Provide strategic HR leadership for an 850-person workforce spanning Technology, Data Science, and Professional Services. Lead and develop an HR team of eight, modeling accountability, coaching, and cross-functional collaboration to foster a high-performing environment.Drove down turnover from 22.5% in 2022 to 7.6% in 2024 through enhanced onboarding, career development programs, and focused retention strategies.Decreased average time-to-fill from 76 days in 2023 to 32 days in 2024 by overhauling recruitment processes, including the adoption of LinkedIn Recruiter Enterprise and paid Glassdoor services to bolster Axle’s employer brand.Integrated recruiting data into Microsoft Dynamics ERP, enabling a seamless flow between Greenhouse ATS and Dynamics for comprehensive reporting and analytics.Established Axle’s first HR ticketing system with automated categorization to reduce HR response times from over one week to under three hoursOversee leadership development initiatives, providing executive coaching and aligning strategic goals with effective management practicesLaunched employee engagement surveys, networking events, and workshops to cultivate ongoing dialogue, professional development, and a cohesive cultureOversee succession planning and career pathing, using data to anticipate future skill requirements and proactively address talent gapsIntroduced Lattice for performance management and Greenhouse for recruiting, reducing overall recruitment cycle times by 54%Transitioned Axle from a fully insured to a self-insured model in under three months, establishing new contribution structures, PBM arrangements, and stop-loss coverage.Implemented Axle’s first company-wide performance management system, training employees and managers on data-driven performance reviews and compensation adjustments.Oversaw development of Axle’s first comprehensive employee handbook and revised employment agreements, ensuring compliance with legal standards and equitable policies.

• Accountable for the implementation and execution of comprehensive talent management procedures, encompassing performance management, workforce planning, learning and development, and succession planning.• Cultivated strong relationships with field management and personnel across all departments, ensuring seamless employee relations, effective communication, and the successful implementation and maintenance of HR programs.• Oversaw the Company's interactions with the Department of Labor (DOL) for an Office of Federal Contract Compliance Programs (OFCCP) desk audit, managing the development and submission of the Affirmative Action Plan (AAP). Successfully resolved EEO-related issues.• Updated the employee handbook, company policies, and employment documentation to align with new laws and regulations, while proficiently managing Service Contract Act (SCA) administration.• Collaborated with H1B employees and legal counsel to navigate heightened immigration oversight, ensuring seamless hiring and retention under this work authorization.• Revamped the benefits enrollment process, focusing on automation and enhancing ancillary benefit and 401k participation rates.• Due to previous experience with the firm, turned around a disarrayed Talent Acquisition & Human Resources department quickly. Reestablished consistent and clear lines of communication & messaging between executives and employees by through setting clear expectations with staff and reducing uncertainty & ambiguity.• Solely responsible for hiring over 80 individuals in a 6-month timeframe with a variety of skillsets including: Vice Presidents, Delivery Directors, Business Development Directors, Software Engineers, Middleware Engineers, Testers, Business Analysts, etc. Similar to previous tenure, reduced and eliminated reliance on 3rd party agencies that existed during my absence from the Company, resulting in a significant savings in fees.

TurningPoint Global Solutions has over 160 employees operating in locations throughout the United States. The company is a CMMI Level 4 certified Federal Contractor that excels at building and maintaining mission-critical business applications supporting high volumes of transactions and users. • Operated in a dual role managing both Recruiting and Human Resources• Worked with Executive Leadership including company CEO, Managing Partner, and Operational VPs and Directors to define business goals and to integrate recruiting best practices• Handled all open requisitions for the company. Performed full life cycle recruiting duties including sourcing, interviewing, negotiations and offer letters• Managed recruiting for new business proposals. Allocated people resources to projects. During proposals stages, served as company representative to candidates. Built creditability with prospective candidates, and secured letters of commitment for key personnel that were to be included within federal, state and commercial proposals• Lead HR operations/policies/procedures involving onboarding, compensation, benefits, payroll and leave administrationAchievements:• Eliminated firm’s prior reliance on 3rd party staffing agencies by internalizing all staff recruiting. This resulted in an increase in the company’s headcount from 90 employees at start of tenure to over 160 at exit• With no previous experience and no assistance, navigated the company through an OFCCP (Office of Federal Contractor Compliance) Audit by establishing the firm’s first Affirmative Action Plan (AAP) and building procedures to capture Equal Employment Opportunity Commission's EEO-1 data. • Partnered with outside insurance brokers to design attractive insurance offerings, both health and ancillary, for employees. The result was a more attractive benefit package at 3% savings prior to trend increase

