HR Projects

Our Services - Sample Projects​​

Leader Development

  • American Express: Developed high-potential candidates resulting in significant reduction in time to competence and to fill;        60% of participants promoted within 6 months; 100% retention of program participants.

  • Con Edison: Change management - client commented, “A group that was considered a trouble spot is now seen as a role model.”

  • Executive Director - established not-for-profit: “As my executive coach, you helped me improve my relationship with key staff and grasp a clear vision of where our organization needed to go. This wound up mending fences with both the board and key staff.”

  • General Manager - fashion apparel industry firm: His CEO reported - “Three years after you guided him through a critical phase in his development, this executive’s effectiveness has improved markedly and the business he manages is growing steadily.”

  • Lutheran Medical Center: Process improvement intervention resulted in breaking down barriers between two key hospital departments, plus documented improvement in patient satisfaction.

  • Pentegra Retirement Services: Collaborated with new president to define desired culture, create strategic goals, and develop and implement a change management strategy.

  • Spiegel Brands: Led project team in design and implementation of executive development coaching program.

HR Projects

Transition to consultative business partner model:

  • Conducted assessments of HR departments including industry benchmarking. Crafted strategic vision and mission, initiated restructuring including outsourcing of non-core functions, reallocation of talent, and acquisition of key talent to fill critical talent gaps. Reorganized functions, and achieved transition from transaction-oriented to consultative business partner model in 18 months.


HR Leadership:

  • Direct report to CEO; advisor on organizational design, talent acquisition and development, leadership development and performance management.
  • Consultant to business leaders on organizational redesign to achieve business strategy and maximize workforce efficiency.
  • Senior staff advisor to Staff Affairs, Pension and Compensation Committees of the Board.

Performance Management:

  • Designed and implemented performance management systems resulting in proactive, purposeful management of human resources.
  • Successfully aligned core and leadership competencies with organization's strategic plan.


Talent Acquisition/Executive Search:

  • Reduced time-to-fill by 50% and improved quality of candidates by 30%, based on hiring manager assessment.
  • Searches include: AVP Research & Data, AVP Workers Compensation & Loss Control, Chief Information Officer, Director Compensation Benefits & HRIS, Director Human Resources​, Director/VP Professional Liability Claims & Litigation, SVP & General Counsel, VP & Medical Director, VP Philanthropy


Talent Management/Engagement/Retention:

  • Developed organization’s first talent management process resulting in internal pipeline of candidates for all key positions, reduction of talent drain, and focused investment in high performers/potentials.
  • Introduced organizational learning as a driver to achieve client satisfaction and improve employee engagement.
  • Assumed leadership over organization-wide process transformation initiatives utilizing high-potentials to solve complex problems, improve processes, and develop leadership capabilities.
  • Developed executive onboarding program resulting in significant improvement in time to competence.