 100% participation. -Designed and launched professional development program. -Conducted a reduction in force (RIF) with minimal litigation. -Member of the executive leadership team playing a critical and strategic role. -Continually builds, implements and institutionalizes policies, processes and systems.-Responsible for aligning HR strategies with business strategy, and ensuring all functional initiatives are consistent and coordinated across the organization -Launched summer internship program to engage undergrad and graduate students with the osteopathic profession within the first 90 days in role.-Directs all aspects of HR with an emphasis on talent management, organizational development, performance management, succession planning, and compensation and benefits-Evaluates the organizational structure and systems that optimize business results through application of organization design and systems.

(5 professional societies, 16,125 members, 9 direct reports, 5 boards of directors) -Managing partner within the PMG Senior Leadership Team (PMG-SLT) -Responsible for the PMG division supporting the strategic priorities of the AHA, and the societies within-Serves as the senior leader to the Healthcare Professional Services Cluster Executive Team, comprised of the Executive Directors of the American Society for Healthcare Human Resources Administration (ASHHRA), the American Society for Healthcare Risk Management (ASHRM), the Association for Healthcare Volunteer Resource Professionals (AHVRP), the Society for Healthcare Strategy and Market Development (SHSMD), At-Large, and the Society for Healthcare Consumer Advocacy (SCHA)-Responsible for the financial and operational performance of the PMG division-Ensures that PMG leaders have regular and ongoing connection with leaders throughout the broader community of the AHA-Establishes a collaborative, team based environment to develop innovative approaches for promoting, networking, communicating, and educating while simultaneously developing a system for collection and analysis of standardized key performance indicators resulting in business intelligence and decision support for efficient operations and financial viability-Serves as ASHHRA’s executive director leading the development and implementation of strategies to advance the society’s mission and goals in alignment with, and support of, AHA’s Personal Membership Strategy of sustaining membership strength and loyalty, ensuring that ASHHRA is viewed as the most valued, and engaged professional membership society representing the health care field.

A division of the AHA (3500 members, 8 staff, 3 independent contractors, 13 board members) -Manages the national society’s day-to-day operations and its budget of $2.3 million-Manages the society’s health care human resources certification initiative (launching in September 2013)-Acts as chief staff executive of the society and primary liaison to the Board of Directors-Responsible for all aspects of governance management to include facilitating board meetings and discussions-Responsible for the vetting and implementation of the society's strategic plan-Creates and implements society’s annual operating plans, strategic plan, committee directives, and budget -Provides members with interpretations and case-specific applications on health care HR related issues-Oversees strategic priorities as executed by the staff, board, and volunteers-Serves on the AHA Workforce, Labor, State Workforce Issues, and Smart Market committees-Represents the society on professional advisory committees and issue specific task forces to effectively influence regulations, standards, the future workforce, and guidance in the health care HR community-Oversees the society’s national Annual Conference strategic direction and acts as project manager. This event generates 58% of the society’s revenue each year.

(3300 members, 3 direct reports) -Oversaw all operations of society’s day-to-day operations-Managed all aspects of the society’s Annual Conference to include 50+ learning sessions, 1200 attendees, and a budget of $1.3 million-Managing Editor of the Society’s quarterly health care HR news magazine, the HR Pulse-Assisted the Executive Director in the development of annual operating plans, strategic plan, committee directives, and budget for the society-Responsible for product and service development from conceptualization through research, design and budgeting to marketing, implementation and evaluation-Managed the ASHHRA Foundation and certificate programs-Provided members with interpretations and case-specific applications on health care HR related issues-Responsible for the development, coordination, and execution of ASHHRA workshops, seminars, and e-learning initiatives including preparation of program materials.

(440 employees, 1 direct report) -Managed overall talent acquisition including sourcing, interviewing, testing, selection, hiring, and orientation-Provided employee relations coaching and counseling to managers and employees-Directed department employment law compliance and ensured compliance with all applicable Federal, State, and local employment laws-Managed new hire onboarding program for employees and managers to ensure those entering AHA were appropriately oriented and managers have the support and resources to build effective, long-term relationships with new employees-Developed and implemented a talent a management strategy to educate and inform managers on selection, diversity, hiring techniques and onboarding that complements the performance management process-Provided organizational development support including facilitating training /workshops, participating in leadership development training, and help to identify and coordinate individual development planning and resources for employees-Provided career counseling to employees and facilitated internal career development-Assisted Vice President in the execution of strategic priorities -Oversaw the outplacement process including customizing packages, coordinating external outplacement services, and providing counsel to departing employees.

Worked with a variety of different corporations both non-profit and private, in the technology and medical fields. -Offered organizational development strategies and training consultation -Conducted process improvement development and implementation-Offered recruiting and career counseling for a variety of industries-Conducted general human resource training and organizational audits-Supported human resource compliance projects and created employee handbooks.

-Member of the executive team involving strategic planning, operations, research and development, financial planning and organizational development-Directed staffing, compensation, employee relations and coaching, development, succession planning, retention, reward/recognition, training and performance management for all companies-Developed succession plans resulting in improved preparedness for change while establishing employee career paths; implemented recommendations for motivating and promoting key team members resulting in improved retention-Developed job descriptions, competencies, career path guide, and staffing process to transition to new organizational structure-Provided timely and effective counsel and advice to managers on matters relating to employee and labor relations issues, avoiding formal litigation-Managed two employees who were responsible for accurate payroll and benefit processing, facility management, and general administration.

-Direct staffing, compensation, employee relations and coaching, development, succession planning, retention, reward/recognition, training and performance management for all companies-Development of succession plans resulting in improved preparedness for change while establishing employee career paths; implemented recommendations for motivating and promoting key team members resulting in improved retention-Developed job descriptions, competencies, career path guide, and staffing process to transition to new organizational structure-Provided timely and effective counsel and advice to associates on matters relating to employee and labor relations issues, avoiding formal litigation.

Full responsibility for HR operations.

Conducted and organized HR/OD training courses.

Recruited for Technology and Engineering positions.