Unique background in both Private sector corporate management and Public sector leadership. Documented record of accomplishing results and building relationships with internal customers at all levels of the organization. Accomplished, dynamic presenter and trainer. Consulting expertise concentrating in employment law, EEO/Diversity, and professional development. Certifications: • Crucial Conversations • DDI Interaction Management • AchieveGlobal • Positive Discipline • Mediation • TopGrading
Sep 2005 - Present
Executive Director, Talent & Diversity
Lone Star College System
Promoted to reshape one of the fastest growing community college districts, having 5 distinct colleges, 7 satellite centers and 2 University Centers, with over 60,000.students Guided talent management, diversity/EEO initiatives, employment law, civil rights investigations, and performance management. • Designed “Diversity is a State of Mind” website (http://www.lonestar.edu/diversity), Faculty Diversity Internship Program, On-line civil rights training, and “Diversity Matters” recruitment/selection process -- creating a strong branding and diversity initiative. • Implemented Talent Management process which helped to identify key performers and high potentials via talent reviews, fill executive vacancies through succession plans, and save thousands of dollars in turnover costs, legal expenses, and search firm fees. • Managed 12 internal Civil Rights Administrators (CRA). Formalized best practices training program in dispute resolution for CRA’s, standardizing investigation processes, decreasing legal liability and increasing timely resolution of complaints.
Aug 2000 - Aug 2005
District Director, Employment Services
North Harris Montgomery Community College District
Recruited to move HR from bureaucratic function to a dynamic, strategic partner for one of the fastest growing community college districts, having 5 colleges and 7 satellite centers, with 3500 employees. Guided talent management, employment law, civil rights investigation, and performance management. Impact: Built highly effective results-driven, customer service oriented HR organization. • Pioneered Positive Discipline performance management philosophy,-- emphasizing employee accountability, Improved employee relations and employee productivity, reduced turnover and employee complaints, and minimize our legal liability due to adoption of best practices. • Introduced TopGrading process for startup of new college, maximizing the selection/ retention of “A Players”, saving money in lowered costs of turnover, retraining and inefficiency. • Implemented Faculty Diversity Internship Program that helped the District to attract, retain and utilize a diverse workforce, meeting its strategic objectives.
Jun 1998 - Dec 1999
Corporate Human Resources Manager
E.O.T.T. Energy (subsidiary of ENRON)
Structured employee relations for one of the largest lease crude marketer in North America, with operations in 18 states and Canada. Joined EOTT prior to business transition. Defined aggressive program to meet new federal training regulations. Impact: Saved organization thousands of dollars by addressing recruitment and retention concerns with the fleet of truck drivers who serviced our lease accounts.