Intero Digital

Intero Digital is a globally acclaimed digital marketing agency that helps businesses fulfill their potential by leveraging integrated digital marketing solutions, executed by top industry talent.

Acts as a key member of the leadership team and oversee the overall strategic direction of the People & Talent function. Builds and leads all HR operations for the company, including onboarding, training and development, compensation analysis, benefits, organizational planning, organizational engagement, DEI efforts, talent acquisition/retention, and culture. Instrumental business partner in the continued growth through the creation and execution of thoughtful and agile people-focused strategies and initiatives to ensure that Intero Digital is attracting, developing, and retaining high-quality talent to fuel the expansion of the company.

Key Accomplishments:
* Launched portfolio's first Employee Engagement Survey
* Identified, selected, and implemented new 401(k) service provider while reducing plan administrative fees
* Developed content, implemented, and delivered frontline leadership training program for new and emerging leaders 
* Merged all divisions/brands in portfolio to same HRIS and benefits platforms

Chief Human Resources Officer

Merkle

HelloWorld was acquired by Merkle in 2018 and rebranded in January 2020.  
Reporting to the EVP, GM Promotions and Loyalty Services, the VP, Organizational Effectiveness will be focused on the Promotions and Loyalty Solutions (P&LS) service line’s strategic initiatives improving organizational effectiveness at the leader, team, and system level.

•	Serve as Chief of Staff for EVP, Promotion and Loyalty Solutions and Global COO, Promotion and Loyalty Solutions.  Provide senior management consultative services to Service Line Lead, General Managers, and Discipline leaders on organizational effectiveness matters including but not limited to organizational design and development, workforce planning, resource optimization, team effectiveness, performance management, client satisfaction, and leadership coaching.  
•	Facilitate ongoing optimization and alignment between Client Services and Client Solutions and Delivery business units, especially during growth and workforce initiative planning and execution for key strategic client accounts.
•	Manage P&LS strategic priorities and core initiatives via OKRs to drive desired financial outcomes. 
•	Manage P&LS staffing pyramid to ensure proper structure. Also, provide organizational support on matters of team member compensation planning (promotion & merit), team member capacity utilization, and resourcing.
•	Lead and coach five (5) senior level sales leaders. 

Key Accomplishments: 
•	Served on HelloWorld’s Senior Leadership Team responsible for driving record company revenue and EBITDA in 2019 & 2021.
•	Drove top client satisfaction ratings, outperforming all other Merkle and dentsu business units in 4 consecutive business quarters Q4 2020-Q3 2021.
•	Drove record scores (2019) on Glassdoor for HelloWorld on all aspects of the employee experience.
•	Drove second-lowest voluntary turnover rate years (2019 & 2021) in company history while improving employee time and record level client project utilization.

Vice President, Organizational Effectiveness

HelloWorld, Inc.

Reporting to the CEO, the VP, Organizational Development will be focused on the Promotions and Loyalty Solutions (P&LS) service line’s strategic initiatives improving organizational effectiveness at the leader, team, and system level.

Serves as Counselor to the CEO and operational business partner to Service Line General Managers on organizational development matters including but not limited to organizational design and development, workforce planning, resource optimization, and performance management. 

Facilitation of Administrative Committee meeting including review of staffing requisitions and team member transfers and alignment to financial forecast. 

Measure and report back on key talent metrics related to team member satisfaction and engagement, revenue by team member, turnover, team optimization and alignment including but not limited to “pyramid” objectives.

Partner with Senior Leadership teammates to identify organizational problems that may interfere with HelloWorld’s effectiveness and assess the underlying causes.

Devise and execute strategies for talent acquisition and retention of critical and high potential team members.

Run assessments of the company's organizational structure and needs, and propose design changes where necessary.

Vice President, Organizational Development

HR general management; talent strategy and business partnership; team member relations/performance management; benefit plan design; leadership development and coaching; talent acquisition strategy and staff planning; compensation plan design and strategy; workforce analytics/talent dashboard; policy development and management; HR budget management; compliance reporting.

Key Accomplishments:

*Led three consecutive years (2014-2016) of health and welfare benefits renewal at a savings to HelloWorld.

*Developed and launched of new/emerging and advanced leadership courses driving excellence in leadership development  

*Implemented Agile Performance Management principles leading to new “review” mechanism and performance management cadence.

*Fostered growth-based career culture in part through creation of career lattices for our internal teams promoting visibility to our team members from onboarding throughout their career at HelloWorld.

*Expansion and activism of our employer brand, hiring leader preparedness and candidate experience leading to greater level of engagement with candidates and insights to inform our decisions on processes and practices in Talent acquisition.

*Record high scores on Glassdoor for HelloWorld on all aspects of the company.

*Highest team satisfaction survey results in over three years.

Vice President, Talent

Entertainment Promotions

Vice President of Human Resources 	October 2010 – October 2012

Strategic and tactical management for HR department of 7 human resources professionals including but not limited to staffing, benefits, compensation, employee relations, talent management, and HRMS.  

Key Accomplishments
 
• Reduced HR operating budget by 30.4% ($447,085) from CY 2008 to CY 2011 ensuring that cost structure was supportive of company’s EBITDA objectives.

