Functional Skills
Business Analysis
Business Operations
Change Management / Org Design
Compensation Strategy
Employee Engagement
HR Management
HR Transformation
Leadership Development
Organizational Design
Talent Acquisition
Business Unit Strategy
Strategic Planning
Succession Planning
HR System Implementation
Private Equity Investing
Software Skills
SAP CRM
SAP
Workday
Zoom
Sector Experience
Chemicals
Financial Services
Healthcare
Media & Entertainment
Retail
Experience
YSquare Advisors, LLC
Management Consulting
Founder & Chief Executive Officer
1/2018 - Present
YSquare Advisors is a boutique consultancy that equips organizations with the expert insight and resources to build, grow or transform their human capital and operations strategies to accomplish key business goals. Clients have included pharmacy benefits start up and start up IT consulting firm.
Kaplan Inc.
Human Resources
Chief People Officer, Kaplan North America
1/2023 - 1/2025
Served as the first CPO in 6 years, responsible for all people functions for Kaplan North America (KNA), the largest division of Kaplan, Inc., a wholly owned subsidiary of the Graham Holdings Company. KNA has 5,500 employees dispersed across multiple geographies, with 900+ based in India, and an annual revenue of approximately $630m. KNA is a national leader in test preparation and supplemental education offering a diverse curriculum of online and in person classes supporting 30+ branded exams including but not limited to the SAT, LSAT, MCAT, Series 7, CPA, and CFA. Additionally, Kaplan powers online universities for Purdue Global, Wake Forest, University of Massachusetts, and a number of other institutions in higher education. Key accomplishments include:
• Developed framework for AI agent implementation across key administrative and operational functions.
• Restructured largest revenue generating division to re-invest in growth strategies.
• Created a functional identity and career track for the People team which had previously reported to the CAO.
• Developed framework for AI agent implementation across key administrative and operational functions.
• Restructured largest revenue generating division to re-invest in growth strategies.
• Created a functional identity and career track for the People team which had previously reported to the CAO.
Understood.org
Human Resources
Chief Administrative Officer and Chief Human Resources Officer
1/2020 - 1/2023
Served as the executive leader of all people, finance, and legal operations for a mission driven technology start-up with a reach of 2 million+ users monthly across all products and social media platforms. Understood.org provides resources, expert advice and community to people with learning and thinking differences. Additionally, I served as a consultant to affiliated entities – Difference Ventures, a $50 million venture fund and Planet 9 Studios, a $50 million incubator for early-stage companies. Key accomplishments include:
• Transformed culture during Covid from 100% in person to, 100% work from home to hybrid schedule based on business need.
• Re-engineered the HR function including redesign of compensation structure, expansion of benefits at 0% increase of costs, revamp of recruitment process cutting time to fill open roles by 50% and doubled headcount each year.
• Implemented competency-based hiring process, and a pay for performance model to more effectively identify top talent and improved retention of high performers by 50% year over year.
• Designed and implemented a DEIB strategy that transitioned from a volunteer employee committee to a budgeted headcount with metrics and transparent open communication across the organization.
• Served as lead point of contact with Board for governance, expansion, and compensation matters.
• Transformed culture during Covid from 100% in person to, 100% work from home to hybrid schedule based on business need.
• Re-engineered the HR function including redesign of compensation structure, expansion of benefits at 0% increase of costs, revamp of recruitment process cutting time to fill open roles by 50% and doubled headcount each year.
• Implemented competency-based hiring process, and a pay for performance model to more effectively identify top talent and improved retention of high performers by 50% year over year.
• Designed and implemented a DEIB strategy that transitioned from a volunteer employee committee to a budgeted headcount with metrics and transparent open communication across the organization.
• Served as lead point of contact with Board for governance, expansion, and compensation matters.
The Fresh Market
Human Resources
SVP and Chief Human Resources Officer
1/2017 - 1/2018
First Head of Human Resources hired 4 years post private equity (Apollo) acquisition of a specialty grocer with 161 stores in 22 states and 11,000+ employees. Served as the senior executive responsible for the company's people strategies, diversity and inclusion, and all functions within human resources. Key accomplishments include:
• Led the restructuring of the field leadership team to replace 40% of bottom quartile performers, leading to substantive upgrade in talent, increased diversity, and increased sales.
• Restructured the Human Resources function and redesign of recruitment process for hourly employees.
• Completed restructuring and revaluation of equity program in collaboration with CEO and Board.
• Reduced workforce by 7% due closure of EBITDAR negative stores and retained 85% of high performing talent.
