Mar 2022 – Present · 4 yrs

May 2021 – Present · 4 yrs 10 mos · Atlanta Metropolitan Area

May 2020 – Dec 2020 · 7 mos

• Served as member of the Americas Executive Leadership Team with oversight of candidate and employee experience, attraction, retention, development, and advancement of top industry talent for AECOM’s 20k employee Design & Consulting Services business.
• Led team of 150 HR business partners and specialists in recruiting, talent management, equity, diversity and inclusion (ED&I), total rewards, employee and labor relations, and HR technologies and analytics ($35M HR budget).

Jan 2019 – May 2020 · 1 yr 4 mos

• Appointed to designated succession role for EVP, HR as ‘right-hand’ strategy and operational lead before ultimately being promoted to the position of SVP, Human Resources.
• Established new function of People Strategy & Operations which sat at the intersection of HRBP teams and COEs. Led a team of experienced COE leaders and professionals in Talent Management, Employee Experience & Culture, HR Technologies & People Analytics, along with a group of HR Project Managers accountable for driving execution of the highest priority initiatives within the People Strategy – Workday Adoption, Career Pathways, Inclusion & Diversity, HR Offshoring, TMBC StandOut Engagement, High Potential Development and Succession Management.
• Led HR budget, investment and allocation processes ($28M budget), HR MBR / KPI dashboard implementation and OD initiatives.

Dec 2015 – Jan 2019 · 3 yrs 1 mo · Norcross, Georgia

• Partner to US Regional President and leadership team of $500M Wound Care and Surgical solutions business. Lead 12-person team including HRBPs and COE specialists (Payroll & People Analytics, Comp & Benefits, Communications, Talent and Diversity), as well as Facilities and Fleet Program Administrators (total budget managed: $4M).
• Led office move project with corporate real estate broker (one-time CAPEX budget of $3.5M), including change management efforts associated with the move.
• NPS maintained above 30 with attrition rates below industry average during transition of Regional Presidents and challenged business performance.
• 44% reduction in time to fill through introduction of recruitment process outsourcing model.
• Market-based compensation implemented with approved investments increasing compa ratios 5 points closer to market midpoint.
• Increased internal talent velocity from 38% to 67% through orchestrated career development moves &
• succession management, including 7 ‘Boomerang’ rehires and 9 cross divisional moves.
• Launched US Talent program to strengthen & diversify bench.
• Launched employee-led Culture Committee focused on engagement, wellness and CSR to cultivate
• culture amid leadership changes.
• Delivered unplanned exit of negative pressure business mid-year with 41% successful redeployment of
• talent to other areas of the organization.

Jul 2011 – Mar 2012 · 8 mos

• •HR team leader and senior most HR business partner to VPs and senior management teams for the following support functions: Information Technology, Program Leadership, Performance Excellence & Operations, Communications and Security. Accomplishments included: Defined business unit-wide retention and employee engagement program to brand the culture and successful redesign of the BU’s communications function which elevated talent and capabilities and netted $500k for additional strategic spend on think tanks, demos and third party advocacy.

Aug 2010 – Jul 2011 · 11 mos

• Served as trusted business advisor to the VP of Program Leadership & Mission Assurance, the Senior Director of DoD Cyber Products and to the Senior Director of Mission Solutions and Programs to execute strategic HR Priorities: Fill Key Roles Impacting Sales, Diversity and Inclusion, Leadership Accountability, Workforce Planning and Talent Upgrade.
• Led M&A integration of HR policies and processes and facilitated change management for four recent cyber products and services acquisitions – Raytheon Oakley Systems, Raytheon Trusted Computer Solutions, Raytheon Telemus Solutions and Raytheon Technology Associates.

Aug 2008 – Aug 2010 · 2 yrs

• •Multiple-time recipient of Raytheon Achievement Award for: Optimization and leadership of the HR Review process, succession planning, talent pipeline development, mentoring and coaching for the BU; Driving employee engagement and satisfaction through Employee Opinion Survey administration and action teams; Serving as program manager for structured, cross-functional leadership development program for emerging leaders within the business – the IIS Accelerator Program; and Leveraging the Raytheon Change Leadership methodology to support the redesign of the Information Technology department.

Dec 2006 – Jan 2008 · 1 yr 1 mo

• •Selected as divisional representative for core team charged with redesigning Merck's global HR operating model. Led organizational change management & communications for the project and was recipient of a Merck Quarterly Stock Award for successfully supporting a Global Marketing and Sales and External Medical and Scientific Affairs client group of 300+ while also devoting 50% time to the successful re-design of the global Merck HR organization. Further recognized for the successful implementation of the new Global HR Operating Model in 4Q 2007 - including surpassing cost savings goal of $5.3M in first year, implementation of a new matrix org structure, and creation of HR business partner roles & responsibilities and HR career path.

