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ChangeEngineAdvisory Network Member
Dec. 2024ChangeEngine's mission is to revolutionize internal communications in the age of remote work using a cutting-edge technology platform inspired by proven marketing principles. Our software solution significantly boosts employee engagement and enhances business performance. As an Advisory Network member with [your specific expertise], I’m contributing to the creation of the first all-in-one internal communications technology that delivers tangible, measurable results. ChangeEngine's platform isn’t just another app – it's a comprehensive tech ecosystem for employee engagement.
DispatchChief People Officer
Oct. 2022Orange County, California, United States
Envista ForensicsChief People Officer
Jan. 2021 - Jan. 2022Orange County, California, United StatesPromoted to drive HR due diligence efforts to strengthen multiple Merger & Acquisition (M&A) deals. Subject Matter Expert (SME) and key decision maker assessing performance development, talent acquisition, and retention strategies; provide HR guidance to CEO through policy administration and interpretation. Created processes that enabled HR and business leaders to positively impact operations including goal setting, leadership training, selection, and onboarding new tool/system. Strengthened Diversity, Equity & Inclusion (DEI) framework globally by serving as key culture change agent. Human Resources | Team Management | Employee Development | Business Administration | Succession Planning | Performance Management | Talent Acquisition | Employee Retention | Policy Administration | Process Improvement | Employee Relations | Executive Communication | HRIS | Database Management | Budget Administration | Resource Allocation | People Management
Envista ForensicsVice President, People & Culture
Jan. 2020 - Jan. 2021Chicago, Illinois, United StatesProvided strategic HR direction on recruiting, hiring and retention, fostered an inclusive workplace culture to increase employee retention. Collaborated with President and Executive Leadership Team to uncover short, medium, and long-term resourcing issues, providing constant talent pipeline. Managed HRIS metrics and analytics reporting; maintained compliance with federal / state regulatory credentialing, ensured up to date to regulatory compliance associated with international staff. Strategic Planning | Data Analysis | Hiring | Employee Retention | Leadership | Performance Management | Training & Development | Document Management | Employee Development | Payroll | Program Management | HRIS | Onboarding | Process Improvements | Multi-site Management
Project Management Advisors, Inc.Vice President, Human Resources
Jan. 2018 - Jan. 2020Chicago, ILTransformed organizational human resource department, enhancing internal employee engagement and talent acquisition processes. Partnering with C-Suite and Board of Directors, to support organizational advancement and growth. Effectively led a team HR professionals to cultivate a unified, values-based culture and brand. Human Resources Management | HRIS Implementation | Policy and Compliance Development | Team Building | Employee Engagement | Cross - Functional Team Collaboration | Talent Acquisition | Succession Planning
HNTBAssistant Vice President, Human Resources Director
Jan. 2015 - Jan. 2018Chicago, ILEffectivley directed Human Resources for a division consisting of 700+ engineers providing executive consulting to C-Suite level management regarding talent management, employee relations, & incorporation of employee benefits packages. Acted as a change agent to influence a more inclusive company culture based on a foundation of diversity, productivity, internal relationship management, and effective communication. Devised and formulated strategies aligned with organizational advancement initiatives, enhancing talent development and employee relations. Developed an employee engagement survey to lead to 2nd best retention rates in the firm. Streamlined talent management leadership development and performance-based compensation processes across teams to improve retention by 30% making the division the 2nd best in retention across the firm. Talent Development | Employer Branding | Strategy Development and Implementation | Executive Coaching | Cross Functional Team Collaboration | Employee Engagement | Talent Acquistion
Zurich North AmericaAssistant Vice President, Human Resources Business Partner
Jan. 2013 - Jan. 2015Greater Chicago AreaActed as HR Business Partner for Finance/Actuary, Corporate Law and Compliance, Strategic Execution, as well as the Office of President/CEO. Collaborated with HR Business Partners and managers to identify key attributes, development assignments, and performance metrics to ensure high potential candidates grew in development roles. Implemented a national, high potential development feedback system that showcased talent to senior leadership that ensured these leaders were promotion-ready within 18 months. Co-facilitated annual succession planning and organization review sessions with the management team and developed tools and development assignments to revitalize the high-potential leader program. Recruited by Indonesian COO to complete 90-day assignment involving the creation of employee engagement strategies and organizational design. Partnered with Indonesian Leaders on creation of Employee Value Proposition which was adopted and used as part of employee branding and to attract top talent. International Human Resources | Talent Development | Compensation Analysis | Talent Acquisition | Employee Relations | Global Mobility | Succession Planning | Leadership Development
Farmers InsuranceSenior Human Resources Business Partner
Jan. 2011 - Jan. 2013Los Angeles, CAPartnered with new President of Personal Lines to implement new organizational structure and strategy. Successfully implementing effective Talent Acquisition strategy resulting in $600k savings within 11 month timespan, employee promotions and profitable growth. Quarterbacked a 360-degree feedback session for each senior leader within Personal Lines, R&D which involved employee and manager-level feedback to create executable developmental plans. Consulted on first major Distribution transformation in a 15-year period to change the business model for home office and 10 designated territories across the United States, resulting in 210 employees being impacted, and 80 of 124 open positions being filled in a one-month period. Organizational Development | Organizational Design | Talent Development | Talent Acquisition | Executive Leadership | HR Strategy
RSM US LLPRegional Human Resources Manager
Jan. 2006 - Jan. 2011Irvine, California, United StatesLead the HR Team for Western United States to support Tax, Audit and Consulting lines of business. Acted as HR Business Partner to Regional Partners in Charge and Management Teams. Contributed to employer branding initiative by securing board of director seats across multiple campuses and other environments for key leaders resulting in an increase in top candidates' acceptance rate by 35% in the first year. Reengineered performance management program firmwide resulting in a 50% reduction in administrative time for managers/employees. Performance Management | Succession Planning | Talent Development | Campus Recruiting | HR Operations | Team Management and Development | Mergers and Acquisitions
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