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Work Background
F. H. Cann & Associates, Inc.Vice President Human Resources
Jan. 2021 - Feb. 2022United States• Lead the operations of multiple key departments, including Human Resources, Talent Acquisition, Administration, Marketing, Facilities, and Training and Development for a federal contractor (Dept. Ed.) financial services organization.
• Mentored and led 20 direct reports throughout COE. Built talent pipeline and HR systems in connection with a rapid 50% increase/strategic growth.
• Advised and developed ownership and C-suite executives on strategic, employee, and organizational situations. Facilitated the recruitment of 400 within two months for new state and federal contracts.
• Conducted continuous talent reviews and designed/facilitated training and development curriculums for career pathing and succession management.
• Spearheaded planning and development initiatives that propelled the company's growth from 300 FTE to a projected 2,500 FTE within a year, including a successful transition from private industry to federal contracting.
• Installed new corporate values and culture through marketing, focus groups, and other employee appreciation activities.
• Procured, managed, and administered benefits and designed compensation plans.
• Maintained all regulatory state and federal compliance (ADA, OSHA, OFCCP, SCA, Affirmative Action, etc.)
EnviroVantageSenior Director Human Resources
Oct. 2019 - Jan. 2021United States• Executive leader of Human Resources, Payroll, and Talent Acquisition for a Federal contractor (DoD) environmental remediation services/construction organization.
• Planned, developed, recruited, sourced, and implemented all HR operations, including talent pipeline and recruiting, with a 75% increase in staff.
• Advised and trained C-level executives and line managers on best practices for aligning HR initiatives with short - and long-term corporate objectives.
• Implemented HR technology and planned to integrate new software systems to enhance performance evaluation, incentive determination, e-learning, and interdepartmental communication capabilities.
• Strategic planning, including designing and implementing the first-ever DOL-approved Apprenticeship program for certification in construction roles in alliance with the state of New Hampshire Department of Labor, specifically targeting women in construction.
• Through organizational development, built new corporate structure, policy development, compensation plans, and other mission-critical initiatives.
LeapFrog SolutionsVice President Human Resources
Oct. 2014 - Oct. 2019United States• Developed and implemented strategic plans that governed HR operations for a Federal contractor (FEMA) PR/Marketing firm, ensuring sustained success.
• Led and managed a team of five throughout the US.
• Led strategic planning and organizational-wide hiring initiatives and talent pipelines.
• Member of the executive team and led strategic planning for submissions of proposals for various contract opportunities.
• Through talent reviews, built a compensation plan and corporate structure of job titles, descriptions, performance management metrics, and more.
• Implemented HRIS and I.T. initiatives while lowering the administrative burden for the HR team by 50%.
• Managed and administered company health, compensation, and other benefits.
The Home DepotSenior Human Resources Manager
Nov. 2013 - Oct. 2014United States, Atlanta• Developed HR Metrics and reporting (attrition analysis, at-risk profiling, ER stats), Increasing accuracy by 90%.
• Developed and managed HR team of three.
• Led cultural change through organizational development initiatives (created core competencies for L&D), leading to an increase of about 40% in HR-initiated programs.
• Built relationships across all lines of business, better-enabling influence at all levels.
• Created employee development models.
• Worked with/coached management to address ER issues such as disciplinary actions, facility morale, training needs, etc.
• Maintained role on committee for employment law trends/review and emergency preparedness.
Merrill Corporation - Legal SolutionsSenior Director Human Resources
Oct. 2012 - Nov. 2013United States, Washington• Provided full HR support to over 800 FTE and drove training and development projects to increase performance metrics.
• Collaborated with the regional vice presidents to proactively construct an original organizational structure improving efficiencies and performance; additionally, designed and implemented career development models used with performance management.
• Investigated and prevented $20M loss of contracts while serving as a trusted advisor to executives concerning employment law, employee relations, and other sensitive matters.
• Constructed and carried out employee culture initiatives to improve employee morale and foster a culture of continuous learning.
Booz Allen HamiltonHR Business Partner (Sr. Consultant)
Jul. 2011 - Oct. 2012United States, McLean• Supported over 800 Software (Cyber security) and I.T. security-cleared employees, geographically dispersed and in security-cleared sites (Pentagon, CIA, FBI, GIS, Andrews AFB, etc).
• Built relationships with senior management, consulting on employee relationship issues, staffing, compensation, performance management, and overall adherence to government contracts (FAR).
• Dismantled silos across business units and hierarchy by conducting events and building rapport across business groups.
• Developed and executed talent management strategies for a multinational workforce of over 3,000 employees. These strategies led to a 15% increase in retention rates and a 25% improvement in employee satisfaction scores in Federal security and defense areas and engineering.
Odin's Tree ConsultingExecutive Human Resources Consultant
Dec. 2010United States, Tampa• Partner with executive leadership to develop and implement comprehensive HR strategies aligned with business goals with Non-profit, SaaS, healthcare clients, and more.
• Provide strategic insights and recommendations on organizational development, workforce planning, talent acquisition, and retention.
• Lead initiatives to enhance organizational structure, culture, and employee engagement.
• Conduct assessments and recommend improvements for HR processes and policies.
• Provide coaching and mentoring to C-suite and senior leaders, focusing on leadership development, succession planning, and performance management.
• Ensure compliance with all relevant labor laws and regulations (both private and federal sector).
• Develop and implement risk management strategies to mitigate HR-related risks.
• Guide the organization through periods of change, ensuring smooth transitions and minimal disruption.
• Develop communication plans and support change initiatives.
ABC ImagingSenior HR Director
Feb. 2008 - Dec. 2011United States• Performed full policy development and implementation, strategic planning, and operations, and oversaw HR departmental budget, managing 5 direct reports.
• Directed and guided various HR programs regarding executive management training, technology systems, compliance reporting (OSHA, VETS, EEO),
and employment law. Built the HR function, including design, policies/procedures, HRIS, benefit programs, and budget.
• Secured a $50,000 reimbursement from California through the employee training program.
• Reduced medical and dental premiums by 15% by negotiating with insurance carriers and modifying plan design.
• Promoted corporate-wide reorganization consisting of new compensation pay bands, new titles, new management hierarchy, new corporate structure, new benefits, new employee handbook, and new recruiting practices by adapting change management practices to reduce resistance and increase acceptance.
• Directed a comprehensive restructuring of talent acquisition strategies, resulting in a 30% improvement in top candidate hire rate and a 20% decrease in time-to-fill for key leadership positions by leveraging data analytics and recruitment technologies.
Whatman IncSr. HR Manager
Feb. 1999 - Feb. 2008United StatesKept a close eye on programs in order to assess their effectiveness and make proactive changes in response to changing demands. All employee claims, including performance-based and harassment incidents, were monitored and handled by me.
Held company-wide town hall meetings to communicate updates.
Acted as a liaison between various business divisions in order to improve communication.
Ensured that the company complied with all local, state, and federal laws in addition to establishing organizational standards. Developed and implemented innovative initiatives to boost employee engagement.
Collaborated with entire human resource department to discuss new ways to recruit top talent globally.
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