Consult with clients across various industries to assess organizational needs, define business goals, and develop strategies for organizational development, employee engagement, learning and leadership development, and change management. ? Partner with clients to clarify mission and vision and design culture and engagement initiatives such as custom surveys; analyze data to understand overall health of organization culture. ? Create and implement learning and development programs to support professional development and productivity. Build full scale leadership programs for individuals, front-line managers and executive leadership. ? Conduct comprehensive HR reviews, including policies, programs, best practices, benefits and compensation plans, employee handbooks, employer branding, and compliance. ? Facilitate strategy and process development and re-engineering efforts. Support the resolution of internal conflict with creative, empathetic interventions and structured mediation.

Led HR strategy, programs, and initiatives for 1,500 employees with responsibility for day-to-day HR operations, including recruiting, talent acquisition, employee engagement, retention, on-boarding, orientation, training, and talent development. ? Directed learning and development efforts, including the school's first Leadership Development program and new online learning and development system. ? Innovated Team Re-Boot protocol and processes to aid struggling teams through cultural change initiatives. ? Improved customer service and cross-departmental collaboration by rolling out a new service excellence program. ? Updated HR systems to align with industry best practices and optimize technology usage; implemented the school's first ATS system and online on-boarding and orientation processes. ? Built and presented the business case for adding and re-purposing FTE for Recruiter and Employee Specialist positions. ? Wrote a multi-year compensation plan to raise under-paid positions to current market rates. ? Developed and supported HR employees in achieving promotions to positions with increased responsibility. Lead a team of 10. ? Served on the Mental Health Task Force and the Safety Committee.

Progressive advancement ending with Senior Human Resources Manager. Served as Interim HR Director during the search for a permanent hire. Led the HR team in planning and administration of programs and services to support over 1,200 employees across multiple states. ? Consulted and partnered with leadership teams to identify, develop, and execute strategic initiatives to improve employee performance, HR compliance, and leadership development. ? Redesigned and expanded the HR Generalist role from two to four full-time employees to support organizational needs and career pathing within HR. ? Facilitated an employee engagement survey to support management teams in understanding employee needs and drive staff retention rates. ? Regularly presented to the Board of Trustees ? Increased the training and development budget by 50%. ? Created a new catalog of instructor-led and online training. ? Mentored and developed HR staff to support their career progression and growth.