Problem:

Standardized hiring and leadership practices within multi-unit/multi-state organization

My Solution:

- Aligned manager expectations

- Set service level agreements

- Developed interview rubrics and onboarding pathways

- Developed escalation processes

- Trained managers, led rollout, and monitored adoption

Result:

- 80% system adoption within 90 days.

- Increased Speed to Hire

- Stronger decisions

- Reduced turnover & HR escalations

Problem:

Restructured a multi-unit franchise from siloed departments to cross-functional teams

My Solution:

- Shifted culture from “my silo” to shared organizational goals and leadership alignment

- Trained leaders at all levels, clarified decision pathways, and aligned expectations

Result:

- Consistent talent processes

- Soother onboarding

- Reduced HR/compliance risk through improved accountability & communication

Problem:

A national organization relied on ad-hoc hiring and property-level decision-making, leading to inconsistent outcomes, overspending, and leadership frustration

My Solution:

- Rebuilt Talent Acquisition into a shared-services function

- Defined process ownership

- Trained leaders

- Reinforced adoption to ensure program was standardized, measurable, and repeatable

Result:

- ~30% decrease in talent acquisition spend

- Speed to hire decreased by 50%

- Sustainable improvement in hiring quality

- Transformed from reactive to strategic talent structure

Problem:

At a 2,000-employee company, the existing ATS was poorly configured and disconnected from the HRIS. Resulted in lost applications, slow onboarding, and manual workflows

My Solution:

- Led ATS selection, implementation, and integration

- Designed AI messaging to reflect jobs, culture, & FAQs

Result:

- Systems unified

- Manual processing was reduced by ~90%

- Increased hiring/onboarding speed by 50%

- Enhanced candidate & employee experience

Problem:

At a multi-unit organization, inconsistent HR policy enforcement and outdated procedures created compliance risk, payroll errors, and exposure to litigation

My Solution:

- Realigned the employee handbook to federal and state law

- Audited payroll for wage/FLSA compliance

- Added missing critical policies

- Retrained leadership

- Implemented ongoing monitoring

Result:

- HR risk and litigation exposure decreased

- Leadership accountability improved through clear standards

- Consistent application of policy enhanced employee moral

Problem:

Hiring for the same role varied widely: some leaders prioritized experience, others hired entry-level candidates. This inconsistency limited effective internal advancement and created inconsistent leadership outcomes

My Solution:

- Built a competency-based role architecture

- Defined job competencies using a Delphi technique

- Partnered cross-functionally with leadership committees

- Created interview scoring rubrics

Result:

- Clear role expectations

- More consistent hiring decisions

- Leadership development pathways

- Improved internal promotion readiness

- Reduced risk if unsuccessful hires