• Facilitated the implementation of award-winning training initiatives which reduced workers compensation spend by 10%, reduced turnover from 70% to 50%, and improved employee performance and satisfaction in role.
• Led the restructuring of the field leadership team to replace 40% of bottom quartile performers, leading to substantive upgrade in talent, increased diversity, and increased sales.
• Restructured the Human Resources function and redesign of recruitment process for hourly employees.
• Completed restructuring and revaluation of equity program in collaboration with CEO and Board.
• Reduced workforce by 7% due closure of EBITDAR negative stores and retained 85% of high performing talent.
• Facilitated the implementation of award-winning training initiatives which reduced workers compensation spend by 10%, reduced turnover from 70% to 50%, and improved employee performance and satisfaction in role.
City of Atlanta
Human Resources
Chief Human Resources Officer (Commissioner
1/2011 - 1/2017
Head of Human Resources, for the seventh largest municipality in the US with an operating budget in excess of $2.3 billion, 4 core operating units, and 9,000+ full-time employees. Managed a department budget of $14 million and 6 direct reports, responsible for the development and execution of the City's people strategies and the transformation of HR from a transactional cost center to a value-add strategic partner. Key accomplishments include:
• Managed the 3rd largest public healthcare plan in GA, covering 25,000+ lives and generating a reduction in premium costs and decline in expenses from annual growth rate of 14% to less than 2%.
• Reduced City's Other Post-Employment Benefits (OPEB) by $651 million over 3 fiscal years
● • Developed and implemented a comprehensive wellbeing initiative branded in the "Healthier You" campaign, reducing growth of healthcare claims by 8% over a 6-year period.
• Opened a $3 million 5,000sqft Wellness facility which provided free workout, counseling, healthcare, and limited pharmacy to employees. Funded through pharmacy rebates, the clinic saved the city $2 of claims costs for every $1 invested in the facility.
• Implemented pension reform which reduced City's unfunded pension liability by 21% ($300 million): product neutral financial education for 5,000+ participants.
• Delivered first City-wide compensation study in over 17 years, including development of comprehensive compensation strategies to address pay inequities and create a foun
• Managed the 3rd largest public healthcare plan in GA, covering 25,000+ lives and generating a reduction in premium costs and decline in expenses from annual growth rate of 14% to less than 2%.
• Reduced City's Other Post-Employment Benefits (OPEB) by $651 million over 3 fiscal years
● • Developed and implemented a comprehensive wellbeing initiative branded in the "Healthier You" campaign, reducing growth of healthcare claims by 8% over a 6-year period.
• Opened a $3 million 5,000sqft Wellness facility which provided free workout, counseling, healthcare, and limited pharmacy to employees. Funded through pharmacy rebates, the clinic saved the city $2 of claims costs for every $1 invested in the facility.
• Implemented pension reform which reduced City's unfunded pension liability by 21% ($300 million): product neutral financial education for 5,000+ participants.
• Delivered first City-wide compensation study in over 17 years, including development of comprehensive compensation strategies to address pay inequities and create a foun
SunTrust Bank - Diversified Commercial Bank
Human Resources
Vice President, Human Resources
1/2010 - 1/2011
Served as senior Human Resources Business Partner leading the human capital plans for business transformation across Middle Market, Asset Based Lending, Leasing, and Commercial Banking groups with a focus on organizational redesign, diversity and inclusion, talent assessment and succession planning, sales incentive plan design, executive coaching, and leadership development. Client groups comprised 80% of the Diversified Commercial Bank with 700+ employees across multiple geographies and total 2010 revenue of $228 million. Key accomplishments include:
• Developed and implemented proactive recruitment strategy for Business Bankers in an increasingly challenging marketplace, resulting in retention of key talent and an increase in diversity and representation.
• Developed and implemented proactive recruitment strategy for Business Bankers in an increasingly challenging marketplace, resulting in retention of key talent and an increase in diversity and representation.
Turner Broadcasting System, Inc. - Technology, Strategy and Operations
Human Resources
Director, Human Resources
1/2007 - 1/2010
Led a team of 6 HR professionals supporting 1,700+ exempt and non-exempt employees within the Technology, Strategy & Operations division. Directly supported Chief Information Officer and his senior-level direct reports. Client groups were primarily responsible for the Technology and Broadcast Operations across TBS and included Network Operations, Turner Studios, Strategic Planning, Turner Technology Services, International IT, Business Excellence and Global Broadcast Technology. Key accomplishments included:
• Led the people strategy of a $25 million Traffic system implementation within Network Operations.
