Dallas-Fort Worth Metroplex
People and Culture leader with 14+ years of experience driving people operational efficiencies, talent acquisition and strategic programs focused on the growth and development of teams. Successfully implemented the HR function for 4 companies ensuring scalable HR systems and policy infrastructure, attractive talent acquisition strategies, feedback and growth programs, total rewards, diversity initiatives, and people analytics.
I build high-performance teams and the systems that help them win. At Phantom, I partner closely with our founders and leadership team to scale a globally distributed company across 18+ countries without losing what makes us exceptional. I lead both People & Culture and Recruiting, with a focus on raising the bar across how we hire, develop, and support talent at every stage of growth. From building world-class recruiting practices to shaping leveling frameworks, performance systems, and org design, I stay close to the details that drive real outcomes, not just good intentions. I care deeply about creating an environment where top talent can do the best work of their careers. That means being clear on expectations, moving with urgency, and continuously improving how we operate as a company. We’re building with people who could work anywhere and expect a lot from where they choose to be. The bar is high by design. Phantom is evolving into THE global money app, and my role is to ensure we have the team, structure, and culture to match that ambition.
👉🏽 First People Operations Strategic Leader - Launched company handbook to full compliance and full breadth of necessary guidance, policies and procedures - Led the deployment of over 200 L&D Training SOPs and materials to facilitate strong and efficient onboarding of our fast growing Operations teams. - Cultivated a Culture of Growth by leveraging competency and review frameworks, clear pathways and career leveling for each team - Deployed engagement surveys and focus groups to drive employment engagement - Managed Incredible Health's talent acquisition operational processes and strategies to support growth and creation of an irresistible employer brand maintaining above 4.8 Glassdoor rating
SimpleHealth was acquired 👉🏽 First People Operations Strategic Leader - Established SimpleHealth's founding People & Culture strategy and team inclusive of People Operations, Internal Communications, DEIB, Talent Acquisition, and Strategic Talent Programs - Successfully deployed system infrastructure upgrades to support growth scalability to include: moving from a PEO to Rippling HRIS, Rippling Benefits platform, Lattice performance management system, Deputy scheduling system, Ongig inclusive text analyzer, Greenhouse Application Tracking System, Catalyst Training and Navex Integrity Hotline - Developed SimpleHealth's total compensation strategy while completing and implementing a scalable job architecture and leveling project resulting in Radford-based market compensation bands. - Launched values refresh to P.R.A.I.S.E and developed inaugural company wide recognition programming - Launched company handbook to full compliance and full breadth of necessary guidance, policies and procedures - Launched SimpleHealth's internal communications strategy to foster employee engagement, drive alignment, and present visible leadership in a remote workplace - Cultivating a Culture of Feedback by leveraging competency, goal and review frameworks, talent and succession planning, engagement and pulse surveys - Deploying SimpleHealth's talent acquisition operational processes and strategies to support growth and creation of irresistible employer brand - Launched SimpleHealth's Diversity, Equity, Inclusion and Belonging strategy. Proud to have supported a team comprised of: 47% People of color 46% LQBTQIA+ 72% Self identified female 36% Disabled 6% Veterans 10% Single parents
👉🏽 First People Operations Strategic Leader for Curology, David Lortscher MD. P.C., and Skin Specialty Solutions • Successfully developed/implemented all people processes, policies, and systems to support hyper-growth scalability across 3 FEINs, including people related infrastructure for Pharmacy accreditation • Scaled people operations to support from 100 to over 900 employees • Promoted to Director with the growth of the company • Supported initial talent acquisition operational processes and strategies to support hyper-growth and form irresistible talent brand – recruiting materials, pipeline generation, candidate experience, Glassdoor/LinkedIn brand recognition, 3rd party Company Awards (GPTW, Forbes, Fortune) • Successfully implemented and led change management initiatives for Workday to support a scalable people infrastructure. Migrated from ADP and Paylocity platforms • Developed and managed the benefits strategy. Increased benefits program from core medical, dental and vision to now include 401k, Wellness Program, Fertility Program, Voluntary Group Benefits, Life Insurance, STD, LTD, Legal Program, Financial Wellness, and Continued Education Program • Developed and managed onboarding program initiatives to ensure successful orientation of employees • Developed and managed Business Partner strategy - Delivering targeted solution for strategic planning, team visioning, talent development, performance, employee relations, organizational health, and change management based on data insights. • Led all people data analytics to support data driven people decisions • Developed and led the talent review strategy and program ensuring clear outcomes and value-added growth and team development • Developed and led compensation merit cycle strategy and calibrations for Operations and Pharmacy teams • Championed company’s Diversity, Equity and Belonging Programs – Anti-Racist Book club, Diversity Taskforce, On This Day education resource, ERGs
• Strategic business partner to drive the people strategy aligned with business objectives • Served as a consultant to the leadership team on Human Resources related issues. Liaisoned with core HR functions (Comp, Benefits, HRIS, Payroll, Recruiting), as voice of customer to drive the business strategy. • Supported a team of 600+ across 4 different states • Developed the process, training materials and executed the annual review program for the company • Updated California Supplemental Handbook to be fully compliant with state legislation including creating new payroll processes