The Challenge

In high-volume supply chain environments, the human element is the most critical operational risk. High turnover, low engagement, and inconsistent training directly translate into poor inventory accuracy, increased safety incidents, and massive customer service failures. The executive imperative is to implement a robust HR and leadership strategy that builds a durable, high-performing culture capable of sustaining world-class operational metrics.

Executive Leadership in Talent Transformation

I specialize in transforming geographically dispersed teams into cohesive, high-accuracy workforces. My expertise is in integrating human capital strategy directly into operational flow, ensuring that every team member is aligned with the goal of profitable, world-class excellence.

Culture and Performance Turnaround

I have a proven record of intervening in struggling operations and implementing cultural and procedural change that drives measurable improvements in morale and external perception.

• Dramatic Team Transformation: Successfully managed the turnaround of the worst-rated operation in the country for customer satisfaction (a direct reflection of team morale and performance) and elevated it to the thirteenth best-performing location.

• Assessed the labor market conditions in Scranton, PA and built a prison-to-work program that saw 25 graduates and turnover rates of less than 1%.

• Defined Expectations: Established all processes, reporting, and Key Performance Indicators (KPIs) for fulfillment and customer service departments across multi-site networks, providing clarity and accountability for all team roles.

Talent Development & Mentoring

I invest in human capital through dedicated coaching and standardized development programs, ensuring leadership continuity and maximizing individual potential.

• Strategic Coaching: Led comprehensive training, mentoring, and coaching programs for geographically dispersed management and hourly teams, driving professional growth and improving operational execution.

• Incentive Systems: Expertise in designing and implementing Incentive Plans that link team compensation and rewards (not just monetary) directly to operational efficiency and accuracy goals, ensuring alignment between labor costs and productivity.

Change Management and Stability

I leverage executive oversight and principles of Change Management to navigate organizational growth, acquisitions, and technology adoption while maintaining team stability.

• Building a Foundation: Direct experience in Culture Building and Employee Relations, ensuring new systems (like WMS/OMS implementations) are adopted successfully with buy-in from all levels.

• Financial Alignment: Applied Lean Six Sigma (LSSBB) principles to staffing and scheduling, ensuring labor resources are optimized to contribute positively to P&L management (up to $500 Million scope).

• DEI Leadership: Advocate for Diversity, Equity, and Inclusion (DEI) principles to foster a resilient and broad-skilled workforce.

Core Leadership & HR Capabilities

• Geographically Dispersed Team Management: Leadership of teams across multiple countries, states, and facilities.

• Labor Process Design: Writing policies and procedures, scheduling, and defining roles for optimal efficiency.

• Team Member Coaching and Mentoring: Developing next-generation leaders and improving current team performance.

• Employee Relations & Change Management: Navigating organizational growth and managing sensitive personnel issues.

If your team's performance or turnover is hindering your operational goals, let's discuss how my executive leadership can engineer a stable, engaged, and highly accurate workforce.

View my detailed project portfolio or schedule a strategic consultation today.