EXPERIENCE

Head of Human Resources | University of Vermont Health Network | South Burlington 9.23’-present

Repositioned HR as a strategic partner across a multi-site rural healthcare system, supporting 2,000 employees while strengthening workforce stability, leadership alignment, and enterprise decision-making during a period of operational and labor market pressure.

● Built an immigration-supported workforce pipeline for 650+ visa clinicians, closing critical staffing gaps and stabilizing provider coverage across rural markets with historically high vacancy rates.

● Standardized HR governance across 7 affiliate partners, eliminating policy inconsistencies and reducing compliance and operational risk through a unified workforce management framework.

● Consolidated PMO, transformation, and change management functions into a single operating model, accelerating execution speed and improving cross-functional coordination across enterprise initiatives.

● Partnered with executive leadership and KPMG to implement AI-enabled middleware across legacy systems, enabling real-time data visibility across HR, Revenue Cycle, Supply Chain, and Facilities and improving speed and quality of leadership decision-making.

● Led enterprise AI change strategy and organizational restructuring in partnership with the President of Shared Services, reducing adoption risk, eliminating redundant workflows, and preventing fragmented technology investment.

● Automated transactional HR work through AI and Workday optimization, increasing functional capacity and enabling HR to shift focus toward workforce planning, executive advisory, and enterprise risk mitigation.

● Developed leadership capability to operate in AI-enabled environments, increasing decision quality, strengthening cross-functional alignment, and accelerating adoption of new operating models.

● Drove AI-enabled workflow redesign and workforce optimization, creating measurable efficiency gains with downstream impact on cost structure and patient experience.

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Principal Consultant & Founding Partner | Avant HR Solutions | Charlotte, NC 7.19’-9.23’

Co-founded an HR and organizational development consultancy helping healthcare and high-growth companies build scalable people strategies during periods of rapid expansion, M&A activity, and organizational transformation.

● Scaled startup and PE-backed healthcare organizations from early-stage to enterprise readiness, building HR infrastructure, talent strategies, and leadership systems for companies growing from ~75 to nearly 1,000 employees.

● Advised executive teams through high-growth scaling and organizational redesign, implementing HRBP models, leadership development programs, and engagement strategies to support rapid workforce expansion.

● Led human capital strategy for M&A and organizational transformation initiatives, guiding leadership teams through workforce integration, culture alignment, and structural redesign.

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Vice President, People Operations (Fractional) | SteadyMD | St. Louis, MO 11.21’-4.23’

Architected the full HR function for a high-growth telehealth startup supporting rapid national expansion and a major enterprise client launch.

● Built the company’s first HR infrastructure, enabling workforce expansion from ~75 to nearly 1,000 employees while establishing talent acquisition, HRBP, employee relations, and total rewards functions.

● Scaled a national physician workforce across all 50 states to support enterprise telehealth contracts, designing compliant employment structures, benefits strategy, and multi-state labor frameworks.

● Implemented foundational performance and culture systems, including a company-wide 360° performance process and DEI program, strengthening leadership accountability during rapid growth.

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Vice President of HR/HRBP | BAYADA Home Health Care | Pennsauken, NJ 1.17’-10.21’

Served as executive HR leader for the Skilled Nursing business unit, aligning people strategy with operational performance across a $700M division and 12,000-employee workforce.

● Embedded HR as a strategic partner to the executive leadership team, aligning workforce strategy, leadership development, and succession planning to support sustained growth across a national skilled nursing business unit.

● Designed the organization’s HRBP operating model, establishing a scalable framework that strengthened executive partnership and aligned talent strategy with business performance across multiple regions.

● Led complex workforce initiatives during periods of rapid organizational change, including M&A integration, leadership restructuring, and enterprise leadership development programs.

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Division Director - Vice President of Operations | BAYADA Home Health Care | Williamsport, PA 1.11’-1.17’

Led multi-site pediatric home health operations with full accountability for growth, financial performance, and workforce leadership across a $68M business unit serving 1,000+ clinical and operational employees.

● Scaled regional operations from a single location to nine offices, expanding care access for medically fragile pediatric patients while driving sustained revenue growth.

● Led and developed a workforce of 1,000+ clinicians and staff, building high-performing leadership teams that delivered top division performance and operational stability.

● Drove consistent top-tier performance across people, quality, service, growth, and financial metrics, earning company recognition as a top-performing division for multiple consecutive years.

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Director of Operations | BAYADA Home Health Care | Williamsport, PA 1.05’-1.11’

Revitalized a struggling pediatric home health operation and positioned it for sustained regional expansion through disciplined operational leadership and workforce development.

● Doubled regional patient caseload and revenue within the first year, transforming an underperforming office into a high-growth operation.

● Built and led multidisciplinary teams of clinicians and office staff, strengthening care delivery, compliance, and service outcomes for medically complex pediatric patients.

● Established the operational model that later scaled into a nine-office regional division, laying the groundwork for sustained growth and future executive leadership.