Responsible for supporting and guiding the management of employee-employer relationships, resolving conflicts, acting as an escalation point for complex employee relations issues, and developing strategies that support an inclusive, equitable work environment.

Successfully introduced and incorporated succession planning to our leadership team. This allowed our leaders to evaluate their team against clear KPIs.Direct strategic planning efforts by managing headcount reduction exercises lead by our CFO to elevate our talent profile.Reimagine existing processes and develop new processes to streamline operations while increasing efficiency to reflect our evolving structure.Effectively lead in developing and executing best practices and rebuilding culture during an evolving business transformation.Foster strong relationships with key stakeholders across the business with consistent engagement and an understanding of business goals.Directly manage and mentor the Talent team to provide top tier support to our clients-you. This included re-evaluating our Talent structure to better support the business model.

Integral voice of the core leadership team to provide a unique Talent perspective to influence, guide, and improve processes and programs.Develop and execute a comprehensive HR strategy that focuses on talent development, employee engagement, performance management and leadership development. Gather, synthesize and present engagement survey data while providing insights and recommendations to the leadership team.Enhance the employee experience by providing a safe space to navigate difficult conversations and complex situations.Partner with the newly appointed Learning & Development Lead to introduce a new performance management platform, Lattice. Drive engagement by facilitating the introduction and adoption of Lattice. This resulted in increased feedback requests and participation.

PS is a global technology consulting firm specializing in Digital Business Transformation (DBT)Serving in a dual capacity:Local People Strategist for people tagged to the local Arlington office (600+ people)Health Industry Vertical People Strategist (Aligned to the business and is not location focused)Overview of both roles:Engage with our various BRG’s/ERG’s to ensure a like-minded focusLed the HUE BRG chapter in the Arlington officeIn response to recent protests around racial injustices and in an effort to destigmatize conversations about race in the workplace, I facilitated Brave Space conversations with our people who wanted to participate.Partner with the local leadership team to develop and promote a cohesive and collaborative office cultureEstablish and maintain a People Strategist presence throughout the office.Contribute to the content and present at the monthly office meetings (Wake Up DC).Promote the use of our new performance management platform, Enabling Your Potential (EYP); host Lunch & Learns to further socialize EYP tool.Partner with the Culture team to ensure that office events are inclusive and reflect our core values.More recently collaborated with the health industry lead to make recommendations on reduction in force and furloughs in response to the COVID-19 pandemic.Managed this reduction in Q2Collaborate with staffing, hiring, internal teams and leadership to evolve the career story at Sapient.This has been pushed to the forefront as we fulfill our commitment to our diverse talent.

AIR is a not-for-profit educational research firm with more than 1,900 employees. I support AIR Assessment functional practice which consists of 600 employees: Advise management on employee relations matters to mitigates organizational risk in day-to-day human capital management: hiring, staff development, discipline, terminations, employee complaints and legal actions, etc.Coach and counsel managers and staff on human capital issues and topics.Establish and implement process improvement that supports the business needs.Collaborate with recruiting team to ensure effective implementation of the recruiting strategy and process within the Assessment group. Partner with Senior Human Capital Partner to revise the existing Performance Management system and process.Partner with Learning & Development team to evaluate current training initiatives.Manage the internal employee relations database; tracks and explores trendsEvaluate existing exit survey process to determine value and validity; monitor exit survey results and make recommendations to leadership based on my findings.

Lead a team of four (4) for the North America offices that include: D.C., NY, CHI, RAL, STL, SACPartner with Chief Talent Office to develop and launch a new performance management system that impacted the firm globally. Review and revise salary bands for D.C and NY offices which created market adjustments for junior and mid-level staff. Currently reviewing specialized groups within the firm to determine adjustments.Refine and reintroduce various programs: Spot Bonus Program, Parental leave and Mentor ProgramDevelop and deliver various trainings: Manager 101, Performance management training, Conduct and lead Global Exchange panel to rate Global Exchange applicants.Guide and coach management on employee relations best practices; work directly with our counsel to resolve escalated employee relation issues.Revise the current internship program to identify strong, potential talent, increase APCO’s visibility and develop a competitive program that students want to experience.Conduct exit interviews, gather and compile data to share common themes as it relates to retention.

Lead Professional Development Task Force and coordinated internal/external training opportunities.Partner with leadership development firm to develop and deliver senior leadership series for the firm.Partner with senior leaders to develop, coordinate and promote firm wide professional development initiative.Develop and deliver firm wide diversity and inclusion workshop modules. Provide full lifecycle recruiting for junior, mid-level and senior positions within the firm.Guide senior leaders on employee relations best practices and work directly with our counsel to resolve escalated employee relation issues. Counsel managers and employees about performance issues, delivering feedback and communicating effectively. Coach junior staff and offer career guidance to reduce turnover and increase morale. Develop and implement robust summer internship program.Partner with HR Director to develop department budget each year.Lead and facilitate the annual benefits open-enrollment process. Organize and deliver small group information sessions to review plan design changes, costs and field employee questions.Refine the firm’s new hire onboarding process to include a more comprehensive approach which included office services, IT and managers.Launch an online performance management system, streamlining the review process and resulting in increased employee participation and manager accountability.Partner with HR Director to develop and deliver the firm’s manager training series.Research and launch a pilot senior leadership development series for the firm.Coordinate firm wide diversity and inclusion initiative which involved a consulting firm, developing a survey and conducting interviews to determine the current climate of the firm. Work closely with Values Committee to revamp and launch firms values which has successfully shifted the culture of the firm and created a more inclusive and inspirational environment.