Energy and Public Sectors to produce real, measurable results. CompuGain's flexible business model and expertise in Technology Consulting, Finance & Accounting, Program/Project Management and Outsourced Project Solutions helps clients improve productivity, reduce costs and increase revenue.• Worked with a seasoned recruiting team that is responsible for full life cycle recruiting of IT professionals for job requirements from both government and commercial clients.• Responsible for sourcing, qualifying and prescreening candidates, coordinating interviews, salary or contract rate negotiations, and processing of employment documentation.• Worked with internal executives to identify and focus efforts on clients identified as potential key accounts for the company moving forward.• On a daily basis, handled multiple requirements and candidates for a multitude of clients.Achievements:• Tracked 2013 at a run-rate of approximately $3,700,000 revenue and $700,000 profit.• Finished 2012 with $2,300,000 revenue and $468,000 profit.• Recommended new recruiting processes and procedures resulting in the improved efficiency of recruiting team.

Kinetix Technology helps companies drive performance by delivering custom IT consulting and staffing services. Kinetix provides a dedication to providing clients and consultants with timely, focused, and personalized service and support.• Identify and recruit qualified candidates in the Information Technology sector for telecommunications, financial, and federal government contracting clients.• Qualify candidates by conducting telephone interviews to obtain work history, education, training, job skills and salary requirements.• Perform reference checks on candidates to ensure authenticity of stated skills and experience; coordinate background investigations with administrative staff if necessary.• Analyze client requirements against qualifications of candidates and match the best candidate with client needs.• Supervise and manage candidates on assignment; counsel and discipline candidates; terminate candidates if needed.• Identify new job order opportunities through client contacts and consultants via candidate marketing and relationship building.Achievements:• FY 2011 approximate run-rate of $1,400,000 revenue and $350,000 profit.• Made over 17 high level technical staff placements in 2010 (Ranked 1 out of 4 recruiters in terms of production metrics).• Placed consultants within strategic opportunities leading to additional business.

Clovis Group is a staff augmentation and direct placement agency primarily doing business with local Washington, DC Fortune 500 clients in the commercial and federal contracting industries. Recognized by Inc. Magazine as one of the fastest growing companies in the nation, three years running.• Successfully orchestrated the targeted recruitment of high performance candidates for Clovis Group, sourcing was conducted through direct sourcing, referrals, database mining, networking, job fairs and a multitude of online tools and techniques.• Performed the full spectrum of lead generation functions including networking, prospecting, cold calling, and presentation • Utilized in-depth recruitment experience to develop and plan strategic recruitment campaigns.

Gilbert Tweed Associates is one of the nation’s leading retained executive search firms. Headquartered in New York City, the firm also has offices in Connecticut, Massachusetts, Washington DC, India, France and Dubai. With more than 30 industry specialties and handling most functional disciplines, Gilbert Tweed is a full-service firm with the capability to handle a wide variety of executive-level assignments.• Worked closely with the Managing Partner in mapping a new market of entry for the practice encompassing initial business concept and strategy, market identification, and execution of the business plan.• Directly experienced the evolution of a business plan and strategy from conception to implementation to direct business results.• Worked closely with the Managing Director on the execution of a currently retained executive search including research of targeted companies and c-level leadership for a specified executive position.• Sourced colleagues and staffing consultants regarding overall expectations, timeframes, candidate pool quality and quantity, and frequency of updates.• Implemented various sourcing techniques (job boards, print media, telephone lists, etc.) to find appropriate active and passive candidates for specific positions, focusing on highest quality candidate.