Business Strategy -- Clear and actionable to focus the organization

Industry analysis and business strategy for a consumer goods manufacturer leading to 600% increase in revenues.
Strategic planning for a large metropolitan hospital system with operations serving the five boroughs of New York and San Juan, Puerto Rico.
Strategic planning for a North American Division of a $10 billion global automotive components manufacturer.
Strategic planning for a commercial construction company with operations in New York and Florida.

Strategy Implementation and Change Leadership to Achieve Targeted Results

Strategic and operating interim leadership for a Fortune 500 company during one of the largest bankruptcies in U.S. history. Involved 15,000 employees in over 500 locations across 32 states and Latin America. Reduced non-staff costs by over $30MM, retained key talent, led organization restructuring, maintained good labor relations.
Change management leadership leading to on-time, under-budget SAP implementation at a $1.2 billion gas and electric utility.
Expanded business operations into Germany, Japan, Belgium and the United Kingdom with a global organizational strategy for an international manufacturing company.
Change management leadership to replace a core operating system at $3B financial services company.
Organization structure changes to improve role clarity and accountability at a public sector regional transit system.

Organization Development, Succession Planning and Compensation

Executive compensation analysis and recommendations at many publicly-held, mutually-owned, privately-held and nonprofit organizations.
Numerous compensation consulting projects involving base pay, incentives and profit sharing for companies in medical products, consumer durables, consumer non-durables, industrial manufacturers, financial services, service business industries as well as nonprofits and government.
Succession plans and processes for multiple companies ranging in size from 400 to over 10,000 employees.
Improved management level performance planning and development process throughout a $4 billion diversified manufacturing company.
Restructured the global human resource organization for a $3 billion food processing company.
Significantly improved performance and people development at multiple companies through redesign of performance management and learning and development strategies and programs.
On-line employee surveys for multiple clients, the largest having 15,000 employees located across the U.S.

HR/Human Capital Strategies to Align People With Business Strategy

HR strategy, learning and development strategy, management development and retention strategy, compensation review, comprehensive benefits review, labor relations strategy, organizational reviews, and communications strategy at the fifth largest broadband company in the U.S.
HR strategy and operational review of the human resources division for a $500 MM, 9000 employee urban school district. Created a new people strategy, redesigned the organization structure, implemented process improvements to decrease cycle time and costs, and recommended web-based technology to improve service delivery to customers and employees.
HR strategy and implementation at an industry-leading consumer goods organization.
HR strategy, base pay redesign, performance management implementation, comprehensive benefits review, executive compensation redesign, new staffing process, web-based HRIS implementation, learning and development strategy, pulse survey, 360-degree survey process at a leading financial services organization.

Increased new hire and ongoing training effectiveness at a $3 billion financial services company. Received national recognition from the American Society for Training and Development as a Top 125 U.S. Training Organization. Achieved in less than two years.
Sourced better quality teaching talent, significantly improved retention and reduced staffing costs at a large urban school district. Led the development of recruitment and branding strategies, and the streamlining of core processes and responsibilities.
Increased retention and improved hiring quality of field social workers for a 1300 employee non-profit through operational assessment and process improvements in recruitment, selection, and on-the-job field processes.
Found alternate sources of quality teaching talent by creating the “best-in-class” State of New York Education Department approved program for alternative teacher certification. Included benchmarking, negotiating a partnership with colleges, coordinating development of state education proposal and full responsibility for process design and effectiveness.
Recruitment, selection and staffing 500 seat call center in Orlando