By end of 2016, will have completed full $15MM capital campaign for new center in the Castro neighborhood of San Francisco the impact of which will be to help San Francisco become the first city to end HIV transmission. Previously, was Board Chairman for three years and prior to that was a Board Member for four years

Rally Health helps people take an active role in their health care. We use clinical data, customized recommendations, and continual rewards to help consumers make positive lifestyle choices and navigate every touchpoint of the health care continuum. With offices in Washington, D.C., San Francisco, and Chicago, Rally Health features an executive team that has been working to transform the industry since 2010. For more information, go to http://www.RallyHealth.com.

In this role, I oversee Human Resources, IT, and Facilities to ensure the best operating environment for our employees

Oversee all of the Human Resources organization

Managed a team of 17 to provide total HR, Facilities, and Administrative support to nearly 600 employees in over 6 major worldwide locationsGuided company through major cultural values work to establish core company behaviors and to reinvigorate the work environmentDrove selection and implementation of new on-line performance management process (SuccessFactors) to ensure complete goal alignment and identify performance strengths and weaknessesCreated and implemented a competitively benchmarked global compensation structure and plan including job titles and descriptions, grade levels, salary ranges, and stock guidelines to ensure consistency and fairness in global compensation practicesCompleted highly successful stock option exchange program to ensure employee retention and boost employee morale Launched first global training initiative focused on management training and development

Managed a team of 60 to provide total HR support to over 2,300 employees in over 30 officesCreated new performance management system, along with new compensation model and philosophy, resulting in a new pay-for-performance systemStreamlined all HR processes, procedures and guidelines to ensure SOX compliance-ready status within three monthsOverhauled benefits program through use of a new benefits broker and 401k provider to create overall stronger employee value propositionChose new HRIS provider and worked through implementation to help managers have easy and timely access to employee and business information Created and taught new change management methodology and tool to help company manage through on-going changesCreated 2007 Company Communication Plan to ensure the appropriate two-way flow of communication between HQ and FieldRolled out new hire program to inculcate the values, vision, and mission of the company resulting in lower corporate attrition

Lead a team to provide support to over 600 employees which account for over $4 billion of the $6 billion in yearly BSC revenuesCreated organizational design process and led the design of the newly-created LGBU and the redesign of two oganizations resulting in streamlined business processes and the most efficient use of human capitalLead succession planning process to help identify gaps and to ensure development of the next generation of leadership resulting in seamless leadership transitionsCreated a “critical functions” review process ensuring that the most strategically important positions within LGBU are filled by top talent who are at “mastery” within their positionsLead creation of 2006 Employee Engagement Plan based on the results of survey data highlighting low scores on emotional commitment to BSC by employeesReceived “2006 Pat Boone Spirit Award” for outstanding change management leadership in the BSC HR Transformation Project

Managed a worldwide team of three, including offices in Beijing and Geneva, providing generalist support to over 400 employees in WW Sales & Marketing, focusing on organizational development, change management, program implementation, and executive coaching resulting in a more efficient, healthy, and scalable organizationManaged a team providing the creation, implementation, and viability of all employee relations programs, including EEO/AAP Planning, communications, training, consultation, and legal infrastructure with the goal of reducing costs, safeguarding company culture, and keeping employee morale high Developed strategic communication initiatives, programs, and processes to deliver company-wide messaging and branding via the intranet, as well as other communication vehicles, resulting in greater alignment in support of business goalsOversaw the implementation of all HRIS infrastructure and tool development resulting in both cost savings and employee self-sufficiency

Managed the creation, growth and incorporation of 15 international offices.Responsible for the creation and implementation of strategic programs to be responsive to business needs, including retention programs and reductions-in-force.Oversaw the rapid growth of company from 250 to over 500 employees in less than one year’s time.Formulated a company-wide culture and values program designed to ensure predictable and appropriate decision-making at all levels of the company.Acted as EEO Compliance Officer responsible for company-wide EEO planning and hiring strategies.Handled all employee relations’ issues to ensure a productive work environment and to minimize company liability.Developed company-wide training programs, including skills-based, diversity and harassment training.Strategic business consultant and coach for the Executive Team to ensure the formulation and alignment of the company organization and strategy.

International responsibility for the Worldwide Manufacturing Organization, managing a team of seven persons including one in Switzerland to provide workforce planning, organizational design, change management, and communications preparation.Provided consultation, programs, and tools that increased the capability and productivity of individuals, teams, and the organization to achieve or exceed business objectives.One of three core members of the Strategic Alliance team dedicated to outsourcing manufacturing to a contract manufacturing partner, resulting in the saving of millions of dollars each year.Managed the efficient implementation of division and corporate projects, including learning and development, staffing and compensation programs.Created strategic plans to respond appropriately to business changes and manufacturing transitions, including reductions-in-force and retention programs, resulting in both cost savings and increased employee satisfaction.

Labor Relations Attorney 3/93 - 4/97Supervised a staff of 40 persons as the EEO claims manager for the Pacific Area.Provided advice and counsel to Labor Relations and Human Resources staff throughout the Pacific and Western Areas on issues involving all facets of employment and personnel issues.Conducted training on topics such as Title VII discrimination, sexual harassment, and mediation.Hearing Officer and Step 1 decision-maker for Part 650 grievance appeals. Legislative Attorney 9/90 – 3/93Drafted legislation and regulations regarding all aspects of postal personnel and services.Met with Congressional committee staff to explain legal aspects of legislation and to negotiate favorable amendments.