Raleigh-Durham-Chapel Hill Area
Enterprise HR leader translating business strategy into talent strategy to drive growth, organizational effectiveness, and scale. Trusted advisor to executive leadership, known for leading complex transformation— bringing clarity to ambiguous challenges and mobilizing organizations to deliver measurable outcomes across global, public, private, and private-equity backed environments.
Trusted advisor to the CHRO and Executive Leadership Team, partnering to shape people strategy, enable transformation, and strengthen workforce capability. Evolved the HRBP and talent management function to a data-driven operating model, advancing HR maturity and enabling more consistent, insight-driven talent decisions across the enterprise. • Led organizational transformation for Operations to a client experience model to improve client retention. • Partnered with CRO to align Sales structure and talent to drive revenue growth. • Increased eNPS 32 points post-integration by improving strategy alignment and career mobility. • Grew talent mobility from 9.4% to 24.5% through talent reviews and disciplined calibration. • Improved retention of high-impact talent by 22 points through data-driven decisions. • Strengthened performance accountability, managing ~12% of workforce. • Partner with CHRO and CTO to lead enterprise change for AI-first transformation.
Selected by executive leadership to rebuild and internalize the talent acquisition function following the discontinuation of an RPO model, improving cost efficiency, speed, and talent quality. Served as HR business partner to the CRO and go-to-market organization. • Built and led a high-performing talent acquisition team filling more than 750 positions over two-years. • Reduced cost-per-hire by 76% and average time-to-fill from 122 days to 50 days • Created chemist-to-business development career path, strengthing consultive selling capabilities. • Defined and embedded “Alcami Mindset” competency model across all talent practices. • Built Alcami University delivering 150+ leadership courses with an average 98% approval rating.
Elevated HR business partner support and talent management programs to meet business requirements. Created programs driving YoY growth in engagement scores. Received 2014 Pinnacle Award, the highest level of recognition for outstanding achievement. • Reimagined annual reviews with quarterly feedback loops aligned with agile business requirements. • Implemented career paths and development for key talent segments enabling internal mobility and improving retention. • Drove strategic alignment of corporate giving and company-sponsored employee volunteer events.
Provided strategic guidance to HR department heads identifying and measuring KPIs to inform data-driven decisions and enhance the impact of HR programs and services. Role expanded to include leadership over performance measurement and reporting, internal communications, and talent management. • Enhanced and prepared the CHRO’s quarterly reporting package for the Board. • Facilitated HR quarterly business reviews • Drove corrective action planning with HR department heads.
Transformed the employee relations group to a strategic HR business partner model. Role expanded combining HR business partner, talent acquisition, workforce planning and talent development functions. Directed a team of 70 HR professionals. • Redesigned succession planning mitigating organizational risks and strategic talent needs. • Expanded developmental assignments to enhance high potentials’ business acumen and bridge career experience gaps. • Developed a 3-year workforce strategy redeploying talent to address evolving business needs. • Advised the corporate diversity and inclusion committee integrating D&I across talent policies and practices. • Led strategic employee relations initiatives to maintain union-free status in the Carolinas preventing the expansion of the collective-bargaining unit from the Florida region.