A partner to identify and solve critical business challenges through people-focused strategies. By aligning HR practices with overall business goals, we work to deliver scalable solutions that enhance performance, support growth, and build organizational resilience.
Coordinated global manager meetings for 16 subsidiaries to foster cross-regional collaboration, enhance transparent communication, and align on strategic business development goals including interactive workshops, team-building activities, and business presentations
Organized annual off-site strategic planning retreat for executive team focused on assessing current goals, identifying new growth opportunities, and setting objectives for the next year. Monitored all executive objectives and reported progress to CEO.
Participated in the decision-making process to pursue an IPO due to an aggressive growth plan of over $630M in 5 years; conducted thorough HR audits to ensure regulatory compliance prior to and after IPO.
Led executive team in succession planning process to systematically identify personnel to fill key positions within the organization to ensure leadership continuity and minimize the disruption that comes with turnover.
Determined which positions were critical to the organization’s success and would have a significant impact if left vacant.
Defined the skills, knowledge, and attributes required for each key role, including both technical and leadership competencies.
Evaluated and identified employees who demonstrate the potential to fill these key roles in the future. Invested in training to help enhance their skills and competencies needed for future roles.
Completed an environmental scan of 16 global subsidiaries to gather data for preliminary due diligence process for preparation of the sale of the company.
Led HR due diligence process including assembling the team, collecting necessary data, reviewing employment contracts and executive agreements, analyzing the current compensation structure and benefit programs, examining the company's HR policies and regulatory compliance, reviewing any collective bargaining agreements or labor representations, identifying any ongoing or potential legal issues related to employment, and identifying key talent to assess any risks related to retention before or after the acquisition.
Led HR due diligence for prospects and acquisitions in M&A activities to better position the company for profitability. Supported the consolidation and integration of successful acquisitions.
Served on 2-person Western Hemisphere integration team to align to new Eastern Hemisphere headquarters:
Reviewed and recommended for alignment the business code of conduct and other HR policies; with all policy recommendations adopted; built the plan for roll-out.
Reviewed and recommended for alignment the benefit plans with all recommendations accepted; worked with the benefits team to implement changes at the time of plan renewals.
Developed recommendations for integrating the workforce into the new company, focusing on how to retain talent and align cultures.
Launched an employee satisfaction survey for legacy employees to better understand and address employee concerns.
Identified inefficiencies within HR administration model and ticketing management process.
Drafted recommendation for HR Service Center model in Houston to better manage approximately 35k HR Service desk tickets per-annum.
Created Project Plan for Service Center with revision for implementation from the US to India with target launch in a 10-month timeline.
Service Center was staffed within budget and operational within 6 months.
Served on corporate project team to reduce HR costs and improve processes; implemented cost cutting initiatives that reduced HR spend approximately 16%.
Identified a budget issue where bonus-related tax was not accounted for across the organization and collaborated with the CFO to ensure the inclusion of the $1.4M bonus tax in the budget.
Identified employment tax issues for rotating crew members. After gathering supporting data, brought the issue to the attention of the CFO explaining its potential impact.
Identified inefficiencies in the $18M annual travel program, with the majority of expenses in crewing.
Conducted a thorough data review and recommended a consolidated, global approach.
Led a team to select a Travel Management Company and designed a global program.
Traveled to international offices to roll out and implement the new program, achieving a reduction in annual spending to $12M within two years.