• Led corporate recruiting team to fill over 800+ positions over the course of the past five years while reducing overall placement firm spend and departmental headcount.
 
• Produced $400,000 year-over-year savings (2010/2011) to company by way of benefits plan design that preserved competitiveness in marketplace while supporting company financial goals.

• Selected and implement new ADP HRMS end-to-end technology solution as part of business process reengineering initiative.

Vice President of Human Resources

* Continuous process improvements in the talent acquisition process, most notably selection and implementation of sales assessment tool.
        - Enabled Entertainment to acquire new field sales representatives in its Fundraising and Local Advertising sales channels whose characteristics most closely align to the company's most successful sales representatives.
        - Tool has contributed to a significant reduction in first year sales representative turnover, reducing associated recruiting and training costs.

* Selected and implement on-boarding utility improving new employee's experience.
        - Provided a well-rounded, end-to-end experience and assimilation for new hires, especially those in Entertainment's field sales organization, the majority of whom work as telecommuters remote from their respective managers.
       - Integration of on-boarding utility with ATS system and PeopleSoft HRMS resulted in a 30% decrease in administrative data entry.

* Led corporate recruiting team to fill over 600 positions over the course of the past three years while reducing overall placement firm spend and departmental headcount.
        - Led team to landmark performance year in 2007 experiencing a 49% increase of positions filled over previous year, while reducing time to fill by 7.1%.
        - Developed and implemented a Contingent Recruiter model allowing the recruiting team to meet the organization's staffing needs without increasing FTE headcount.

* Reduced HR operating budget by $150,000 in 2009 to ensure that cost structure was supportive of company's financial objectives.

Director of Human Resources

Director of Staffing December 2005 ­ August 2007
Managed and directed the talent acquisition function, ensuring staff selections and placements favorably impacted the strategic operations, objectives, and goals of Entertainment. Ensured legal compliance and cost containment while meeting established criteria with respect to metrics such as time-to-fill, turnover, and
recruitment source cost effectiveness.

Director of Staffing

Human Resources Generalist              March 2004 ­ November 2005
Managed employee relations activities and provided consultation to both management and staff on all issues related to performance management, employee morale, company policy and procedure, state and federal employment law, and reduction-in-force activities.

Recruiting Specialist         June 2003 ­ February 2004
Prolific recruiter and highly engaged business partner responsible for sourcing, screening, interviewing, and recommending for selection field sales and service candidates.

Human Resources Generalist/ Recruiting Specialist

Electronic Data Systems

EDS - a leading global technology services provider delivering business solutions to its clients.
As a business unit of HP's Technology Solutions Group, EDS delivers one of the industry's broadest portfolios of information technology, applications, and business process outsourcing services to clients around the world.

Leadership and Change Management Specialist (Corporate Recruiter)
·   Served as recruiting point-of-contact for staffing needs at local 600 + agent call center.
·   Sourced, pre-screened, evaluated and recommended qualified technical and non-technical applicants to hiring managers for employment.
·   Consistently exceeded performance objectives and hiring goals set by management.
·   Utilized a variety of recruiting sources, including employee referrals, campus contacts, print and internet advertisements, Internet sourcing, job fairs, cold calling, and networking to identify a diverse pool of qualified candidates.
·   Processed and updated applicant records and maintain automated applicant tracking system throughout the interviewing process to ensure state and federal compliance.
·   Built and improved rapport with hiring managers and internal partners while advising on staffing options, market factors, and other HR-related issues.
·   Proactively implemented effective recruiting strategies that anticipated future needs for internal partners.
·   Partner with HR representatives and internal partners to develop continuous process improvements to the interview process.
·   Participated in weekly staffing review meetings at internal partner site.
·   Coordinated and facilitated job readiness seminars and career building workshops for EDS employees and external recruiting sources.

Leadership and Change Management Specialist (Corporate Recruiter)

Adecco Employment Services

Adecco is a Fortune Global 500 company and the global leader in Human Resources services. The Adecco Group delivers an unparalleled range of flexible staffing and career resources to clients and associates.

EDS Onsite Supervisor
·   Selected and supervised temporary employees assigned to client business site, primarily EDS call center operations in support of General Motors and the United States Census 2000 TQA
·   Handled HR issues and inquiries related to company policies, procedures, benefits, payroll and job assignment details for over 300 employees.
·   As technical integration project lead, executed effective branch-level integration of Adecco and Olsten systems post-acquisition.
·   Professionally interacted with customers regarding current and projected staffing needs and service level expectations.
·   Developed and implemented customer satisfaction survey.
·   Managed aged trial balances, conducted collection calls, and expedited special invoice requirements for customer accounts.
·   Conducted ISO 9002 internal audits for regional branch offices, ensuring maintenance of external certification.
·   Served as interim Branch Manager responsible for branch office P&amp;L.
·   Researched, reported, and tracked workers compensation claims.
·   Represented employer at unemployment arbitration hearings.
·   Created interesting and effective job postings for print advertising and Internet job boards.

Onsite Supervisor

Results-driven Human Resources leader with a record of key accomplishments and a comprehensive generalist background. Strong business partner and functional leader with exceptional business focus and acumen. Proven ability to develop strategies to align HR objectives and key results with business needs, driving desired outcomes. 

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