Salisbury, Maryland, United States
I’m an executive HR and operations leader with 20+ years of experience partnering with boards and senior leaders to build organizations that grow without losing their people—or their sanity. My work lives at the intersection of people strategy, organizational risk, and business growth. I’ve led companies through transformation, rapid workforce scaling, and acquisitions across healthcare, architecture/engineering, aerospace, and government environments. Translation: I’ve seen what works, what breaks, and what leaders wish they’d done sooner. I lead enterprise people strategy end-to-end—workforce planning, organizational design, talent acquisition, compensation and benefits, employee relations, compliance, HRIS, labor relations, leadership development, succession planning, and change management. I’m especially known for aligning people systems with business objectives in a way that’s practical, compliant, and actually sustainable. As a trusted advisor, I work closely with executive teams and boards on human capital decisions, M&A activity, and building scalable, multi-state operations. I bring a calm, strategic approach to complex situations and don’t shy away from tough conversations—because that’s where the real progress happens. At my core, I’m a people-first leader who believes strong culture and strong results are not opposites. I thrive in dynamic environments, value collaboration, and measure success by outcomes that stick—not just initiatives that look good on paper.
- Led enterprise HR strategy for a 400+ employee healthcare organization during a period of operational transition. - Advised executive leadership on employee relations risk, compliance exposure, and workforce stabilization. - Set strategic direction and executive governance for talent acquisition, compensation, benefits, and employee relations functions. - Provided executive governance over complex investigations and enterprise risk mitigation initiatives to reduce legal exposure and maintain regulatory compliance. - Negotiated vendor contracts to optimize HR service delivery and cost efficiency.
- Executive advisor to Board and Principals on human capital strategy, organizational risk, compliance exposure, and long-term workforce planning. - Set and governed enterprise HR strategy for a multi-state architecture and engineering firm, holding executive accountability for payroll, HRIS, benefits, compliance, and workforce governance. - Led M&A HR due diligence and integration planning, ensuring cultural alignment, compliance continuity, and operational stability. - Designed and executed firm-wide compensation, succession, and workforce planning strategies aligned with business growth objectives. - Directed end-to-end benefits strategy, including broker selection, carrier negotiations, and plan redesign, achieving a 24% reduction in annual benefit costs. - Held executive accountability for regulatory compliance across federal, state, insurance, and Section 125 requirements, leading successful audits with no material findings. - Championed enterprise initiatives to improve engagement, communication, and operational consistency across offices.
- Served as senior advisor to the CEO and Board on workforce strategy, compliance risk, executive operations, and organizational effectiveness. - Built the HR function from the ground up, establishing governance frameworks, policies, and scalable infrastructure for a growing aerospace organization. - Led HRIS implementation and multi-state payroll operations, improving data integrity, audit readiness, and operational efficiency. - Set and governed enterprise benefits strategy, including plan design, carrier negotiations, and fiduciary oversight. - Held executive accountability for employee relations governance, investigations, labor compliance, and regulatory audits across state and federal jurisdictions. - Held executive authority over Marketing, Business Development, and Human Resources. - Served as Chief of Staff during leadership transitions, coordinating cross-department initiatives and executive priorities.
- Held executive accountability for multi-state HR operations across multiple facilities, including regional HR leadership and corporate recruiting functions. - Served as strategic advisor to executive leadership on labor relations, workforce planning, and regulatory compliance. - Negotiated collective bargaining agreements resulting in $200K+ annual savings and improved labor stability - Developed standardized HR policies, SOPs, and governance models to ensure consistency across locations. - Reduced turnover by 12% through targeted engagement, retention, and leadership initiatives. - Managed an HR operating budget of approximately $600K.