As a seasoned HR executive, I specialize in providing strategic and tactical Fractional HR leadership to small organizations navigating talent transitions, growth, and change.

Health and wellness organization with annual revenue of $50M and 600 employees Recruited to join the executive leadership team, reporting directly to the CEO, and revitalize this 30-year-old company with fresh ideas and HR best practices. Introduced transformative HR strategies, aligning human capital initiatives with business objectives to drive organizational performance; led a team of 5 adept HR professionals.• Transformed HR into a valued business partner: built the HR department, modernized and optimized HR systems, and revamped outdated policies and processes. Coached HR professionals in talent acquisition/ management, L&D, payroll and benefits, employee engagement, HR analytics, and risk management.• Optimized talent allocation and resource utilization by designing workforce strategies that analyzed current talent capabilities, anticipated future needs, and ensured that the right people were in the right roles.• Championed diversity, equity, and inclusion initiatives as integral components of organizational risk management, developing HR policies to ensure full compliance with legal standards, while proactively addressing potential legal issues to foster a respectful and inclusive workplace culture.• Spearheaded research, negotiation, and successful implementation of an HRIS and applicant tracking systems with $200k annual fees: launching an application-driven communication solution, fostering full workforce connectivity, reducing onboarding duration by 50%, and eradicating manual compliance efforts.• Strategically formulated and implemented career pathing and leadership development initiatives to retain high-caliber, well-performing staff, through internal talent advancement, while equipping leaders with the necessary skills for progressive career trajectories.• Strategically developed multi-channel recruiting plans that led to $100k in cost-effective hiring solutions and achieving an 82% hourly employee fill rate (up from 65%).

Global Transportation company with 90,000 employees and revenue of $30BBuilt an HR organization to support a small start-up technology division, drove talent acquisition/management planning, implemented HR best practices to support a rapid expansion plan, and standardized human resources policies for 150 employees.• Streamlined HR for maximum efficiency by standardizing HR policies, procedures, and payroll systems across four previously separate operating groups into a new single organization.• Partnered with a third party to conduct an organizational design initiative and establish a job family architecture, compensation guide, and career pathing/tracks.• Developed recruitment strategies to align with the Company's rapid growth trajectory and competitive market positioning with cost savings of $70k and a reduced time to fill to less than 90 days.

Influenced IT solutions area leaders on change and transition management, applying thought leadership on Transformational Leadership principles. Coached 2 HR professionals supporting 400 employees. • Strengthened employee performance through targeted feedback and development programs, resulting in a 20% increase in team productivity.• Created and delivered, in collaboration with team members, a Talent Dashboard for IT solution area leadership with specific metrics to gauge its workforce's attraction, engagement, and development.• Guided talent development meetings focusing on performance feedback, contributing to a 30% increase in internal promotions due to targeted skills development.

Global retail organization with over 4,000 employees and revenue of $4BDrove HR initiatives, best practices, and objectives in an employee-centered performance culture emphasizing entrepreneurial spirit, agility, and data-driven decision-making. Coached 3 HR professionals supporting 325 employees.• Led the development and facilitation of the first divisional annual global talent review and succession planning, effectively identifying critical talent gaps that drove targeted talent acquisition strategies and enhanced organizational capability and readiness.• Concepted and created an Executive HR dashboard using data to illustrate that high turnover was directly related to workforce allocation and poor retention, adversely impacting goal attainment.• Executed a strategic workforce planning initiative and conducted a large-scale market analysis that increased retention and accelerated talent acquisition.• Implemented creative recruitment strategies that enhanced candidate experience, leading to a 35% increase in positive feedback and a significant boost in employer brand perception.

Nation-wide rehabilitation organization with 35,000 employees and revenue of $6BLed human resources talent management/development strategies for 800 employees.• Through engagement surveys and outcome-based action plans, regional leadership collaborated to improve employee engagement scores by more than 5%.• Led a region-wide initiative focused on delivering a more robust onboarding experience, which achieved an annual increase in new employee retention to 20% and new employee productivity to 6%.