Impact & Initiatives 

This section highlights a selection of high-impact projects I have led or significantly contributed to, each reflecting my commitment to operational excellence, workforce innovation, and cross-functional leadership. These initiatives demonstrate not only my ability to drive strategic outcomes but also my strength in project execution, stakeholder collaboration, and process improvement across HR and administrative functions. Each project showcases measurable impact aligned with broader organizational goals. 

Projects Overview

Internal SharePoint HR Site
Created to centralize HR resources, streamline document sharing, and enhance interdepartmental collaboration. This project significantly improved workflow efficiency and provided easy access to essential HR tools and information for the entire organization.

Out-Processing Checklist (Confidential)
Developed a confidential out-processing checklist to standardize employee exit procedures, ensuring legal compliance, securing sensitive data, and providing clear guidance throughout the employee separation process. This project streamlined operations and minimized potential risks.

High School Internship Program for Healthcare Careers
Launched a high school internship program aimed at introducing students to healthcare careers. This initiative bridged workforce development and community engagement by providing students with hands-on experience and exposing them to potential career paths in the healthcare sector.

Access Database for HR Operations
Developed an Access database to manage and analyze employee data more effectively. The database streamlined HR operations, improved reporting accuracy, and helped HR make data-driven decisions to support staffing and workforce management efforts.

I played a pivotal role in several key projects, one of which was the development of an HR SharePoint intranet page. As the project lead, I was responsible for defining the scope, setting objectives, and overseeing the execution of the site. My primary task was to ensure that the site effectively supported HR operations, offering a centralized platform for all HR-related resources and documentation.

Collaboration:
To achieve this, I collaborated with several key stakeholder groups. I worked closely with the HR department to gather requirements, prioritize key features, and understand daily operational needs. I partnered with the IT team to ensure technical feasibility, site configuration, and compliance with internal systems and security standards. Additionally, I coordinated with content contributors across the department to standardize documentation, ensure version control, and maintain data accuracy. Throughout the project, I provided regular updates to senior leadership to align project progress with strategic objectives and gain feedback at key milestones. 

Project Execution & Results
The outcome of this project was a significant improvement in operational efficiency and collaboration. The intranet site led to a 30% reduction in time spent locating documents and enabled quicker access to essential resources, enhancing decision-making and compliance efforts across the department. It also reduced email redundancies and improved communication flow among HR staff. Beyond workflow optimization, the platform increased employee engagement by serving as a reliable source of updates on HR initiatives, compliance changes, and internal policies. 

Description:
To support the HR department’s growth and streamline our internal processes, I led the creation of an HR SharePoint intranet site. This site serves as a central hub for HR policies, resources, training materials, and important updates. Employees can easily access forms, documents, and organizational tools, improving communication and efficiency across the department.

Tools/Skills Used:
SharePoint, HRIS Systems, Collaboration, Risk Mitigation, Project Management, Process Optimization

Impact:
The SharePoint site improved the department's overall efficiency by 30%, cutting down time spent searching for documents and improving access to resources. It also increased employee engagement, as staff could easily stay updated on HR news, compliance changes, and departmental initiatives.

This project demonstrated my ability to lead complex, cross-functional initiatives in a matrixed environment, aligning people, process, and technology to achieve measurable business outcomes. Tools and skills used in this project included SharePoint, HRIS systems, stakeholder communication, project planning, risk mitigation, and process optimization.

Note: Due to the sensitive nature of this document, I cannot share the details

As the lead on a high-impact, confidential initiative, I designed and implemented a comprehensive out-processing checklist tailored to both military and civilian personnel. The goal was to standardize exit procedures, ensure compliance with internal policies and federal regulations, and streamline employee transitions. I gathered requirements through extensive cross-functional collaboration, engaging stakeholders from HR, IT, military leadership, and legal/compliance departments. This ensured the checklist addressed all necessary steps including equipment return, records management, final documentation, and regulatory compliance while remaining sensitive to the distinct protocols required for different employee categories. 

Collaboration:
To ensure broad organizational alignment, I worked closely with the HR team to include critical process elements such as exit interviews and benefits transition. I partnered with military leadership to incorporate Department of Defense (DoD) and Army-specific regulations, while legal and compliance teams ensured data security and confidentiality were upheld throughout the process. Integration with internal systems was completed in collaboration with IT, enabling tracking, accountability, and accessibility across departments.

Project Execution & Results
The implementation of this checklist resulted in a 30% reduction in processing time and a 25% decrease in out-processing errors. It significantly improved policy compliance and minimized risk by ensuring that every legal and procedural requirement was addressed prior to an employee’s departure. Moreover, the process greatly enhanced the employee exit experience by reducing uncertainty and administrative friction during a critical period. 

