Feb 2022 - Aug 2024

Organizational Development Manager

Avantax

Led the Talent Management initiatives as a member of the Sr. HR Leadership team. Enhanced the employee value proposition through results-focused strategies, programs, and processes. Leveraged analytics-driven solutions to design and optimize talent programs and maximize organizational effectiveness in the following ways:

• Designed and implemented the infrastructure for a new career pathways program leveraging essential competencies which increased visibility into team performance and provided training/development resources for employees.
• Helped the organization achieve the “Great Place to Work” badge from external ranking organizations by leading programs and projects designed to enhance the Employee Value Proposition.
• Aligned values during a rebrand from Blucora to Avantax. Led focus groups to understand the concerns of employees.
• Worked cross-functionally to complete multiple acquisitions ($1B in new assets). Planned onboarding for ~50 new employees.
• Enhanced TA capabilities by designing the selection strategy for ~600 seasonal Tax Experts and Executive KPI dashboards for open roles.

Nov 2020 - Feb 2022

Sr. I/O Psychologist - Personnel Selection

The National Institutes of Health (NIH)

I co-led change management to bring the NIH (a federal agency with 18,000 employees) into compliance with new HR regulations during the COVID-19 pandemic. Working cross-functionally, I transformed talent selection processes for health-related jobs at the agency in the following ways:

• Created and launched selection assessments for high priority ~40 job families, including epidemiologists, pathologists, and others.
• Reduced the time it took NIH to fill critical health-related positions (from 90 days to less than 45).
• Designed a training series (5 courses) for ~200 HR specialists on the new talent selection strategy.
• Led a task force of ~30 HR specialists and trained them to design a variety of standardized assessments used in the Federal selection process.
• Managed inventory of customized assessments and performed extensive system testing to ensure weighted scoring algorithms functioned properly.

Apr 2019 - Nov 2020

Talent Development Analyst

Young Presidents’ Organization (YPO)

I modernized talent identification for a for a global leadership community with 34,000+ CEOs in 140+ countries. I played a strategic and data driven role in moving the association from an open nomination model to leveraging real time dashboards and in-depth talent pools for CEO Champions into needed roles in the following ways:

• Enabled the organization to identify key internal CEO talent to fill ~5,000 annual roles globally by mapping qualifications to key talent/role profiles.
• Designed robust talent pools to derive insights and address key industry and leadership diversity needs globally.
• Designed and implemented real-time succession planning dashboards by leveraging Smartsheet and Tableau CRM.

Sep 2019 - Apr 2020

Sr. I/O Psychologist - Organizational Effectiveness Consultant

Stone Door Group (SDG)

As an external Organizational Effectiveness consultant, I created a data-driven strategic plan to improve talent identification for an IT professional services firm. After conducting a deep-dive analysis, I developed a framework and assessment strategy to improve employee selection. I also acted as a key advisor to senior leadership on human capital issues in the following ways:

• Led business strategy workshops aimed to enhance the employee value proposition and reimagining of the company’s mission, vision, and values.
• Designed talent profiles outlining required skills/competencies for jobs resulting in more effective allocation of resources to key projects.
• Positioned the organization to improve the performance, efficiency, and visibility for human capital management as they built their internal talent marketplace.

May 2017 - Dec 2019

Head of HR / Director of Human Resources

LTC Pharmacy Management

I led, rebuilt, and modernized the organization’s HR department, by deploying a strategic delivery model. I aligned the organization’s mission, vision, and values while transforming overall operations to increase efficiency and enable growth in the following ways:

• Managed and mentored a team of regional HR Business Partners to support growth & expansion of business.
• Enabled the organization to grow from 80 employees in 3 locations to 500+ across 7 locations by laying out scalable people operations model.
• Designed Talent Acquisition strategy and served as focal point for M&A activity as newly acquired pharmacies joined the organization.
• Configured and implemented organizations first LMS and HRIS solutions.
• Transformed performance management process by integrating with core competency model.
• Designed and implemented organizations first compensation philosophy and pay matrix.
• Partnered with benefits to broker to enhance offerings and convert company from Simple IRA to 401K with matching program ensuring compliance with ERISA requirements.

Jun 2014 - May 2017

Human Resources Manager

Reinhart Foodservice (Now Performance Food Group)

I oversaw all HR functions for a food-service distribution center with ~500 employees. Working cross-functionally, I led compensation, benefits, recruitment, compliance, safety, performance management, training, and much more. I also coordinated tech implementations and user training in the following ways:

• Entrusted with turning around a struggling Louisiana location, taking the company from the worst to the best in employee attrition and safety (saved ~$600K per year). Replicated success by traveling to support over 10 divisions with projects across selection, employee relations, systems/process standardization and more.
• Maintained active travel schedule (2-3 weeks a month) to support HR efforts throughout the region while still supporting home division.
• Served as a Super User on a project team to plan and execute large scale ATS conversion companywide for 18,000 employees.
• Launched succession planning and employee development, helping the org identify its high-potential employees and strengthen internal mobility.
• Member of task force responsible for converting acquisition of Great Lakes Coca-Cola to new systems and standards.