• Partnered with senior business and risk leaders to strengthen organizational effectiveness, leadership capability, and workforce readiness across a 25,000+ employee global organization. • Designed and implemented enterprise performance and training frameworks that standardized leader accountability, reduced performance disputes by 90 percent, and were adopted as best practice across the organization. • Modernized global compliance and capability development programs, achieving 99 percent completion across eight languages and resolving prior audit findings while improving employee experience. • Advised executive leadership on workforce resilience, regulatory readiness, and change execution, supporting informed decision making during periods of organizational transformation. • Built scalable people and performance frameworks that could be deployed enterprise-wide or adapted effectively for smaller, high-growth teams without added complexity.

• Led enterprise human resources strategy for a 25,000+ employee global organization, partnering with executive leadership on workforce planning, talent strategy, performance management, compensation, employee relations, and compliance across highly regulated environments. • Partnered closely with globally distributed technology and operational teams, including collaboration with India-based organizations supporting engineering, infrastructure, and enterprise operations. • Served as a trusted advisor to senior leaders during periods of transformation, providing guidance on organizational design, leadership effectiveness, and workforce decisions that balanced business performance, risk, and employee experience. • Played a key leadership role in the First Data and Fiserv merger, driving workforce integration, organizational redesign, and targeted retention strategies that increased productivity by 10 percent despite a 25 percent headcount reduction. • Reduced contractor overspend by 30 percent through analytics-driven workforce planning and close partnership with the COO, improving cost discipline while maintaining operational capability. • Rebuilt HR infrastructure for Enterprise Risk and Controls, revising more than 100 job descriptions and implementing a new performance management framework aligned to role clarity, accountability, and succession readiness. • Co-developed an enterprise evaluation and succession system with the Chief of Staff, strengthening talent identification, promotion accuracy, and leadership pipeline visibility across business functions. • Streamlined recruiting and requisition processes, reducing administrative burden for leaders by at least 50 percent and accelerating decision making in fast-moving business environments. • Built and led a high-performing HR team, setting clear operating rhythms and scalable practices that could support enterprise complexity or be adapted effectively for smaller, evolving organizations.

• Appointed to lead a national workforce strategy focused on military and veteran talent, partnering with executive leadership, legal, talent acquisition, and business leaders to strengthen enterprise hiring, policy, and employer brand outcomes. • Designed and implemented companywide hiring and retention frameworks that increased veteran representation from 2 percent to 9–12 percent, embedding sustainable practices rather than one-time programs. • Served as executive sponsor for cross-functional initiatives spanning policy design, compliance, workforce planning, and leadership education, influencing hiring manager behavior at scale. • Created and launched a best-in-class military leave policy that balanced employee support with business continuity needs and was later adopted by multiple Fortune 500 organizations. • Represented the organization externally with industry groups, regulators, and community partners, enhancing corporate reputation and leadership credibility.

• Recruited to stabilize and professionalize HR operations across four long-term acute care hospitals during a period of organizational change; subsequently recruited into a VP role at First Data. • Led end-to-end HR support for approximately 400 employees, partnering with hospital leadership on employee relations, workforce planning, compliance, and leader capability. • Implemented targeted, high-impact people initiatives within five months, including peer recognition, 360-degree feedback performance management, and a leadership and mentorship program. • Strengthened leadership readiness and engagement while establishing foundational HR practices to support operational continuity and patient care priorities.

• Built and scaled the human resources function for a rapidly growing medical device company, establishing foundational policies, compliance frameworks, and operating practices to support sustained growth. • Scaled the workforce from 92 to more than 2,200 employees, supporting approximately 40 percent annual growth through the design of talent acquisition, onboarding, and manager capability programs. • Developed and led a high-performing HR team, including recruiters and generalists, to support national expansion while maintaining consistent employee experience and compliance. • Designed and implemented performance management and succession planning processes that strengthened leadership readiness, reduced wage compression by 15 percent, and improved internal mobility. • Reduced voluntary turnover by 15 percent through data-driven retention strategies informed by exit analysis and ongoing workforce metrics. • Established comprehensive employee relations and compliance programs, enabling rapid scale while meeting regulatory and risk management requirements in a highly regulated environment. • Served as the primary HR advisor to senior leadership during periods of rapid expansion, balancing speed, culture, and compliance to support business growth.

Professional in Human Resources

Human Resource Institute (HRCI)

2007 - 2028