Promoted to Adjunct Professor II in the Department of Management.

Management & Leadership - Fall 2019, Spring 2020, Spring 2021, Fall 2021Strategic Management - Fall 2019, Fall 2020, Spring 2021, Fall 2021, Spring 2022Organizational Leadership - Spring 2019, Spring 2020, Fall 2020

Create and implement all business processes, policies, organizational structure, company culture, start-up plan, and strategic goals for a brand-new, quasi-governmental, sustainability-focused finance authority. Lead the bank’s administrative, operations, budgeting, entrepreneurship, human resources, equity and inclusion, marketing, communications, external relations, information technology, strategic planning, business development, fundraising, and facilities management. Manage, negotiate, and execute all vendor and insurance contract relationships to ensure comprehensive coverage for all aspects of the bank. Develop the bank’s long-term staffing plan, recruiting, and hiring a team of 20 full-time and 6 intern positions. Liaise with the Board of Directors and key government constituents to provide overall guidance and support for mission execution. Build and manage budget in excess of $125 million, including capital deployment, commercial lending, financial targets, forecasting, and operations.

As Director of Operations I was responsible for the organization’s day-to-day functioning, including strategic planning, human resources, marketing, communications, IT, organizational effectiveness, and administrative programs. I led the development, implementation, and maximization of internal systems and policies that support the DC Green Bank’s mission and ensure its long-term productivity and success.

Managed the inaugural Human Resources contract staffing practice for the Northeast region. Created the strategic recruiting and business development plan to drive performance metrics, build candidate pipelines, and forecast a long-term financial plan for the new division. Hired and led a team of 2 recruiters in the day-to-day responsibilities of full-life cycle recruitment and external client management for contract, contract-to-hire, and permanent staffing solutions. Communicated with internal and external stakeholders on successes and challenges, while incorporating change management strategies with existing teams to promote the sale of contract staffing. Trained staff on recruiting strategies, managing candidate pipelines and expectations, performance reporting, client relationship management, use of social media and e-recruiting, negotiation, lead generation, referrals, and utilizing the CRM and other online recruiting tools. Consulted with clients on creating recruiting, retention, development, and succession plans.

Managed the leadership team, the retail staffing branches and Kelly Education staffing, for the Maryland, Washington, DC, and Northern Virginia commercial territory of Kelly Services. Directly supervised a branch manager, account talent manager, direct hire talent recruiter, 3 account executives, and 6 recruiters. Indirectly managed the partnered staffing accounts team to increase significant account growth in the territory. Created and led the training and ongoing development processes for all employees in the market to ensure proper procedures, protocols, and company policies are adhered to. Set daily, monthly, and quarterly territory-wide goals to ensure financial growth and stability of business. Managed sales, recruitment, payroll, and office budget in excess of $2 million.Key Contributions and Accomplishments Increased territory profitability to meet 134% of bottom line budget in first three months, exceeding the gross profit line by over 10%. Improved client relationships, territory-wide, to rebuild trust while decreasing the final time-to-fill delivery rates. Led territory recruiting and sales in the absence of the territory vice president, including forecasting business, developing sales growth strategies, and building camaraderie of internal employees.

Served on the territory leadership team, managing the Maryland and Washington, DC commercial markets of the company by creating vision, strategic planning, maximizing profits, and driving a team of 4 recruiters and 3 account executives. Led the recruiters in screening, hiring, placing, and evaluating 250+ temporary employees and several direct-hire positions. Drove account executives in increasing market sales and gross profit margins of contract, contract-to-hire, and direct hire solutions to streamline talent acquisition and retention. Created and maintained relationships with over 100 customers utilizing workforce solutions from the company, focusing on customer growth and retention. Oversaw the daily office operation to conduct company business and exceed recruiting and business development targets. Managed sales, recruitment, payroll, and office budget in excess of $1 million.Key Contributions and Accomplishments Increased branch profitability during first year by 128%, leading team to performance bonuses for the first time in three years. Managed 100% turnover in staffing, recreating culture, customer and employee trust, and local brand in the market. Promoted from managing Baltimore area market to Maryland and Washington, DC markets based on performance, team accountability, and production.

Served on the department senior leadership team and as the chief human resources officer to provide vision, strategically plan, and supply direction for the 300 Housing & Residence Life staff and 5200 on-campus students. Created learning environments and directed co-curricular learning and development for on-campus students, emphasizing the importance of the university’s values in education. Lead all human resource efforts for multiple levels of staff, including training, talent acquisition, talent management, evaluations, conflict resolution, motivation, change management, and increasing staff satisfaction. Supervised 7 professional staff managers and indirectly 140 paraprofessional staff. Co-managed the department budget in excess of $30 million (directly $1 million).

As an assistant director of residence life, served as the senior talent acquisition manager and recruiter for 30 professional staff and 300 student staff positions. Managed the full life-cycle recruitment, onboarding, and compensation processes through the HRIS (Taleo), as well as the talent acquisition teams to select and hire the most qualified candidates. Created and marketed position descriptions to obtain premier talent in a highly competitive field. Incorporated electronic recruitment and interviewing strategies to increase productivity and efficiency in the talent acquisition processes. Coordinated all candidate and new employee communication and orientation processes; revamped the internal onboarding processes for all positions. Liaised with the university’s human resources department in specialized areas such as EEO, offers, succession planning, employee relations, compensation, benefits, training, and development. Managed recruitment, training, and development budget of $100,000.Key Contributions and Accomplishments Created and implemented a strategic recruitment plan to revamp an outdated talent acquisition process to align with the department vision, core values, growth, and culture to better reflect the day-to-day experiences to candidates. Trained department staff in human resources compliance and current trends for new recruitment strategies. Increased number of minority hires and retention from 7% to 45% in under three years.

As an assistant director of residence life, developed a comprehensive training, development and talent management, performance evaluation, and retention program to maximize performance, competence, and efficiency in departmental operations and expectations. Developed targeted learning outcomes and assessment strategies to evaluate the effectiveness, organizational outcomes, and knowledge gained from training efforts. Collaborated with the director to resolve standard human resources issues. Oversaw the bi-monthly department staff meeting to address on-going training issues, current trends in the field and the university, regular operations, and staff development initiatives. Key Contributions and Accomplishments Created an on-going training series for staff to develop and adhere to national organizational competencies—topics include social justice and inclusion, leadership development, supervision, and motivation. Generated and managed timekeeping and evaluation procedures complying with the Fair Labor Standards Act.  Overhauled the department’s standard operating procedures to ensure accuracy and provide most up-to-date resources.

Provided vision and day-to-day leadership to a residence hall community, in line with the divisional goals and values, supervising 2 leadership staff and 18 paraprofessional staff. Created and implemented a comprehensive community development plan to engage students in service and skills to become productive citizens—plans included research, lesson planning, and assessment. Recruited to lead and mentor three living-learning communities; including the Multicultural Opportunities & Social Awareness Interest Community (MOSAIC), WING (first-year student leadership development), and Hypatia (women in engineering). Managed and mitigated major crises for the 9100 students living on campus. Managed $10,000 budget.