Description:
In response to employee feedback and to improve the efficiency of our out-processing procedures, I worked closely with both HR and legal teams to design a comprehensive out-processing checklist for both military and civilian employees. This checklist ensured all exit steps were completed accurately and legally, reducing errors and ensuring a smooth transition for departing employees.

Tools/Skills Used:
Collaboration with HR and Legal Teams, Process Design, Compliance Management, Documentation

Impact:
This project showcases my ability to manage sensitive, cross-departmental initiatives within a regulated environment, balancing stakeholder needs with operational efficiency. Key skills and tools utilized included compliance management, stakeholder engagement, process design, documentation control, and risk mitigation.

I initiated and led the implementation of a high school internship program aimed at introducing students to healthcare careers. I played a key role in designing the program, which involved creating a structured internship curriculum, recruiting participating schools, and overseeing the students’ daily activities and learning experiences.

Collaboration:
To ensure project success, I built cross-functional partnerships across key internal and external stakeholders:

• 1. Educational Institutions: Established relationships with local high schools to ensure the program met academic and logistical requirements, while attracting students with a demonstrated interest in healthcare.

  2. HR & Compliance: Partnered with HR to create onboarding workflows, develop safety protocols, and align the program with internal policies.

  3. Healthcare Staff: Coordinated with frontline healthcare professionals who served as mentors, ensuring students received hands-on, meaningful experiences.

  4. Executive Leadership: Maintained ongoing communication with senior leadership to ensure strategic alignment and to secure support for scalability and future cycles.

Project Execution & Results:
The program successfully onboarded over 50 high school students across multiple cycles, providing them with real-world exposure to healthcare operations and administrative functions. As a direct outcome, several participants pursued post-secondary education and careers in healthcare, effectively creating a future talent pipeline for the organization. This initiative enhanced the company’s reputation as a community-focused and talent-oriented employer while strengthening long-term partnerships with local high schools. By fostering these relationships and embedding mentorship into the program’s framework, the organization positioned itself as an advocate for workforce development and youth engagement. 

 Description:
The measured impact of this initiative included the creation of a scalable, repeatable model for youth workforce engagement, which can be replicated across other departments or regions. It also contributed to enhanced community presence and reinforced the organization’s brand as an employer of choice for early-career talent. Ultimately, the program delivered tangible ROI by aligning with broader DEI and outreach goals while investing in the future readiness of the healthcare workforce.

Tools/Skills Used:
Program Development, Stakeholder Collaboration, Recruitment, Mentoring, Event Planning

Impact:
This program mentored over 50 high school students, several of whom have gone on to pursue healthcare careers. It also enhanced the company’s brand as an employer of choice for young talent and fostered strong ties with local educational institutions. 

Throughout the project, I leveraged a diverse range of tools and skills, including program development, project lifecycle management, stakeholder engagement, event coordination, risk mitigation, mentorship design, and metrics tracking. These capabilities were essential in driving program success and ensuring cross-functional collaboration. 

To improve the accuracy and efficiency of HR reporting and data management, I led the development of a custom Microsoft Access database. The system was designed to centralize employee data, automate manual processes, and support HR in making faster, data-driven decisions. My focus was on ensuring the tool aligned with strategic HR needs and broader organizational goals. 

Collaboration:

Collaboration was central to the success of this project. I worked closely with the HR department to identify the most critical data points and reporting needs. Simultaneously, I partnered with the IT team to ensure the database met all security protocols and could integrate smoothly with internal systems. I also kept senior leadership engaged throughout the project lifecycle, providing regular progress updates to ensure alignment with organizational goals. 

Project Execution & Results:
I managed the full project lifecycle from discovery and requirements gathering to system design, testing, and implementation. I designed intuitive data input forms, built automated reporting tools, and implemented checks to minimize data errors. As a result, the HR team experienced a 40% reduction in the time required to generate reports and a 30% increase in data accuracy. These improvements significantly enhanced the team’s efficiency and responsiveness. 

Description:
The custom database replaced a patchwork of spreadsheets and manual processes with a centralized, automated platform. It allowed HR staff to manage employee data, performance reviews, and compliance milestones with greater ease and consistency. The system also provided leadership with timely access to key workforce metrics. 

Tools/Skills Used:
Microsoft Access, HR Data Management, Database Design, Process Automation

Impact:
The Access database project demonstrated my ability to lead cross-functional initiatives, implement technical solutions, and deliver measurable results. It improved reporting efficiency and data integrity, supported compliance efforts, and created a scalable foundation for future data-driven projects. Key tools and skills used included Microsoft Access, HR data management, process automation, stakeholder engagement, and database design.