The NextLevel, LLC team comes with a wealth of corporate experience that is diverse and broad, enabling us to provide a variety of HR consulting and training services for small- to mid-sized companies. Our certified HR consultants can respond to the human resource needs that you simply don't have the time, expertise or resources to address effectively. Who is Next Level HR Consulting for?Companies who need immediate expertise to identify and execute a best-practice solution.Companies where existing HR resources are insufficient or lacking needed expertise Companies spending too much time on one or more HR issue.Companies that have one person covering many functional areas.Companies wanting to protect and grow their businessOur business model is about transferring capability so that your staff leverage our expertise to solve business problems.

TechnoServe is a nonprofit organization that develops business solutions to poverty by linking people to information, capital and markets. Its achievements have been widely praised by the likes of the Financial Times (“…one of the world’s top five NGOs for corporate partnerships”); the Schwab Foundation for Social Entrepreneurship (“one of the world’s Outstanding Social Entrepreneurs’”), Worth magazine (“…one of ‘America's 100 Best Charities’”), and USAID (recipient of the Presidential End Hunger Award). My position plays a strategic role in leading core HR functions, serving as an internal HR consultant to global leadership, and supporting the development and implementation of strategic OD and Leadership Development initiatives that support the attainment of TechnoServe short and long-term strategic goals. The role assesses, standardizes, and improves existing HR policies and procedures and supports the development and implementation of new human capital initiatives. This role combines a sense of the big picture with hands-on implementation skills and technical expertise.

The East Africa Coffee Initiative obtained multiple year funding from the Bill & Melinda Gates Foundation and impacted the economy of 4 countries in East Africa. My responsibilities included developing and implementing the Coffee Initiative's HR Strategy in alignment with TechnoServe’s Corporate HR Strategy. Leading the delivery of comprehensive human resource programs, initiatives and solutions to the division to enable successful execution of business strategies. Ensuring compliance with all applicable laws and regulations. Advising and supporting the Field HR Managers is an essential component of this position.

Lead the HR function for this 1,800 employee New York hospital, ensuring effective support for talent acquisition, labor & ER, performance management, compensation, L&D, & OD. Re-engineer HR processes & infrastructure to improve HR customer service & organizational effectiveness. Manage & develop HR staff members addressing skill gaps & HR competencies. Work collaboratively with System Directors & HR colleagues to implement HR strategy, participating in and leading system-level & local projects & initiatives. Worked closely with senior leadership as an internal consultant & business partner, providing coaching, strategies & processes to enhance their ability to reach their patient & business goals.§ Serve as project lead for all HR preparation/compliance for upcoming JCAHO audit to maintain hospital accreditation.§ Manage talent acquisition for opening of Cardiac Unit in early 2007.

Provided HR leadership to consulting division of this Global IT solutions company with over 5,000 employees; functioning as Lead HR Business Partner engaged in supporting individuals and groups around performance management, staffing, compensation, and employee relations. Key Accomplishments:  Played a major role in corporate planning and implementation of the Gallup Q12 employee engagement process which measured and improved associate engagement through team impact planning. Leveraging prior Gallup University training and implementation experience at ADP enabled me to lead managerial training and serve as a team facilitator. Results included increased employee engagement and alignment with corporate goals and an improvement in corporate performance. Successfully implemented new compensation structure resulting in increased internal equity and enhanced accuracy and consistency of merit increases, promotions, and short and long-term incentives. Launched a new web-based performance management system (Success Factors) that supported the cascading of goals down through the organization, improved the quality of talent assessment, and reduced cycle time to set goals and evaluate performance annually.

Internal HR consultant to IT Development and Product Testing and Technical Certification Groups totaling 400+ associates for one of the largest global providers of computerized transaction processing and information services with more than $6 billion in revenues and 40,000 associates worldwide. Functioned as part of managerial team to ensure HR strategies positively affected ADP’s business and associates.Key Accomplishments:  Designed and facilitated a series of employee training programs on ethics, sexual harassment, diversity, behavioral interviewing and performance management.  Boosted leadership bench-strength, held associate turnover under 3%, and led two successful group reorganizations which reduced headcount by 25% through effective coaching of leaders in the areas of organizational design, staffing, management development, compensation, and employee engagement Achieved diversity objectives and EEO/AA compliance as ES Group Affirmative Action Lead for two fiscal years, surpassing goal of 50% minority/women new hires in 2002 by hiring 62.9% and setting track to exceed 55% goal in 2003 by hiring 61.6%. Increased effectiveness of employee development efforts by working collaboratively with management to implement annual Web-based 360° Feedback Program to obtain key multi-rater feedback on individuals’ strengths and development opportunities. Designed and executed mentoring program focused on leadership competencies/skills that strengthened bench and filled skills gaps with a significant number of participants being promoted into senior managerial roles following participation.

Managed HR function including staffing, compensation, benefits, training and development, and employee relations for publisher and distributor of children’s books. Supervised a staff of nine associates ensuring effective implementation of HR strategic and operational plans.Key Accomplishments:  On-time recruitment of staff from start-up to 800+; providing efficient U.S. order fulfillment Project Leader re-engineering operations after merger, achieving 6% reduction in ratio of operating costs to revenues and generating annual payroll savings of $4 million. Achieved 20% payroll savings through payroll flexing and driving accountability for managing operating & salary budgets down to line management. Maintained competitive non-union position defeating 3 aggressive union campaigns