Capital Workforce Partners (CWP) | Greater Hartford, Connecticut | Non-Profit | 2.5 Years
Chief Human Resources Officer
As CHRO and cultural architect, I integrate AI‑enabled human intelligence with strategic HR leadership to modernize performance systems, build competency models tied to organizational milestones, and create agile compensation frameworks responsive to nonprofit funding shifts. These initiatives drove a 28% engagement growth, and a 24‑day improvement in hiring speed through HRIS modernization.

* People & Culture: Achieved a 28% increase in employee engagement after launching targeted retention, onboarding, and engagement programs.
* Restored staff trust in HR leadership through proven advocacy in human rights, regulatory matters, and fidelity to practices and protocols, rebuilding a culture previously lost to mismanagement and lack of competent leadership.
* Leadership Development: Designed and implemented a leadership curriculum and succession framework that prepared 6 internal leaders for senior roles, reducing external hiring costs and accelerating readiness.
* HRIS Transformation: Directed HRIS and ATS selection and rollout and established analytics that reduced average time-to-hire from 62 to 38 days, enabling faster placement and better program continuity.

The Speech Pathology Group, LLC | Shelton & Southbury, Connecticut | $25M Healthcare Clinic | 1.5 Years
Director - Human Resources
Expanded HR from traditional labor relations function into comprehensive HR organization focused on working cross-functionally across the business to build best practices, policies, processes, HRIS technology, innovative workforce, and management training. Managing $4M budget.
• Created HR organization, directing 2 HR professionals in staffing, recruitment, benefits, compensation, training, leadership development, HRIS, and regulatory compliance. Led SPG through rapid growth and transformative clinical staff development.
• Supporting tactical repositioning in preparation for 2024 expansion, guiding the establishment of key directory roles and recruitment of 30+ clinical and management staff in 3 months for multiple clinics and school-based contracts statewide.
• Captured $25k in benefit cost reductions, supporting the initial analysis through due diligence and scaling back on inefficient outsourced services, leading the implementation of a retirement plan services conversion.
• Championed HRIS technology transformation from an outdated system and manually generated reports to a fully integrated HRIS platform. Instantly improved analysis, reporting, and planning capabilities while integrating daily HR functions.

CAFD (Connecticut Appliance & Fireplace Distributors) | Southington, CT | $20M Retail Distributor | 2 Years
Manager - Human Resources
Transformed HR into a true strategic business partner in an initiative to empower CAFD in the aftermath of environmental disruption, accelerated growth, cultural disconnect, and leadership gaps.
• Adeptly identified gaps & prioritized critical HR initiatives to forge a sustainable infrastructure, including the development of 2 direct reports, coaching staff, and gaining leadership commitment to conquer operative roadblocks and successfully influence company-wide adoption of the new regulatory change model, ensuring alignment with the business mission.
• Established internal compliance measures to align HR best practices, publishing disciplinary guidelines and building an effective compliance education framework to reform internal audits, peer reviews, and documentation processes to develop leadership competencies in navigating complex investigations and reinforce risk mitigation.
• Built a goal-based performance management system, giving employees a voice as contributors, augmenting individual & organizational performance, and supporting inclusivity while strengthening matrix team collaboration among IT, project managers, senior leaders, and staff.
• Leveraged advanced technology to streamline processes & enhance employee onboarding and self-service (ESS) experience by piloting a conversion of 3 outdated & labor-intensive HRIS programs into a single, integrated, mobile-ready, all-encompassing system for enhanced communication & information management throughout the employee life cycle.

Gerson Lehrman Group | New York, NY | Financial & global business advisory services | 5 years
Advisory Council Member, Per Diem
Consultant for Private Equity Groups and Insurance companies - served as a subject matter expert on business initiatives. Worked closely with business leaders to analyze and ascertain business readiness for expansion into new insurance markets and transformation to digital processes, formulating recommendations and strategies to meet each client’s requirements.

JMG Insurance Corp. | Norwalk, CT | $140M Property & Casualty & Specialty Insurance | 1 Year
Vice President - HR Operations, Personal Lines
Recruited to align growth strategies, governing 20 US agency locations and newly launched international operations in China & the Philippines. Procured $50M+ premium portfolio, expanding carrier partnerships & calibrating sales volume commitments.
• Chartered JMG through accelerated organizational change initiatives, driving organizational growth for a high-performance team of 65+ agency personnel as the most senior executive in JMG’s Personal Lines division. Direct supervisory role to 5 US-based agency field office managers and 2 global staffing leadership partners. Advanced people & culture, recruiting, training, performance management & improvement planning, conflict resolution, HRIS, benefits, and compliance.
• Employed proactive, purpose-driven employee relations and communications tactics to resolve former labor and management conflicts. Tailored culture with a people-centric focus, restoring the credibility of the HR organization for Personal Lines. Strategically partnered with executive team partners and HR Shared Services team to adopt people & inclusive culture HR strategies and programs in pursuit of a highly engaged, performance-driven workforce.
• Mobilized talent & strengthened post-acquisition culture, integrating 20+ staff following 2 acquisitions, steering seamless workforce assimilation with the core business operations and 175+ staff. Enabled business growth by assessing HR cultural compatibility and talent impacts. Contributed to senior-level M&A decisions and the integration life cycle resulting in profitable turnaround with >$500K in first-year revenue.

Tracy Driscoll & Company Inc., an affiliate of HSIP | Bristol, CT | $50M Property & Casualty, Life & Health Insurance & employer benefits | 5 Years
Manager – Human Resources & Operations
Tactical partner & chief counsel for agency principals. As an ambassador for change, interpreted business strategy to formulate a vigorous transformation agenda, creating alignment throughout the organization. Contributed to financial performance and led agency rebranding campaign to poise company for market capitalization and a prosperous 2020 acquisition.
• Strategic advisor to the C-suite, directly supervising 4 department managers and counseled 40+ indirect reports. Prioritized critical HR strategies, unified procedures, instilling a common purpose to cultivate a diversified, rewarding, and highly engaged culture.
• Spearheading advancements in process automation, collaborated with IT partners to shape a framework of integrated HRIS & CRM systems, streamlining processes to amplify performance, enhance client connectivity, & fuel organizational growth.
• Orchestrated a workforce development project to align with the business plan. Leveraged global outsourcing & performance analytics to develop reduced-hourly remote roles to eliminate inefficiencies, resulting in a $60K reduction in staffing costs.
• Conceived and actuated the launch of the agency’s most complex cloud-based CRM conversion from inception to delivery on an accelerated timeline, delivering a measurable spike in performance 3 months ahead of schedule and a $25K negotiated reduction in costs.