Feb 2016 – Mar 2019 · 3 yrs 1 mo · Washington D.C. Metro Area

• Accountable for the submission of the region’s NCQA MultiCultural Healthcare Distinction report which certifies the Kaiser Permanente Mid-Atlantic region as one aimed at closing healthcare disparities.
• Participated in requirements to achieve #1 in 2016 and #2 in 2017 on Diversity Inc.’s Top 50 Companies for Diversity and Inclusion.
• Lead all measures relative to equity, inclusion and diversity including, but not limited to, the region’s Operating Plan, Staffing Strategies and Cultural Competency Education.
• Responsible for oversight on legislation, including the Affordable Care Act and Section 1557, to ensure our policies and practices are aligned and compliant.
• Collaborate with Regional and National leaders to develop Diversity & Inclusion strategies to drive sustainable growth, quality, and affordability.
• Serve as Chair of the Diversity Steering Committee. Partner with multiple stakeholders, including Community Benefit, Supplier Diversity and Medical Group to ensure alignment.
• Manage all language access vendors/tools to guarantee Culturally Competent Care is delivered to all patients.
• Provide strategic direction and oversight to Business Resource Groups (BRG) to enable them to advance the regional strategy and affiliate their programs with the direction of the organization.
• Design, develop, and implement curriculum, programs, and solutions that enhance the diversity, cultural competence and overall effectiveness of the workforce.
• Manage the Mid-Atlantic Talent Acquisition Team to ensure effective and efficient recruiting of qualified candidates throughout the region.
• Significantly improved hiring practices that resulted in an increase in quality, a decrease in time-to-fill and a financial savings to the organization.
• Oversight of a $1million charitable donation to three area high schools designed to build intern and mentor programs thus fostering a stronger pipeline.

Apr 2015 – Jan 2016 · 9 mos

• Identifies areas of market interest by researching industry and related events, publications, and announcements; tracking individual contributors and their accomplishments.
• Screens potential business opportunities by analyzing market strategies, requirements, potential, and financials; evaluating options; resolving internal priorities; recommending equity investments.
• Closes new business deals by coordinating requirements; developing and negotiating contracts; integrating contract requirements with business operations.
• Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
• Develops new business opportunities by representing the company at conferences, speaking opportunities, and networking events sales agreements that the company had ever won.

Oct 2007 – Mar 2015 · 7 yrs 5 mos · Greater Philadelphia Area

• Formulate strategies, communication plans and targets, and address gaps or barriers to progress and engagement.
• Develop diversity and inclusion and talent strategies to increase under-represented groups within an organization to foster growth and strong market share.
• Assist organizations with the integration of their diversity and inclusion strategies into the overall strategic plan of the organization.
• Consult and deliver on projects related to strategy planning, assessments, training and development as well as mentoring and coaching.
• Build long-lasting client relationships with strong communication to ensure alignment as well as consistent and effective delivery.
• Lead research and development of a Healthcare Cultural Competency education model for healthcare systems across the US.

May 2006 – Sep 2006 · 4 mos

• Designed and facilitated diversity modules on various topics including Affirmative Action, EEOC guidelines, Title VII, generational differences, race and ethnicity, disabilities and gender in the workplace.
• Instructed students on how to gather information from various sources and interpret the data as it relates to diversity and the job market, some of those resources being best practices, metrics, benchmarking, as well as recruitment and retention data.

May 2006 – Sep 2006 · 4 mos

• Designed and facilitated diversity modules on various topics including Affirmative Action, EEOC guidelines, Title VII, generational differences, race and ethnicity, disabilities and gender in the workplace.
• Instructed students on how to gather information from various sources and interpret the data as it relates to diversity and the job market, some of those resources being best practices, metrics, benchmarking, as well as recruitment and retention data.

Jul 2005 – Sep 2007 · 2 yrs 2 mos

• Developed strategic goals to align diversity with the organization's pillars to ensure continuity.
• Devised and successfully implemented a minority recruitment program aimed at addressing the areas of underutilization.
• Designed and Facilitated skills based training for employees to effectively manage diversity in the workplace, i.e. New Employee Orientation, New Manager Orientation, Leadership Essentials, Workplace Diversity, and Generations at Work.
• Successfully championed the implementation of diversity as one of the organizational wide competencies in which all employees are now evaluated.
• Produced various employee retention and talent management programs based on employee survey and focus group data.
• Oversaw and guided the hospital's Diversity Council and affinity groups which are comprised of employees who helped monitor the organization's commitment to diversity and inclusion, in addition to ensuring that policies and procedures relevant to diversity are being upheld.
• Partnered with HR Consultants and the organization's legal counsel when dimensions of diversity are in question. Assisted in conducting investigations, translating relevant laws, and establishing outcomes beneficial to all parties.

Sep 2002 – Jul 2005 · 2 yrs 10 mos

• Conducted industry best practice analysis to ensure the organization was aware of trends and sustainable tools in the market.
• Managed the organization's Work/Life Balance initiative, including EAP data, which helped in the alignment of diversity goals.
• Designed as well as facilitated diversity education programs and material relevant to industry practices and policies.
• Presented at workshops and conferences, both local and national, on the importance of corporate diversity initiatives. Topics included: Recruitment and Retention, Training and Development, Obtaining Executive Buy-in, and ROI.

Jan 2001 – Jan 2002 · 1 yr

• Liaison between SITEL Corporation and General Motors to ensure consistent and timely delivery of services for the company's OnStar Program.
• Negotiated contracts with clients for services and/or programs, ensuring the client retention remained at 75% or higher during the end of contractual agreements.
• Responded to manufacturer concerns regarding the General Motors Onstar Navigational System. - Reported concerns or malfunctions to the appropriate team for resolution.

Jan 1996 – Jan 2001 · 5 yrs · Charlotte, North Carolina Area

• Supervised an operations team of 35 associates, 4 Corporate Trainers and a temporary team (20 40 associates) within the Retirement Division.
• Successfully implemented a new hiring plan, which resulted in a net savings of over $200,000 during the first full year after implementation.
• Responsible for training programs in three sites to ensure consistency with delivery, design, material, as well as facilitators.
• Significantly expanded the expected results of the operations team to include quality and productivity ratings relevant to the specific functions of the job.
• Led management team in creating and implementing a succession plan including employee career development activities, which improved retention and streamlined staff processes.