The Chief People Officer is responsible for the strategic development, direction, and implementation of the human resource and talent acquisition functions for the organization. As a trusted advisor and business partner, the CPO will provide strategic counsel to leaders in support of the organizational objectives. In collaboration with the President & CEO, the CPO will provide the strategic leadership in developing a comprehensive framework focused on diversity, equity, and belonging.

As Assistant Director – Employee Experience for the City of Durham, North Carolina, I am responsible for the entire life cycle of the employee and lead the following areas: talent management and acquisition, onboarding, professional development, employee relations, organizational development, compensation and classification, and benefits.

Seasoned HR Professional with oversight for Onboarding, Professional Development/Training, Organizational Development and Employee Relations.

Aperion Global Institute (AGI) is a unique digital educational model of network affiliates that have a direct focus on “Erasing the Digital Divide in Education”. AGI accomplishes this goal by ensuring that the art of learning is accessible and integrated into a flexible, reliable, cloud-based and all-inclusive e-learning platform. As Chief Learning Officer, Timothy guides all learning programs for this global organization. Under his leadership, Aperion is poised to become a global leader in the e-learning environment. He has direct oversight of a team that engages learners in a unique training model designed to meet each person where they are educationally and guide them through a myriad of development tools designed to empower them personally and professionally. The team is committed to design and deliver programs at all levels of the organizations that we work with across the globe. We build leadership, technical and other skills in employees that drive results and increase revenue streams by increasing capacity within the workforce. In addition to responsibilities for training and personnel development, we also contribute to other strategic initiatives, such as change management, organizational design or succession planning.

BTG is a full service Human Resources Consulting Firm. With our Full Service HR consulting you have a team of highly trained HR professionals available when and where you need them. We've helped clients of all sizes, contact us for a one on one consultation and see how we can help you. BTG Enterprises, LLC offers a unique combination of experience, methodology, and professional commitment that makes us the easy choice as your HR partner. Additionally, BTG Enterprises, LLC staffing and HR management solutions are tailored specifically to our clients' needs, providing them with increased workforce flexibility, productivity and profitability.

Senior Human Resource Leader with day-to-day responsibility and oversight of the Human Resources departments, including Employee Relations, Recruiting, Training and Professional Development. The major areas directed are:• recruiting and staffing;• performance management and improvement systems;• organization development;• employment and compliance to regulatory concerns;• employee orientation, development, and training;• policy development and documentation;• employee relations;• labor relations;• leave administration (FMLA, Workers Comp); and• compensation and benefits administration.A strong business partner with Senior Leaders that assists and advises company managers about Human Resources issues including: • Development of a superior workforce.• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.• Development of the Human Resources department and professionals.

As an adjunct faculty, I teach undergraduate students in various Human Resource Management course. Current Course: (Labor and Union Relations) Students in Labor and Union Relations assess and interpret the relationship between employer and employee to determine effective relationship policies and practices. Students will survey issues between management, labor, and union organizations including the Fair Labor Act, collective bargaining, employment at will, and balancing expectations and outcomes with the strategic objectives and mission of the organization.

A member of The District of Columbia Department of Parks and Recreation (DPR) Senior Leadership Team. Responsible for providing leadership in developing and executing human resources strategy in support of the overall business plan and strategic direction of DPR, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation.

Senior Human Resource Leader with day-to-day responsibility and oversight of the Human Resources departments, including Employee Relations, Recruiting, Training and Professional Development. The major areas directed are:• recruiting and staffing;• performance management and improvement systems;• organization development;• employment and compliance to regulatory concerns;• employee orientation, development, and training;• policy development and documentation;• employee relations;• labor relations;• leave administration (FMLA, Workers Comp); and• compensation and benefits administration.A strong business partner with Senior Leaders that assists and advises company managers about Human Resources issues including: • Development of a superior workforce.• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.• Development of the Human Resources department and professionals.

- Multi-unit Human Resource Management (20 stores)- Human Resource Leader for 5,000+ employees- Labor Relations Mitigation- Drives the execution of multiple business plans and projects for Human Resources - Promotes and supports company policies, procedures, mission, values, and standards of ethics and integrity - Ensures business needs are being met - Drives store-level talent management (Sourcing, Recruitment, Hiring, and Retention)- Drives associate engagement - Ensures compliance with federal, state, and local laws, and company policies, procedures, and regulations for multiple markets - Oversees, communicates and drives the consistent implementation of the company's HR practices, systems, and personnel-related activities in multiple markets - Ensures execution of HR business plans across multiple markets

Senior Leader of the team of 400 associates and 15 managers operating a $80 million, 203,000 square foot Walmart Supercenter. Responsible for sales and profit results, people development and process management.

Taught Human Resources and Marketing Courses to College Freshmen and Sophomores.

Human Resources, Communication and Business Development Consulting (Diversity, Community Relations, Collegiate Recruiting, etc.)

Seasoned business; diversity; and communication strategist who has led award winning diversity efforts; executed various marketing campaigns and was directly responsible for coordination of onsite marketing activation (contract negotiation, travel and logistics, food giveaways and donations, radio remotes, focus groups, etc.). Skilled in analyzing and interpreting organizational structures, developing strategic direction, and creating processes that add value, focus on efficiency, as well as meet company objectives. Highly recognized professional who has the ability to listen, interact and drive solutions to all employees, as well as make effective and persuasive speeches and presentations on controversial or complex topics to all levels throughout an organization.