• Developed and implemented the re-organizational design of Strategic Planning and New Product Group, including creation of a Hong Kong office.
• Managed the divisional rotational program for high potential/diverse leaders, including international assignments.
• Led the people strategy of a $25 million Traffic system implementation within Network Operations.
• Developed and implemented the re-organizational design of Strategic Planning and New Product Group, including creation of a Hong Kong office.
• Managed the divisional rotational program for high potential/diverse leaders, including international assignments.
Lincoln Financial Group (LFG)
Human Resources
AVP, Senior HR Generalist & Greensboro Site Leader
1/2001 - 1/2007
LFG - Shared Services/Information Technology AVP, Senior HR Generalist & Greensboro Site Leader
● 2006 to 2007 Senior HR professional in location of 1,200. In addition to the Site Leader role, I supported 800+ employees within the Shared Services/IT organization across multiple geographies. Dual roles were a result of a $7.5 billion merger between Jefferson Pilot and Lincoln Financial Group. Provided direct support for senior leaders within the Shared Services division including the Chief Information Officer and his team. Key accomplishments include:
• Led the people strategy of a $120 million in-source of IT Infrastructure work from national IT provider.
• Developed and implemented a common compensation structure across the recently merged organization.
• Led the implementation of enterprise-wide talent management process utilizing common metrics and leadership competencies to review talent across the newly formed organization.
● 2006 to 2007 Senior HR professional in location of 1,200. In addition to the Site Leader role, I supported 800+ employees within the Shared Services/IT organization across multiple geographies. Dual roles were a result of a $7.5 billion merger between Jefferson Pilot and Lincoln Financial Group. Provided direct support for senior leaders within the Shared Services division including the Chief Information Officer and his team. Key accomplishments include:
• Led the people strategy of a $120 million in-source of IT Infrastructure work from national IT provider.
• Developed and implemented a common compensation structure across the recently merged organization.
• Led the implementation of enterprise-wide talent management process utilizing common metrics and leadership competencies to review talent across the newly formed organization.
Lincoln Financial Group
Human Resources
AVP, Senior HR Generalist
1/2004 - 1/2006
Senior HR Consultant within a mutual fund company with $100+ billion in assets under management, supporting client group of 600+ senior investment professionals in Fixed Income and Equity, Client Services, Institutional Sales & Marketing, and Communications. Partnered with the CEO, Chief Investment Officer, and other senior leaders to align HR objectives and diversity initiatives to support the business strategy. Key accomplishments include:
• Lead HR contact in significant M&A transactions including the divestiture of $15 million retirement services business and acquisition of 2 Investment teams with $2.6 billion in assets under management.
• Lead HR contact for the development and implementation of sales compensation for domestic and international institutional sales team. Additionally, managed the Delaware Stock Option Plan.
• Lead HR contact in a $1 billion Leveraged Buyout of an investment team which transitioned to a UK entity.
• Lead HR contact in significant M&A transactions including the divestiture of $15 million retirement services business and acquisition of 2 Investment teams with $2.6 billion in assets under management.
• Lead HR contact for the development and implementation of sales compensation for domestic and international institutional sales team. Additionally, managed the Delaware Stock Option Plan.
• Lead HR contact in a $1 billion Leveraged Buyout of an investment team which transitioned to a UK entity.
Lincoln Financial Group
Human Resources
HR Consultant
1/2001 - 1/2003
Director-level HR Consultant within a start-up division supporting three financial sales distribution channels. totaling 80% of LFD's total revenue or $260+ million. The client group was comprised of a highly compensated internal and external sales force of 250+ individuals located in multiple geographies. Key accomplishments include:
• Implemented wholesaler competency model to improve talent selection and to identify development opportunities for incumbents. Using these competencies increased productivity in key territories by 60%.
• Developed and implemented sales variable compensation plans for both the internal and external sales force across three distribution channels and multiple product lines to support the business goals and sales targets.
• Identified and developed diverse talent pipelines for key internal and external sales positions.
• Key member of enterprise-wide team charged with the implementation of new HRIS and the outsourcing of all administrative HR functions to external vendors.
• Implemented wholesaler competency model to improve talent selection and to identify development opportunities for incumbents. Using these competencies increased productivity in key territories by 60%.
• Developed and implemented sales variable compensation plans for both the internal and external sales force across three distribution channels and multiple product lines to support the business goals and sales targets.
• Identified and developed diverse talent pipelines for key internal and external sales positions.
• Key member of enterprise-wide team charged with the implementation of new HRIS and the outsourcing of all administrative HR functions to external vendors.