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Roles
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HR
🧨33%
Consulting
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United Arab Emirates
🇹🇷33%
Turkey
Work Background
1st Simple People Solutions LLCHR Lead Organizational Design Liaison - Diversified
Sep. 2023 - Apr. 2024United StatesHR Lead Organizational Design Liaison - Diversified · Contract · Project Phoenix
Global Technology Organization. •ERP implementation to Oracle NetSuite and Openair project Phoenix. Hired as HR Liaison between the OCM team and HR to lead the Organizational Design and Job Role responsibilities with KornFerry implementation in alignment with Project Odyssey and provide Training and upskilling recommendations. Skills: Job Analysis · Job Descriptions · job architecture · Change Management · Skill Assessment · Stakeholder Analysis
1st Simple People Solutions LLCHuman Resources Consultant - Master ConcessionAir, LLC
Mar. 2023United StatesHuman Resources Consultant · ContractMaster ConcessionAir, LLC · Contract
Providing Expert HR and Organizational Design services to a National Aviation Food and Beverage client to facilitate processes in recruitment, employee handbook, policies, and procedures. SOP for operational functions and SOP for HR functions to include Job Architecture, Employee Relations, and Leave administration.Providing Expert HR and Organizational Design services to a National Aviation Food and Beverage client to facilitate processes in recruitment, employee handbook, policies, and procedures. SOP for operational functions and SOP for HR functions to include Job Architecture, Employee Relations, and Leave administration. Skills: Employee Handbooks · Policies & Procedures Development · HR audit · Strategic Recruitment Planning · SOP Development · Job Analysis · Leave of Absence Management · Compensation Structures
Southern New Hampshire UniversityAdjunct Faculty Human Resources and Talent Management
Nov. 2022Teach, mentor, and coach all levels of experienced business leaders in the arts and science of leadership and learning and training.
CDR CompaniesHead of Human Resources
Jan. 2021 - Mar. 2023United StatesHead of Human Resources - Federal Contracting Firm Providing National Healthcare, Engineering & Emergency Management/Disaster Response Services
Tapped by executive leadership to transform the human resources department post consulting engagement. Oversee a Remote team of 15 all HR Professionals, Recruiters, Generalist and HR Business partners virtually to ensure HR compliance, employee relations, HRIS, payroll, benefits, recruitment, and training and development for all 3 arms of organization.
Analyzed trends and metrics to develop solutions that encouraged modernization of a scaling fast growth start up human resources department; Overhauled SOPs, optimized job descriptions and compensation structures, and wrote a multi-state employee handbook.
Rectified compliance issues, streamlined policies, and educated executive leadership on Affordable Care Act (ACA), Leave Management and Interactive Process, Federal Labor Standard Act (FLSA) pay practices, Workers Compensation, OSHA, Affirmative Action/EEO, Joint Employment, Drug Free Workplace, and 1099s compliance for over 15 states and Federal contracts Recruited and Staffed 1000 bed critical care field hospital within a very short timeline after Hurricane Ian, in addition to staffing 10 shelters prior to the storm, and deployed 300 debris monitors and 100 call center agents to aid recovery efforts.
Managed employee relations and facilitated critical conversations and programs to increase employee satisfaction, Addressed and resolved escalated issues, leveraging strong conflict resolution and emotional intelligence and Mediated conflict and employment issues to avoid litigation.
Mitigate client’s employee relations litigation risk by closing 30 investigations in 3-weeks. Developed and delivered staff training on conducting employee investigation. Developed and implemented Standard Operating Procedures (SOP) and checklists. Spearhead and oversight of HR portions of Mergers and Acquisitions.
1st Simple People Solutions LLCExecutive Human Resources, Org. Design/Development and Learning Consultant
May. 2020United StatesOrganizational Design and Human Resources Consultant, HR Infrastructure, Compliance, Project Management & Process Improvement Serve as a Subject Matter Expert to audit, evaluate, and recommend solutions to improve processes & and compliance, employee relations, HR policies, reporting effectiveness, and lead change management.
Lead HR project of ERP, HCM, ATS implementation and Data conversion leading change management, training, and organizational design. Identify the needs of customers promptly and efficiently. Audit the company's legal documents to verify compliant policies and procedures. Analyze key performance indicators to identify effective strategies. Analyze job requirements to establish criteria for classification, selection, training, and personnel functions. Identify areas for improvement, narrowing focus for decision-makers in making necessary changes. Set specific goals for projects to measure progress and evaluate end results. Create plans and propose solutions to problems related to efficiency, costs, or profits. Monitor operations and review records and metrics to understand company performance.
Develop organizational strategies, conduct full HR and Operations Design alignment audits, create nationwide and industry-specific employee handbooks and policies for Non-profit, Federal Contracting, Engineering/Construction, Healthcare, Aviation, Emergency Management and Disaster Response, Food and Beverage, Manufacturing, Retail, Global IT, etc. and develop animated training videos.
Conduct, Analyze, Recommend, and implement Annual and Pulse Engagement surveys and Stay/Exit interviews, Benefits surveys, communication surveys, etc. Analyze data and provide recommendations leading the implementation of programs.
Mitigate client’s employee relations litigation risk, develop, and deliver staff training on conducting employee investigation. Develop and implement Standard Operating Procedures (SOP) and checklists.
