Dominique Lavel Burrell-Paige, Ph.D., SHRM-CP

· Partner with client leadership to navigate complex employee relations matters — including performance improvement plans, leadership conflict, and team dynamics — advising on resolution strategies that minimize organizational risk and preserve culture. · Design and facilitate leadership development programs grounded in behavioral assessment (Leadership Circle Profile) and coaching methodology, resulting in measurable improvements in executive retention and team psychological safety. · Drive organizational design and change management initiatives for clients undergoing leadership transitions, restructuring, or cultural transformation. • Designed and facilitated premium workshops on Emotional Intelligence and Team Cohesion, enabling organizations to cultivate exceptional leadership talent and foster collaborative, high-trust team dynamics. Programs delivered to over 500 professionals across 15 multinational corporations.

· Integrated DEI metrics into core talent acquisition and succession planning workflows, building accountability into the employee lifecycle from hire to promotion. Analyzed employment and engagement trends using people analytics tools, translating data into actionable insights shared with HR leadership and senior management. · Partnered with HR Directors, Center of Excellence and senior leaders to overhaul the performance management system, leveraging Workday data to identify trends, mitigate bias, and increase internal mobility across the organization.

• Architected customized DEI programs, including training on allyship, privilege, and inclusive leadership, fostering awareness and catalyzing cultural transformation. • Conducted focused assessments to identify DEI opportunities and facilitated strategy sessions with leadership to develop actionable roadmaps. • Leveraged facilitation and change management expertise to navigate organizational resistance and embed DEI practices across policies and operations.

• Leveraged extensive expertise in organizational development, leadership effectiveness, and artificial intelligence to spearhead the design and implementation of cutting-edge NLP/ML training solutions that optimized customer interactions while driving high-performance team cultures. • Established the "AI Coaching Circle" – a first-of-its-kind continuous learning program blending human-centric leadership principles with AI capabilities. Trained an elite of executives and team members to harness Emotion AI for enhancing emotional intelligence, promoting inclusive behaviors, and building psychologically safe, high-trust team dynamics. Participant engagement scores averaged 94%.

• Engineered AI-driven performance support tools utilizing Machine Learning algorithms to provide real-time coaching to customer-facing teams. Embedded change management strategies to facilitate seamless user B2B adoption across a globally distributed workforce of 8,000+. • Initiative culminated in a 27% spike in customer renewals and a prestigious industry award for innovation. • Championed applying deep learning models to identify insightful patterns aligned with a scalable content design framework, accelerating custom NLP/ML training program development by 40%, maintaining a 98% accuracy.

· Led organization-wide change management and DEI transformation, conducting a full audit of the employee lifecycle — recruitment, onboarding, performance, and engagement — to identify gaps and drive inclusive culture practices. · Advised department heads on workforce engagement strategy, aligning people practices with patient satisfaction outcomes and organizational mission. · Developed and implemented HR policies and processes in support of compliance, consistency, and employee experience across a multi-function workforce.

Facilitated Classes on Research Methods and Team Dynamics for Undergraduate and Graduate-Level Students.

· Produced and maintained talent analytics and culture reports for senior HR stakeholders, ensuring accuracy in sentiment, engagement, and retention data used to inform people about strategy decisions. · Analyzed internal employee data to surface behavioral trends and support evidence-based, equitable decision-making for global talent initiatives across business units.

· Partnered with departmental leadership as an internal advisor, aligning workforce training and development programs with organizational goals and patient care outcomes. · Established and tracked key HR performance indicators — including retention, internal mobility, and employee engagement — to evaluate program effectiveness, iterate on design, and share insights with senior leadership.

Delivered high energy and organized instructional courses to adult learners in the Business Psychology/Industrial/Organizational Psychology program. Utilized e-learning platform, Canvas to aide in student development. Educated first year business psychology doctoral students on the various selection tools utilized to hire desired candidates. Courses taught: PB 510-Individual Interviewing and Assessment PB 535-Business and Financial Literacy

• Spearheaded the development of a comprehensive talent acquisition strategy, revolutionizing TCSPP's approach to attracting top-tier candidates globally. Engineered an innovative behavioral assessment tool in partnership with the Institute of Social and Emotional Intelligence, scientifically evaluating drive, humility, and emotional intelligence - key predictors of high performance and cultural fit. Resulted in a 35% increase in hiring exceptional talent and a 22% boost in employee retention within the first year. • Pioneered a cutting-edge Emotional Intelligence (EQ) interviewing program for the HR department, ensuring candidates demonstrated the critical EQ competencies essential for fostering a collaborative and high-performing culture. Trained over 50 interviewers on EQ evaluation techniques, contributing to a 27% decline in turnover among new hires. • Conducted strategic focus groups to gain insights into student motivations, pinpointing factors influencing engagement with professional organizations and leadership roles. Leveraged findings to co-create targeted interventions enhancing student involvement by 41% and positioning them for career success.

• Assist the Training and Quality Assurance Department with the development of training content and materials to aide in employee retention and applicability. Use adult learning theories to increase instructor led training classes. • Use Articulate 360 and Cornerstone OnDemand to create and deploy dynamic e-learning modules to aide in the learning and development of employees and senior-level executives. • Work with stakeholders and SME’s to conduct performance, gap, and needs analyses to identify data needed to develop e-learning modules.