Work History

Work History
Jan 2000 - Present


CMK Recruiting Solutions

Provide to medium to large companies' scalable recruiting solutions in talent acquisition, recruitment optimization, succession planning and organizational design.  Services include organizational assessments, assessments of recruiting processes, full life cycle recruiting services, succession planning and workforce planning.

  • Provide full life cycle recruiting solutions for Human Resource Outsourcing and Consulting Practice within Hewitt Associates. Hired over 250 Consultants within a four year period ranging from mid level to executive level consultants.
  • Obtain qualified applicants pool using various recruiting methods and tools, to include direct sourcing, social networking sites, associations, employee referrals, job board searches, mega job boards, alumni associations, and career fairs.
  • Consult with Practice Leaders and Hiring Managers in reviewing actual and forecasted hiring needs, sourcing plan, demographic analysis of the workforce, candidate activity, market intelligence and recruiting metrics.
  • Project Lead for a large scale recruiting engagement for a large financial services company.
  • Developed a scalable recruiting model for a hospital system to include current state analysis, desired state recruiting model and a detailed report outlining short-term and long term solutions on how to optimize their recruiting model.
Mar 1999 - Jan 2000

Human Resource Director


Direct the Human Resource Function that is responsible for developing organizational structure, recruiting infrastructure, employee program design and employee resource management systems.   This includes policy development, organizational design, recruiting strategies, succession planning, compensation and benefit design, and the development of organizational learning programs.

  • Developed organizational model, role descriptions, compensation programs and performance management systems to attract and retain talent.
  • Developed channel marketing programs for recruiting business to include college recruiting, search firm preferred providers, employee referral programs and online marketing channel.
  • Designed a hiring process for the business that reduced the cost per hire by 50% and cycle time from 90 days to 35 days.
  • Developed HR Programs and process to help grow this business from 50 employees to 300 employees within a six month timeframe.
  • Conducted leadership assessment to identify performance gaps, and targeted training to achieve increased sales from $20 million to $5 billion in a two-year time frame.
  • Developed competency models for all sales positions that serve as guidelines for selection criteria, performance standards and targeted training.
1997 - 1998

Human Resource Manager


Collaborated with corporate officers, top management, and other human resource professionals in developing strategic human resource solutions within multiple business units within Grainger. Developed recruiting strategies to provide qualified talent to meet present and future staffing needs. Directed organizational assessments, workforce planning, labor market studies.

  • Conducted an organizational assessment to identify performance gaps, to achieve increased sales from $15 million to $2 billion within five years.
  • Designed a hiring process that decreased cycle time from 90 to 45 days and increased efficiency and quality of successful hires and reducing costs per hire by 25%.
  • Reorganized administrative team to align the team to focus on organizational goals, increased performance, skill development, and process efficiency.
  • Developed goal alignment program for the leadership team to drive consistent business decisions, accountability and measurements.
1996 - 1997

Project Manager Consultant


Managed the relationship between Chrysler and the Hewitt team in the design and implementation of the plan to outsource Chrysler pension benefits. This included development of a joint project plan with Chrysler, project definition, resource planning, and cost analysis of the project. Managed a team of eight in developing system and business requirements for the Chrysler implementation.

  • Learned pension product mix, converted a hostile client, completing the turnaround of the engagement in three months.
  • Designed the training plan for ninety participant service representatives, successfully supporting the $15 million Chrysler outsourcing initiative.
  • Managed the joint project team for Chrysler and Hewitt, keeping the timelines and customer requirements focused and maintaining the seven-month engagement.
1992 - 1996

Corporate Benefits Manager


(Affiliate of Baxter International Inc., and Nestle S.A.)

Directed a corporate benefits function that was responsible for the plan design of all benefit programs, legal compliance review, asset and liability management, vendor selection and management, and benefit communications. Reported to the Vice President of Human Resources with a dotted line to the CFO.

  • Managed a benefits redesign project to define benefits strategy, redesign benefit programs that were competitive in the market, and reduce overall healthcare costs from 18% inflation down to a 6% inflation rate over a four-year period of time.
  • Managed the project team to select a third party administrator to manage our claims liability and offer provider networks all across the country, completing the decision process in twelve months.
  • Led a team to redesign the retiree medical program, immediately reducing the Accumulated Postretirement Benefit Obligation from $3.2 million down to $800,000.
  • Converted medical benefits program from traditional indemnity to a multi-faceted plan that combined POS, PPO and traditional indemnity, increasing employee options and significantly improving employee recruitment and retention.
  • Participated in the project team between Nestle S.A. and Baxter to implement the dissolution of the joint venture, especially supervising the termination of the Clintec benefit programs and successfully protecting the employee assets.



B.A. Psychology

University of Wisconsin


More than ten years of progressive experience in strategic human resource management for diverse organizations, overseeing talent acquisition, talent optimization, organizational design, contract negotiations, vendor management, policy development, project management, and program design.


Senior Professional Human Resource Certification (SPHR) - December 2002

Project Management Certification (DePaul University) - August 2006