Director of People & Talent - Glowbar - 23 locations across 6 states
(2025-03 - 2026-06)
Reported to COO | 2 direct reports
- Improved average employee retention from 3–6 months to over 1 year and drove eNPS from -10 to +41 by designing the full performance management lifecycle from the ground up, including 30/60/90-day new hire reviews, annual reviews, and a structured coaching, corrective action, and escalation process backed by new SOPs and policies.
- Aligned pay structures with budget and market competitiveness by building a compensation and total rewards strategy for a 23-location, multi-state workforce and corporate office.
- Advised the executive team and location leadership as the primary HR partner across 6 states, leading a team of 2 and owning full-cycle HR operations, employee relations, and compliance.
- Ensured accurate payroll, benefits migration, and compliance alignment across a multi-state workforce by owning end-to-end payroll operations (ADP, with Excel-based prep and audit) and supporting the organization's PEO-to-direct-employer transition.
- Reduced time-to-hire from 60+ days to approximately 24 days, a 50%+ improvement, by redesigning the end-to-end hiring process and interview cycle across 23 locations, giving hiring managers a consistent, repeatable process for filling roles quickly.
- Partnered directly with the COO on workforce planning and organizational decisions as the company scaled.
Head of Talent & People Operations - Tinybeans USA - Publicly traded, globally distributed (US, Australia, Egypt, LATAM, Canada, & more)
(2022-07 - 2025-04)
Promotion | 2 direct reports
- Advised the CEO and executive team on organization-wide workforce strategy, compensation, employee relations, and total rewards across Sales, Marketing, Design, Engineering, Product, and Data as the sole HR leader for Tinybeans, at times leading a team of 2.
- Aligned people programs, career pathing, and performance cycles with team workflows, including agile/sprint-based practices used across engineering, by partnering closely with engineering, product, design, and data leaders and applying workforce analytics and AI-enabled tools to inform planning decisions.
- Successfully transitioned the organization from a US-based to an Australia-focused operating model by leading the restructuring of the People function, including a reduction in force managed with care for compliance and employee experience.
- Achieved 100% C-suite and 92% management-level recruitment success, reducing time-to-hire across the organization to 35 days and cost-per-hire by 15%, including for technical and engineering roles.
- Delivered an 18% reduction in benefits costs through vendor renegotiation and plan redesign, a 23% savings through vendor contract negotiations and re-evaluation, and a 10% savings against forecast through budget planning with Finance.
- Ensured accurate multi-country payroll, benefits, and compliance across a distributed, hyper-growth workforce using Justworks and Deel, while administering employee stock options, equity, and 401(k) plans.
Director of Talent & People Operations - Tinybeans USA - Post-acquisition integration following Red Tricycle acquisition (2020)
(2021-02 - 2022-07)
- Rebuilt the People Operations function as the sole HR resource, later expanding to a team of 2 before returning to a department-of-one structure, supporting a newly combined, growing technology organization shortly after Tinybeans' acquisition of Red Tricycle.
- Shaped organizational design, employee relations, and people programs during a period of rapid company growth by partnering directly with founders, engineering, and product leaders.
- Reduced time-to-hire by 70% by building scalable recruiting and onboarding processes from the ground up, including for technical roles, and laid the foundation for the compensation and total rewards infrastructure later scaled at the Head of Talent level.
- Owned IT operations as a department of one, including vendor management, device provisioning and distribution (Microsoft, Apple, and Samsung), and technical onboarding for a globally distributed workforce.
- Drove 87% retention among reviewed employees by building and launching a performance management program, alongside leadership development and career pathing initiatives.
Regional Manager, Learning & Development and Human Resources - Dufry - 500+ employees across multiple unionized airport and travel retail locations
(2018-01 - 2021-02)
Promotion | 3 direct reports
- Reduced new-hire turnover by 65% through the redesign of onboarding and training programs, serving as HR and regional advisor to store and district leadership across a unionized workforce on employee relations, training, and performance management.
- Built manager capability across a large, multi-site hourly workforce by leading training and development programs.
- Improved manager readiness and promotion-from-within rates to 65% by implementing a structured leadership development curriculum for district and store managers across the region.
Manager, Learning & Development and Human Resources - Dufry - Multi-site airport retail locations
(2016-07 - 2018-01)
- Supported 10 new store openings and brand partnerships, including Burberry, Kate Spade, Coach, Tumi, and News, by delivering onboarding, orientation, and training programs across multiple airport retail locations.
- Achieved 100% completion and accuracy for I-9 verification, benefits enrollment, and airport security badge/credentialing across locations, ensuring compliance for a fast-moving, multi-site hourly workforce.
- Aligned staffing, training, and readiness timelines with opening dates by partnering with store and airport management on new location rollouts and brand launches.
- Partnered with store leadership on employee relations and performance coaching in a fast-paced, customer-facing retail environment.
Generalist / Supervisor & District Trainer - Target - Multi-site retail
(2008-10 - 2016-07)
Promotion | 5 direct reports & 50+ indirect reports
- Built an early foundation in HR operations and employee relations that carried through into every subsequent leadership role by progressing through increasing operations and HR responsibility, supporting hiring, onboarding, performance management, and training across multiple locations.
- Supported store leadership on employee relations, training, and performance management across multiple locations.
- Reduced front-end turnover by 15% through targeted engagement and training initiatives.
