Gra***are

AVP of HR and Corporate Culture

Education

Southern New Hampshire University

Southern New Hampshire University (2014 - 2015)

  • Degree: Graduate Certificate
  • Field of Study: Human Resources Management and Services
  • Description:

American Military University (2002 - 2009)

  • Degree: Master's degree
  • Field of Study: Homeland Security/Emergency Management
  • Description:

University of Southern Maine (1995 - 1999)

  • Degree: Bachelor's degree
  • Field of Study: Environmental Science
  • Description:

Skills:

Training, Employee Relations, Command, Military Operations

Work Experience:

AVP of HR and Corporate Culture at Synergent

  • Location: Westbrook, Maine, United States
  • Duration: 2023-04 to Present
  • Description:

Chief Administrative Officer (CAO) at Maine Veterans'​ Homes

  • Location: Augusta, Maine, United States
  • Duration: 2022-07 to 2023-04
  • Description: Responsible for all administrative and support functions, to include oversight of Human Resources, Facilities Management, Information Systems, Recruiting, Safety, and Marketing/Communications.

Director, Human Resources at Maine Veterans'​ Homes

  • Location: Augusta, Maine, United States
  • Duration: 2021-06 to 2022-06
  • Description: Responsible for all human resources functions, including employee benefits, policy generation and updates, performance management programs, and employee relations.

Manager, Insurance and Employee Benefits at Dead River Company

  • Location: South Portland, ME
  • Duration: 2014-04 to 2021-06
  • Description: Responsible for the availability, implementation, and cost effectiveness of all employee benefits and administers the various health, welfare, and retirement plans. Organizational lead for insurance policy review and renewal. Company lead for aligning annual employee benefit efforts to meet long term organizational strategic goals, including financial and risk management objectives. Chair of Wellness Committee for the company who coordinates wellness related strategy and associated programs. Routinely supports employee relations activities, such as employee engagement surveys and feedback meetings. Provides direct input for property and casualty claims resolution and has an active role in accident and injury prevention throughout the company. Member of the organization’s acquisition team, providing data for the due diligence process and assists in transition planning and execution.

Deputy Current Operations Branch Chief at Maine Army National Guard

  • Location: Augusta, ME
  • Duration: 2011-04 to 2014-04
  • Description: Responsible for collaborating with federal, state, and local partners, developing plans and policies for emergency operations, anti-terrorism operations, personnel protection/security, military funeral operations, and organizational development. Lead planner/coordinator for a national level exercise occurring in Maine, involving nearly 2000 participants, representing over ten organizations from six states, at six different Maine locations. Routinely provide guidance to senior executives on operational plans, budgetary issues, personnel management, and risk management. Officer in Charge of the Maine National Guard Joint Operations Center, which provides situational awareness, planning, and communications capabilities to the organization. Responsible for oversight and administration of a $3,000,000 budget.
AI Resume Analysis

Candidate Intelligence Report

AI-powered analysis from the perspective of a US hiring director — evaluating career continuity, growth trajectory, and role fit.

Career Continuity & Risk Assessment

Employment GapLow

There are no evident employment gaps; career shows continuous progression in HR leadership across multiple organizations since 2011.

Industry ConsistencyLow

Experience spans military/government, private sector, and healthcare, all within HR leadership. This demonstrates adaptability with minimal industry-related risk.

Tenure StabilityMedium

Recent roles show shorter tenures (1 year in Director HR, 1 year as CAO, ongoing AVP role), which warrants probing during interviews to understand motivations and-fit.

Education-Career MatchMedium

Education from Southern New Hampshire University supports a leadership path; however, the degree field and completion details are not specified, creating some ambiguity about formal alignment with HR leadership requirements.

Career Growth Curve

Deputy Current Operations Branch Chief Entry
Maine Army National Guard
2011-04 to 2014-04
Manager, Insurance and Employee Benefits ↑ Promoted
Dead River Company
2014-04 to 2021-06
Director, Human Resources ↑ Promoted
Maine Veterans' Homes
2021-06 to 2022-06
Chief Administrative Officer (CAO) ↑ Promoted
Maine Veterans' Homes
2022-07 to 2023-04
AVP of HR and Corporate Culture ↑ Promoted
Synergent
2023-04 to Present
Assessment: Grant Delaware demonstrates a steady upward trajectory in HR leadership with increasing breadth across benefits, policy, training, culture, and cross-functional operations. The sequence culminates in an AVP role with enterprise-level influence, indicating readiness for CHRO or VP of People opportunities in mid-to-large organizations, though interview discussion should address the shorter recent tenures and confirm long-term fit.

Best-Fit Roles (Top 5)

1

Chief Human Resources Officer (CHRO) – Regional Healthcare System / Multi-site Senior Care Network92% fit

Direct alignment with extensive HR leadership, culture-building, benefits, training, and cross-functional oversight demonstrated across Maine Veterans' Homes and the healthcare sector; strong strategic and change-management capabilities.

2

Vice President of Human Resources – Utilities/Manufacturing Company90% fit

Proven success leading complex HR functions in a utility-oriented environment; experience with benefits, wellness, compliance, and acquisition-related due diligence supports executive HR leadership in operations-heavy industries.

3

Senior Director, People & Culture – National Professional Services or Diversified Services Firm85% fit

Strength in culture, engagement, and change leadership pairs well with growth-stage or mature organizations requiring strategic HR and employee development.

4

Chief People Officer – Nonprofit / Veterans-focused Organization82% fit

Relevant domain knowledge and mix of HR operations and culture initiatives align with mission-driven organizations; leadership depth supports mission-critical people programs.

5

Vice President of HR Operations / Head of Talent Management – Private Equity-backed Portfolio Company78% fit

Acquisition due diligence experience and broad HR operations background suit portfolio companies seeking scalable HR platforms and integration capabilities.

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