Jon-Paul A.

- Cut HR operating budget by 33% and generated $800,000+ in compensation-plan savings via P&L optimization, disciplined cost governance, and focused incentive-structure redesign. - Lifted engagement from 64% to 98% in 1 year by de-risking by strengthening organizational health and de-risking the human capital pipeline for greater investor confidence. - Drove readiness for an IPO or M&A by defining the human capital strategy as a fiduciary partner to the CEO and Board, ensuring scalable workforce plans and robust organizational alignment. - Strengthened compensation framework via a comprehensive analysis that aligned job leveling, pay structures, and equity strategy while advising executives on retention-critical solutions. - Drove systemic cultural transformation by guiding a yearlong global values initiative and re-shaping communications, goal-setting processes, and performance expectations. - Boosted executive visibility and organizational trust by advancing corporate messaging through a global Executive Leadership Interview Series that strengthened communication.

- Drove onboarding and licensing 3,100+ sales agents in 8 months, capturing a key market window while reducing compliance risk during a period of hyper-scaling. - Built the HR infrastructure for large-scale remote operations by creating a compliant technology ecosystem and process flow that supported multi-state onboarding. - Equipped 50+ new sales managers with performance-driven tools through a scalable training curriculum that reinforced quality and consistency. - Partnered with the CEO on executive team realignment, accelerating decision-making, and strengthening readiness during a period of rapid sector growth and market expansion.

- • Enabled a rapid global expansion by establishing HR governance and infrastructure. - • Launched a leadership pipeline to develop top engineering and product talent. - • Restored critical HR and regulatory compliance, enabling the company to bid for and secure substantial federal contract opportunities previously inaccessible due to governance gaps. - • Designed and deployed the company's first multi-country HRIS along with a foundational global policy framework, essential for secure and compliant international operations.

- • Drove 300% workforce growth in 6 months by recruiting and onboarding 750+ employees, enabling the company to meet immediate business demands and capture revenue targets. - • Built the HR function from scratch, implementing scalable services and standardized processes that supported rapid expansion and sustained organizational growth. - • Engineered the core HR infrastructure—including HRIS, ATS, and global payroll—ensuring data integrity, audit readiness, and the capacity to sustain explosive workforce growth. - • Accelerated leadership capability by implementing a high-impact development program that transitioned top individual contributors into effective first-time managers during rapid scaling.

- • Integrated 600+ FTEs during multiple acquisitions by consolidating HR systems and talent processes while maintaining high engagement, satisfaction, and cultural cohesion. - • Drove HR strategy via a pivotal acquisition period, stabilizing culture, sustaining engagement, and ensuring seamless workforce continuity across a rapidly evolving organization. - • Achieved gender pay parity by securing a one-time board-approved compensation budget and establishing protocols that maintained total parity across three subsequent cycles. - • Enhanced business outcomes and employee engagement by introducing an employee-driven performance management process that aligned development goals.