As the Senior Director of People and Organizational Development (SDPOD) I focus on developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of organizational growth, talent management, performance management, training and development, compensation strategy, and benefits administration. My scope provides strategic leadership by predicting and analyzing organizational needs and implementing strategies to support those needs.

Consultant offering support with strategic direction in the areas of organizational development, budget planning and execution, recruitment strategy and practice, human resource practice, salary equity, and policy development.

Accomplishments • Lead HR strategic planning and execution with an administrative budget of $250M.• Recommend organizational structure and staffing levels that complement business growth goals. • Oversaw organizational headcount growth of 20 to 120 people within 3 years.• Instilled collective management excellence values through extensive training and in-depth discussion groups that enabled leaders to grow and retain existing teams.• Formalized fair and equitable compensation structure for non-union leadership employees.• Cultivated talent development and diversity plan to bolster recruiting, employment, and retention goals. • Overhauled budgeting, staff development, benefits, and legal regulations that resulted in more effective hiring process for entire organization. HRIS System• Laid the groundwork for HR data digital transformation in response to rapid headcount growth.• Designed migration of 150+ hardcopy files to a new Human Resources Information System (HRIS). • Ensured phased approach rollout with tailored training and communication across HR and leadership teams.• Streamlined solution led to 100% adoption rate and increased productivity by 20 hours/week.Union Negotiations• Navigated a complicated collective bargaining contract for union employees over a period of 6+ months. No business disruption resulted from extended contract timeframe.• Struck a thoughtful and data-driven balance between wage increase asks and organizational budget that led to right-sized adjustments based on role type.• Final contract seamlessly integrated with existing finance operations and received positive feedback from majority of union employees.

Accomplishments • Lead HR strategic planning and execution with an administrative budget of $250M.• Directed the administration of benefit programs including health, pension, death, disability, workers’ compensation, and unemployment.• Spearheaded policies to ensure compliance with wage, salary, and equal employment opportunity laws.• Upheld operational rigor and process for broad range of HR functions including employee relations, performance management, HR liaison for legal issues, recruiting, onboarding, and space planning.ATS System• Identified gap in ability to effectively view, track, and retain recruiting and candidate data in response to increasing number of positions.• Defined metrics to better guide recruiting strategy and customized Applicant Tracking System (ATS) to rigorously track and report on key performance indicators (KPIs).• Increased hiring capability and reduced cost on recruiting efforts and improved hiring manager and candidate experience with unified and transparent process.Workspace Planning• Mitigated overarching concerns of disparate experience between teams due to upcoming workspace area expansion.• Led conversations to understand feasibility of potential solutions and implemented adjustments to new workspace area that were well-received across the board.• Continued solution as a working model which bolstered efficiency, productivity, and morale for future workspace shifts.

• Managed employee satisfaction program that surfaced valuable insight into morale, retention, and talent development.• Built numerous end-to-end operational processes to streamline investigations, employee data, and inventory activities.