Providing HR advice to different organizations. Highlights include:Organizational redesign for a Research Consulting organization.Performance Management redesign for a Law Firm.

Responsible for HR department for multinational company of 185 employees.  Achievements include: Establish HR processes and protocols for new department. Manage Year End Review process. Employee Engagement Survey and follow-on strategic planning. Compensation planning and modeling. Employee Recognition program. Defining and implementing HR strategy  Designing and executing strategy around career pathing, including competency mapping and job leveling.

Senior Director - Supporting Research, Commercial and G&A teams, working directly with C-suite executives (CFO, CRO, CCO). Achievements include: Redesign and restructure of Account Management team into a Member Success organization. Restructure of sales support team, including compensation and career pathing. Hiring and onboarding of new team member. Critical talent review and succession planning. Revising performance management process

Senior Generalist - Supporting Professional Services, Research, Revenue and Content Delivery communities for diverse business streams, supporting General Managers and C-suite executives. Responsibilities include human capital strategy; employee relations; performance management; career pathing and performance criteria design for all levels; development of leadership teams; employee engagement; partnering with business leaders on organizational and people issues; organizational diagnosis; executive coaching, workforce planning, succession planning. Achievements include Competency framework development for multiple business units leading to clearly defined career mobility criteria.  Designed and implemented Career Pathing for Commercial staff leading to year-on-year decline in attrition  Comprehensive compensation review of Sales function  Redesigned organizational structure of our inside sales channel to accomplish 20%+ growth Partnered with business leaders on employee engagement initiatives to drive improvement and reduce attrition. Restructured Sales Support, including compensation and competency structure, leading to decreased attrition and improved business outcomes by reducing time to effectiveness for individual contributors Responsible for integration of acquisitions in both USA and Canada, with particular emphasis on legal compliance and OD Devised and project managed first RIFs in company’s history – eventually comprising over 30% of total workforce. Achieved a total of 99% signature rate on Releases  Devised and project managed first voluntary redundancy program  Company’s first choice for confidential, complex and high risk ER investigations, including EEOC complaints  Top 5% performer for calendar year 2008 and 2009

Director of HR Function of 115 employee company targeting 35%+ YOY growth. Ownership of strategic direction of function as well as tactical execution thereof. Achievements include Reducing attrition rate from 35% to 24%. Establishment of internal recruitment function establishing net savings of $130,000. Establishing performance management process aligning performance and potential assessments. Full review of company benefits, enhancing at very low incremental cost Successfully managed identification of and integration with a PEO, including open enrolment process

Senior HR Representative for ProTax – responsible for supporting Sales, Customer Service and Technical Support for the site, reporting to Senior H.R. Business Partner (sited in Plano, Tx). Responsibilities include employee relations and performance management; developing and training leaders and coaches; development of leadership teams; employee engagement and Voice of the Employee results; partnering with business leaders on organizational and people issues; assisting with the creation of compensation and incentive plans and rolling out to leaders and staff Achievements include Partnered effectively with business leaders to drive consistent improvements in employee engagement index – Service Leader had direct report engagement of 86%, Support Leader of 77% trending up, Sales Leader of 100% (direct reports) and 82% for the department. Member of enterprise-wide Customer Service Pathways project team and Coach Pathways project team. Successful redundancy project in Sales function, reducing Inbound Sales by 30%. Implemented a new bonus scheme that drove improved performance whilst being cost neutral. Also reduced temporary staff attrition from over 150% to 50%. Drove the Fredericksburg Cost of Living and associated pay adjustment recommendations. Improvement of bench strength of leadership on site.

 Responsible for the entire H.R. function for a company of 105 employees, reporting to the C.F.O and President. Responsibilities included providing customer assistance on basic H.R. policies and systems; coaching employees and management on all issues relating to performance, terminations, policy administration, and ER issues; recruitment; managing staff of three; creating and delivering orientation program for new hires; collecting and analyzing exit interview data and work with managers to identify and correct attrition; benefits administration for employees  Achievements include: Completed the open enrolment process within two weeks of my arrival to ensure all employees were adequately insured for the new plan year. Managed the 401(k) enrolment program at the same time as the open enrolment. Managed the changing of the 401(k) funds available to employees. Reviewed and reissued the employee handbook. Renegotiated better terms for the company’s Life Insurance program.

 Responsible for the Group HR function, reporting to both the CEO (US) and MD (Europe). Responsibilities included: employee relations, which included Union negotiation; compensation programs; benefits, both administration and identifying the most appropriate benefit schemes for our needs; all contractual and legal issues relating to HR; policies and processes, which included developing policies as well as ensuring compliance; providing HR consultancy to business unit managers on all issues; management of HR administration; all employee relations issues, including investigation; employee engagement. Achievements included: Managed a 17% reduction in workforce. Exposure to workforce needs analysis, job costing, risk management and Union negotiation. Completed before project deadline It meant that revenue per capita increased to an acceptable level with no shortfall in service standards Establishment of Dusseldorf office.  Responsibility for HR element of asset acquisition leading to set-up of US operation. The asset acquisition was carried through in the space of 6 weeks and involved: American labor codes in 4 states; WARN; setting up benefit schemes, including 401(k) and medical insurance; job grading and compensation schemes; layoffs and subsequent legal actions; relocating the HR function from Colorado to North Carolina.  Policy and process review and revision for UK, European and US compliance. Establishment of staff representative forum. Becoming part of the Global Leadership Team Controlled grievances and subsequent disciplinary actions, in conjunction with a Union, including several complex employee relations issues  Identified trends in ER and performance management issues in order to create training to proactively stop them escalating and minimizing attrition