Yes***sse
Education
University of Cincinnati
- Degree: BS
- Field of Study: Human Resourses Management
- Description: Minor - Training & Development. Activities and societies: Society of Human Resources Management.
Skills:
Change Management, Coaching, Employee Performance Improvement, Employee Relations and Engagement, Leadership Coaching & Counseling, M&A Integration, Disciplinaries
Work Experience:
Senior Human Resources Director/Manager/ SR. HRBP at Robert Half
- Location: Cincinnati, Ohio · Hybrid
- Duration: 2019 to Present
- Description: St. Elizabeth Healthcare / FoodChain ID (Remote). Serve as a strategic HR partner and advisor to executives across healthcare, professional services, and global organizations. Lead employee relations, workforce planning, and performance management initiatives supporting 1,000+ employees. Designed onboarding programs and training strategies to improve retention, engagement, and organizational alignment. Directed HR integration during mergers and acquisitions, ensuring seamless transitions with minimal business disruption. Created hybrid workplace policies, increasing employee satisfaction by 95%.
Human Resources Manager at BHDP Architecture
- Location: Cincinnati, Ohio · On-site
- Duration: 2016 to 2018
- Description: Led HR operations supporting multi-site workforce. Implemented benefit plan transition, increasing employee participation by 50%. Revamped recruiting strategy to include international student visa candidates. Launched company-wide wellness program and updated FMLA, STD, and LTD policies.
Director, Human Resources & Operations at Cornerstone Broker Insurance Services Agency, Inc.
- Location: Cincinnati, Ohio
- Duration: 2013 to 2014
HR Manager/Talent Acquisition Manager at MERCY HEALTH - ANDERSON HOSPITAL,/ PARTNERS
- Location: Cincinnati, ohio · On-site
- Duration: 2011 to 2013
Corporate/Global Human Resources Manager at FIRSTGROUP AMERICA INC
- Location: Cincinnati, Ohio
- Duration: 2008 to 2011
- Description: Partnered with global business leaders in Sales, Finance, IT, and Operations on HR strategy. Implemented company-wide orientation and talent acquisition strategies, recruiting 1,000 IT professionals post-merger. Supported design and rollout of national compensation system, improving retention and recruiting by 25%.
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
There is a two-year gap between 2014 and 2016 (and a brief gap around 2018–2019). These gaps warrant probing during interviews to confirm continuous relevance and any activity (consulting, contract work, education) that maintained currency.
Experience spans multiple industries (healthcare, architecture, insurance, transportation, and professional services). While this demonstrates adaptability, a focused storytelling approach will be needed to connect sector-specific value when targeting a particular employer.
Early-career roles show 1–2 year stints, but the current role has been held since 2019 (4+ years). Interviewers may seek rationale for earlier transitions, though recent stability strengthens fit for senior HR leadership.
Education at University of Cincinnati aligns well with HR leadership roles in the US; track record demonstrates practical, outcomes-driven HR leadership that supports this educational foundation.
Career Growth Curve
Best-Fit Roles (Top 5)
Vice President of Human Resources95% fit
Extensive strategic HR leadership, M&A integration, and HR policy/operations experience across multiple industries; proven ability to align people strategy with business goals and drive engagement and retention at scale.
Chief Human Resources Officer (CHRO)90% fit
Seasoned senior HR leader with executive advisory experience, cross-functional collaboration, and capability to oversee HR transformation, talent strategy, and workforce planning at scale.
Senior Director/Director of HR Operations85% fit
Strong track record in HR operations, change management, policy modernization, and multi-site HR leadership; well-suited for regional or national organizations seeking operational HR excellence.
Head of Talent Management & Organizational Development78% fit
Demonstrated coaching, leadership development, succession planning, and performance management expertise; aligns well with organizations prioritizing leadership capability and culture building.
HR Transformation Lead74% fit
Specialized focus on change management, HR systems optimization, and large-scale HR initiatives; fits as a functional leader during major transformation programs or integration efforts.
Related Sourcing Channels
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