Nicklaus Children's Health SystemHead of Corporate Human Resources and Organizational Design/Development & Learning
Dec. 2015 - Apr. 2020Helmed HR strategy, $27M P&L, and mentored 27 direct reports and 150+ indirect across budgets and compensation, benefits, employee health and wellness, childcare center, employee accommodations, safety & security, learning and development, and the volunteer program. ➟ Launched innovative human capital initiatives in line with business strategies and growth goals. Enhanced succession planning and grew internal promotions 57%; Reduced newly promoted leader transition by 38% with 6-month onboarding process.
➟ Amplified retention rates and generated $2.8M by streamlining digital hiring and onboarding process efficiencies. Achieved 98% employee engagement ranking against national benchmark for 5 consecutive years.
➟ Slashed employee relation issues 18% with $9M cost savings in potential annual litigation by tracking, trending, and utilizing data analytics for employee relations, in addition to implementing interventions/compliance training. ➟Drove change management during system implementations and modernization of Human Resources Information System (HRIS) leveraging John Kotter’s model.
➟Analyzed each department's training needs and developed new training programs based upon data collected. Presented training information via role playing, simulations and team exercises
➟Created testing and evaluation procedures to assess performance before, during and after training sessions using Kirkpatrick's Four Levels of Training Evaluation
➟Designed training modules implementing strategic business practices and organizational behavior training concepts. Conducted evaluations of training courses to uncover areas in need of improvement. Monitored training costs to maintain training budget Awards ✨Becker’s “Top 150 Places to Work in Healthcare” ✨Fortune Magazine’s “Best Place to Work for Millennials” and “50 Best Workplaces for Diversity” ✨ “Top 125” for Training Magazine for 8 consecutive years
Nicklaus Children's Health SystemDirector of Organizational Talent Effectiveness and Engagement
Jul. 2011 - Dec. 2015Championed employee experience during rapid organizational growth creating award-winning initiatives focused on engaging, developing, and retaining talent while improving performance. Provided oversight for $9M P&L while directing a team of 13 HR business partners, recruiters, onboarding professionals, and employee communications specialists. ➟ Pioneered recruitment strategies and orchestrated innovative programs to mitigate organizational growing pains. Diminished cost-per-hire and time-to-fill by 50%; lowered first-year attrition from 32% to 10%.
➟ Leveraged lean methodologies to create training programs focused on developing emerging leaders. Achieved 85% graduation rates of career path program. ➟ Led change management processes training 2,900 employees on Electronic Medical Records implementation within 6 months and through organizational wide HRIS/ERP systems changes, by developing a plans minimizing employee resistance and accelerating adoption, assessing employees through on-site observation and interviews to determine strengths and weaknesses in work performance, methods and team functions, creating training programs to support organizational changes involving employees' day-to-day operations, leveraging prescribed change management tools such as impact analyses, enablement plans and readiness assessments to support updates.
➟Identified success metrics and regularly reported on progress and gaps. Built cohesive messaging and executed plans with consistent voice, processes, and tools to achieve targets. Evaluated internal systems and prepared training initiatives to mitigate ongoing problems Awards: ✨ “Top 50 Companies That Care” by People Magazine
✨“Best Workplaces in Healthcare” by Fortune Magazine
✨“Top 100 Best Places to Work in IT” by Computerworld
Nicklaus Children's Health SystemTalent Succession and Performance Manager
Apr. 2009 - Jul. 2011Tapped by VP of HR for newly created role focused on orchestrating and leading talent succession planning initiatives throughout the organization. ➟ Collaborated closely with leaders across the organization to develop talent plans, calibrations, and talent profiles within Success Factor. Identified internal successors for 50% of all key positions.
Nicklaus Children's Health SystemManager, Employee Shared Service
Dec. 2007 - Apr. 2009Mentored a team of 5 onboarding, benefits, compensation, and HR generalists on employee relations, corporate compliance, recruitment, hiring, onboarding, and training for 2,600+ employees.
➟ Established internal service center for rapid response to employee needs and provided team with scripted SOPs for continuity of services.
Pinkerton Government ServicesRegional Human Resources Manager
Aug. 2006 - Jun. 2008Selected by Government Services arm of Securitas to lead market labor analysis prior for military and private contract biding. Role grew to encompass overseeing national human resources operations encompassing benefits and compensation administration, corporate compliance, and talent recruitment, acquisition, and training for 5,000 employees and 27 branch managers across the US and Puerto Rico. ➟ Implemented rigorous documentation processes and leadership training to defend company against Title VI, FLSA, ADA, FMLA, OSHA, Uniformed Services Employment and Reemployment Rights Act (USERRA), sexual harassment, and affirmative action allegations saving +$10M.
➟ Transitioned the organization from paper-based, manual operations to automated electronic systems, synchronizing physical records to digital HRIS data.
Securitas Security Services USA, Inc.Human Resources Manager
May. 2002 - Aug. 2006Developed total compensation and benefits packages for contract bids and operationalized those winning bids of airport support services. ➟ Within 60 days, onboarded 900 employees and later led the transition of 429 national/Puerto Rico airports to TSA.
Ampco ProductsRegional Human Resources Manager - Manufacturing
Sep. 2000 - May. 2002Recruited to build HR department from ground up; collaborated closely with President and General Managers to develop and implement HR policies and procedures. ➟ Expanded employee services 8% and reduced benefit costs 22% while maintaining cost-neutral workforce.
➟ Slashed worker's comp claims by 42% and reduced turnover by 50%.
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