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Currently seeking new opportunities as Chief Human Resource Officer, Chief People Officer, Head of People, VP of People, or similar with a financially viable, mission-driven, high-growth, private organization within the SaaS industry.

Chief is the private network executive women rely on to maximize their leadership impact through access to a vetted executive community and valuable insights. Founded in 2019, Chief is the largest community of senior executive women, representing more than 10,000 companies and 77% of the Fortune 100. Chief has been recognized as one of TIME’s 100 Most Influential Companies and one of Fast Company’s Most Innovative Companies.

Supporting compensation projects.

Galileo is a medical practice working to improve the quality and affordability of health care for all, operating across 50 states.Recruited to collaborate with the CPO in building the HR organization for a company of 160 employees and 4 entities and promoted to the senior executive team after their unexpected departure. As a senior executive, I expertly scaled and led the HR, credentialing, talent acquisition, and office management functions. Under my leadership, the company experienced rapid growth, doubling its size within a year.- Collaborated with executive leadership to align talent strategy with the company growth plans following Series D Funding. Ensuring that hiring plans and workforce strategies aligned with its expanded goals.- Strategic partner to the executive team, providing insights on talent trends, potential challenges, and opportunities. Collaborated with leadership to develop a people-centric strategy aligned with the business objectives.- Ensured compliance with employment laws and regulations as the organization grew. Establishing and enforcing HR policies and procedures to mitigate legal risks and maintain ethical practices.- Evaluated and enhanced HR infrastructure, including systems and processes, to accommodate the increased workforce and organizational complexity. - Spearheaded a strategic two-year initiative to transition the organization from reliance on a Professional Employer Organization (PEO) to establishing an independent platform with tailored benefits, culminating in successfully implementing a self-funded health plan- Led the team that successfully orchestrated small and large-scale events, including the inaugural all-company meeting, regional holiday parties, virtual competitions, and a recurring three-day new hire experience called “Live in New York.”

Supported a wide variety of human resources activities across multiple functions including but not limited to HR policy and process, payroll, benefits, onboarding, off boarding, recruiting, compliance, and the employee experience.

PerfectServe accelerates speed to care by optimizing provider schedules, streamlining clinical communication, and engaging patients and their families in the care experience. Their cloud-based software simplifies complex clinical workflows and schedules with secure and timely communication by dynamically routing messages to the right person at the right time.As executive leader, developed and executed all HR functions for a workforce of 320 across 4 locations and 2 countries. Through hands-on leadership, managed complex international needs while also leading DE&I, People and Culture Committee, and Change Champion Network. Coached, mentored, and led a team of 14 HR and administrative professionals in staffing, recruitment, benefits and compensation, training and development, HRIS, regulatory compliance, and office/site management. Managed $2M budget. - Valued contributor to strategic M&A decisions. Conducted due diligence, assessed HR cultural compatibility and talent impacts, and led successful integrations, including Telmediq & Lightning Bolt Solutions, company’s largest acquisitions to date. - Elevated effectiveness of talent management by introducing a lifecycle approach focusing on forecasting, staffing, onboarding, development, performance management, career and succession planning, talent mobility, and retention. - Headed the project to consolidate 2 offices with 200 employees and eliminate dual expenses. Selected new site in collaboration with COO and CFO; negotiated lease; designed and decorated new office in partnership with building management, contractors, and internal stakeholders to ensure all departmental needs were met; and directed furniture move. Under one roof, employee engagement noticeably improved. Reduced company liability by $120K per year by negotiating closure of CA office during COVID-19 pandemic.

Recruited to build and develop HR organization when company consisted of 160 employees in 1 country. Led 3 HR professionals in staffing, recruitment, benefits, compensation, training and development, HRIS, and regulatory compliance. Managed $1M budget. - Enabled acquisition and retention of higher-performing talent by developing a company-wide compensation plan that included base pay levels informed by market analyses and a performance-based incentive program. - Accelerated development of Corporate University with online, in-person, and role-specific training. Hired trainers to conduct technical and soft skills training; implemented Learning Management System. - Improved quality of analytics, reporting, and planning capabilities and streamlined HR operations by leading the transition from ADP to Ascentis HRIS. - Eliminated $200K in agency recruiting fees and accelerated identification and acquisition of more qualified employees by redesigning recruiting, interviewing, onboarding, and separation processes.

Supported a wide variety of human resources activities across multiple functions for this Professional Employer Organization (PEO) including but not limited to HR policy and process, training and development, talent management, performance management, total rewards, and compliance.

Tapped to be a part of a new department for the health system that facilitated Total Quality Management initiatives as an organizational intervention aimed at exceeding patient expectations through continuous improvement of the delivery of services.- Led multiple regional and cross-functional teams responsible for implementing process improvement strategies and the deployment to front line leaders resulting in a savings of over $1M annually.- Mentored/trained 20 Lean Leaders at multiple facilities providing Lean Six Sigma training and project management that improved meeting facilitation, collection of data, presentations, and overall processes of each project.- Collaborated with executives by facilitating monthly Operational Excellence Steering Team meetings at all Tennova facilities, presenting findings, and identifying new projects that increased awareness of operations, process improvement initiatives within facility, and activity of individual Lean Leaders.

As the Director of the health systems childcare program, led and managed a team of 40 employees improving overall quality of services and programs resulting in a State of TN Environmental Rating Score of 6.19 (out of 7), a 24.3% increase over prior years and the highest score in the state.Reporting directly to the VP of Human Resources and seen as a leader in the health system provided exposure and opportunities to additional initiatives for example:- Identified high performers/potential leaders, coached system administrators in succession planning and feedback through the regional talent management program ensuring promotions from within the company when possible.- Re-designed system-wide performance appraisal system, as part of Performance Management Team, which improved correlation between pay and performance, focusing on better alignment between goal attainment and rewards received.- Led the system-wide on-boarding redesign team that created and implemented new hire orientation program for newly hired health system employees, which led to a 50% reduction in on-boarding time.