• Provide strategic HR support to businesses experiencing transition (periods of significant growth, corporate transactions, new leader support, downsizing) to ensure successful implementation of right-sized HR solutions
o Hire-to-Retire Assessments – Review current operations and provide maturity models, gap assessments and strategic roadmap for improvement; provide recommendations for how to right-size HR
o Organizational Design – Partner with company leadership to ensure structural design of the workforce support the business’ goals
o Technology Review – Determine if the stack of HR technology meets the organizational needs for functionality, data and reporting; provide recommendations and lead implementation efforts if needed

• Hired to build the HR and Business Transformation practice for a growing consulting firm with intention of expanding market competitiveness; designed the business development and go-to-market strategies to increase co-sell opportunities. Increased revenue to $5M annually.
• Drove HR thought leadership to establish firm as a leader in HR transformation consulting; publish articles and develop materials to help clients visualize innovative future state business outcomes by transforming their HR capabilities.
• Built an internal community of practice to develop junior consultant's knowledge and skills in core HR functional areas.
• Act as client-facing lead on various projects, ranging from developing solutions for scaling rapid growth companies to optimizing business operations in alignment with ERP systems deployments. Contributed expertise across a wide range of HR functions, to include workforce planning, organizational development, Hire-to-Retire operations, compensation & payro

Served as HR Director for both UW-IT Shared Services and UW Finance
• Determined resource needs and built teams with up to 500 members to support large-scale software implementations and development of shared services departments to support various business lines within UW Administration.
• Collaborated with executive leadership to drive strategic planning, workforce planning, and team development to build organizational structures and achieve operational efficiency within IT and Finance departments.
• Work with VP and executive director to develop strategic plans, establish operational goals and metrics for newly launched Shared Service center with a $7M annual budget and 100 employees.
• Oversaw all elements of program management for a $270M Workday deployment, building infrastructure, processes, and tools to ensure program remained on scope, schedule, and budget.
• Developed executive stakeholder communications strategy, status reporting, messaging, and plans for managing escal

• Established all HR processes for mid-size museum exhibit design/fabrication company with 120 employees to facilitate scalability.
• Designed operational plan for multi-national construction company to embed culture initiatives into day-to-day management activities.
• Built compensation, performance management, organizational systems, job descriptions, and training consistent with best practices.
• Analyzed and updated work systems in collaboration with senior leadership to increase effectiveness of resource allocation, completing detailed business process mapping and designing innovative approach to productivity optimization.

• Acted as primary business partner on all employee relations issues for over 700 employees.
• Conducted investigations, counseled supervisors on performance reviews, and provided disciplinary actions to staff as needed.
• Managed FMLA and disability leaves, terminations, layoffs, providing HR guidance based on employment laws and regulations.

• Served as first HR Leader for the company, establishing onboarding, performance management, and termination processes.
• Provided HR expertise to leadership to develop long-term organizational strategies, workforce, and succession planning.
• Managed full-cycle recruitment from sourcing candidates, screening applicants, interviewing, and making offers.
• Oversaw IT, visitor services, and facilities departments, creating program strategy, providing reporting, and managing a $10M annual budget.

Experience Outside of University of Washington

• Entry-level HR support position, primarily supporting the Organizational Development team