Q & A
What do you enjoy most about helping organizations build or transform their HR departments?
I am passionate about transforming HR into a strategic force that drives business success. Throughout my career, I have redefined HR by aligning workforce strategies with business objectives, stabilizing leadership teams, optimizing hiring, and embedding DEI into company culture. At Embrace Pet Insurance, I built an HR department from the ground up, growing the team from one to 25 specialists, reducing leadership turnover by 25%, and increasing employee engagement by 30%. By implementing structured policies, AI-powered hiring tools, and a three-year HR roadmap, I helped turn HR into a business driver that improved retention, hiring efficiency, and leadership development.
How have your experiences in law enforcement and union leadership influenced your approach to high-level HR leadership?
My background in law enforcement and union leadership shaped my HR approach by strengthening my expertise in compliance, negotiation, and conflict resolution. Leading a union for 12 years taught me how to advocate for employees while balancing business needs, giving me an in-depth understanding of workforce strategy and policy development. These skills were critical when I transformed HR at Embrace Pet Insurance, reducing employee relations escalations by 50% and legal risks by 45%. I apply these leadership principles to create fair, transparent policies, strengthen leadership pipelines, and ensure HR is a business enabler, not just a support function.
Can you share an example of how technology has improved your efficiency or decision-making in HR operations?
Technology was instrumental in streamlining HR operations during Embrace Pet Insurance’s international merger. I led the transition from Workday to UKG’s full-suite HR platform, consolidating payroll, talent acquisition, and workforce planning into a single system. This shift reduced payroll processing time by 30%, cut hiring timelines by 50%, and improved compliance across multiple regions. With predictive analytics and self-service tools, we optimized workforce planning, enhanced employee experience, and positioned HR as a data-driven strategic partner that supported business growth and efficiency.
How do you align HR strategy with overall business objectives to drive company growth and culture?
I align HR strategy with business objectives by integrating workforce planning, leadership development, and talent acquisition into the company’s long-term vision. At Embrace Pet Insurance, I introduced predictive hiring analytics that reduced time-to-fill by 50%, implemented DEI initiatives that increased underrepresented leadership hires by 30%, and transitioned HR systems to provide real-time workforce insights. Whether scaling operations, navigating mergers, or strengthening employer branding, I ensure HR is a proactive, strategic function that drives profitability, engagement, and long-term sustainability.