Aug 2005 – Dec 2006 · 1 yr 4 mos

• Reporting to the Plant HR Director, served as strategic HR business partner on cross-functional project team charged with implementing lean manufacturing principles to current manufacturing and packaging processes at the site of 500+ employees. Provided consultation to other manufacturing sites preparing for learn manufacturing implementation, including: Cramlington, UK, Arecibo, P.R., Haarlem, Holland and Elkton, VA.
• Key contributor in value stream mapping and organizational redesign with the ultimate goals of architecting more customer-driven, lean and agile manufacturing and packaging operations.
• Supported site change management activities, including the development and authoring of weekly change management site newsletter, conducting focus groups, developing and maintaining lean manufacturing website, co-development of NC State Lean Awareness Training for the site.
• Facilitated the separation of approximately 100 employees due to organization redesign activities, including all aspects of the selection/de-selection process, legal/diversity review, logistics planning, notification meeting scheduling, and outplacement coordination. Recipient of Merck Award for Excellence for outstanding site coordination of Lean Manufacturing/Separation & Redeployment activities and contribution to cost savings goal of over $4.2M.
• Served as HR process improvement architect for site HR department - developing and executing innovative, “waste-free” solutions to organize work and manage HR projects, ultimately increasing customer satisfaction. Successful deliverables included the creation of a HR Visual Board and Daily Talk-through exercise, new HR Knowledge-base and new site promotional process.

Aug 2004 – Aug 2005 · 1 yr

• Served as HR Generalist to a Global team of Sales & Marketing HR Directors in Australia, New Zealand, Japan, Canada and Latin America in order to align and roll up key HR processes (i.e., salary planning, talent review and performance management) with Corporate Headquarters. Also provided HR Business Partner support for Sales & Marketing Headquarter group, including career pathing assistance, employee relations, recruitment and exit interview support.
• Served as Divisional Decision Support Representative responsible for ensuring employee data integrity, maintaining organizational hierarchy coding and producing divisional HR metric reports. Co-led on-campus recruiting of new graduate-level HR talent from Rutgers University. Served as divisional member of Merck Disability Advisory Council and Internal Training & Awareness subteam leader.
• Prepared 2005 New Freedom Initiative Award nomination on behalf of Merck & Co., Inc.’s Disability Accommodation & Outreach activities resulting in the award (award ceremony held in October 2005 at the Department of Labor in Washington, DC).

Oct 2003 – Aug 2004 · 10 mos

• To facilitate equitable and timely execution of disability accommodation requests created the new Merck Disability Accommodation intranet site – content inclusive of stakeholder roles & responsibilities, a 5-step process map, internal site contacts and other external resources for use by managers and employees. Developed charter, launched and managed new Merck Disability Advisory Council to oversee integration of persons with disabilities into Merck’s culture and build greater awareness across senior leadership.
• On behalf of Merck, completed 2004 Careers & the disABLED Magazine Employee of the Year nomination for Executive Director of Diversity & Work Environment, Deborah Dagit, which resulted in the award.
• Led activities on behalf of Merck & Co., Inc. in recognition of National Disability Employment Awareness Month (October 2003/04).
• Increased external visibility of Merck’s Disability Accommodation initiative and enhanced partnerships by way of presentations to disability-related associations (i.e. National Business & Disability Council, NJ Department of Disability Services and NJ Industry Liaison Group).
• Sourced vendor and facilitated contract negations for the accessibility of www.merck.com. This resulted in National Federation of the Blind (NFB) Non-visual Accessibility (NVA) certification –Merck is the first pharmaceutical company to receive such accreditation.

Sep 2003 – May 2004 · 8 mos · Piscataway, NJ

• Ensured the quality of research projects & other deliverables for corporate sponsors by 12 of the Center’s Student Research Fellows.
• Coordinated all aspects of the Center’s Spring Workshop for senior HR professionals entitled, “People with Disabilities: A Source of Competitive Advantage for Firms”, including sourcing speakers and venue, preparing presentation descriptions, mass marketing event, preparing workshop handouts and narrating the full-day event.
• Created content and new design for the enhancement of the Center’s website to make it competitive with its counterparts at Cornell and Illinois. The Center’s new website can be viewed at www.chrs.rutgers.edu
• Completed grant proposals to generate funding for Center research projects and other new initiatives.

Jun 2003 – Aug 2003 · 2 mos

• Developed roles & responsibilities, as well as a process map, in order to create an infrastructure with a clear and consistent approach to supporting employees with disabilities at Merck’s US-based sites.
• Presented action plans for Merck’s Disability Accommodations initiative to an audience of 300 HR professionals at a Merck ABC Diversity Conference in July 2003.
• Co-designed and co-presented with four other HR summer interns, recommendations for enhancing Merck’s college recruitment program to HR senior leadership committee. All recommendations were accepted and implemented Fall 2003.

Sep 2002 – May 2003 · 8 mos

• Served as leading member of the Corporate Relocation Post-Divestiture Team to ensure seamless transfer of Corporate Relocation administration from parent-company to new outsourced vendor.
• Input, verified and communicated performance and merit increase information to staff utilizing company HRIS-(Peoplesoft).
• Completed compensation surveys and assisted with revamping of 2003 Compensation Guidelines.