RESUME
C. Crawford, MSP
Executive leader, people experience, culture & retention
Prince George’s County, MD
HR executive and organizational psychologist with 10+ years of HR leadership and applied research experience. Directs the employee experience strategy for a 2,300-employee, multi-site nonprofit, turning stay, exit, and engagement data into retention strategy that raised 60-day retention from 68% to 84%. Advises the COO and CEO on workforce risk, leads a team, and manages $200K+ in budgets.
Executive expertise
Employee Experience Strategy · Retention & Turnover Analytics · Predictive People Analytics · Recognition Strategy · Employee Value Proposition · Manager Effectiveness · Mentorship & Career Pathways · Onboarding & Life-Cycle Design · Organizational Psychology & Survey Science · Executive Communication · Risk, Safety & Compliance · AI & Workflow Automation
Professional experience
Heartshare Human Services
Brooklyn, NY · 2,300+ employees · Multi-site human services enterprise
Director, People Experience & Culture
Jul 2026 – Present
Promoted to lead agency-wide employee experience; reports to the VP of Talent, People Experience & HR Compliance
Strategy, Retention & Analytics
Authored the agency’s 3-year People Experience Strategic Plan, endorsed by the COO, aligning recognition, retention, mentorship, and onboarding to agency goals with defined KPIs and a phased roadmap; leads a team and is building a dedicated Retention Coach function.
Architected the agency’s retention strategy, including a 60-day new-hire retention program and targeted plans for high-turnover departments and critical frontline roles; raised 60-day retention from 68% to 84% and cut turnover in targeted departments 62%.
Built the agency’s stay and exit intelligence system (87+ exit responses across six risk categories; Stay Surveys at 70% completion); designing a predictive attrition model that flags at-risk employees in their first 90 days, and a Workforce Insights Dashboard that replaces ad hoc reporting with quarterly people-risk briefings for executive leadership.
Launching a Manager Effectiveness Program, informed by exit data identifying management quality as a top turnover driver, to equip frontline supervisors with retention and recognition skills.
Leads career ladders for frontline staff and an Executive Leadership Mentorship Program for 36 mentees annually; grew tuition assistance participation 153% (15 to 38); owns New Hire Orientation (89% satisfaction) and a 12-chapter Life Cycle Guide redesign.
Recognition, Culture & Employee Value Proposition
Developing an employee value proposition that translates the agency’s mission into a consistent experience from orientation through year five, guiding recognition, communications, and career pathway design.
Owns agency-wide internal communications for 2,300+ employees across every site, managing the SharePoint intranet as the central hub for news, resources, and recognition, and delivering end-to-end campaigns and town hall materials that align staff on mission and change.
Shifted recognition from annual events to a year-round retention strategy, pairing the peer and leader recognition platform she launched with milestone and peer-nominated awards to reach 89% recognition participation.
Directs the recognition portfolio (Employee Appreciation Dinner, Outstanding Employees, Everyday Heroes, Heroes Among Us, Years of Service) with a $200K flagship budget and a 20+ member committee; flagship events draw 600+ attendees and honor 1,000+ employees.
Director, Employee Experience & Safety
May 2025 – Jul 2026
Assumed Safety Director responsibilities and analyzed ESIS/Chubb claims year over year to isolate top loss drivers (client aggression for workers’ comp, backing incidents for fleet); launched driver-behavior tracking and an immediate-action protocol that cut fleet incidents 54%, unsafe driving 90%, workers’ comp claims 30%, and insurance costs 15%, and reached six consecutive months with zero fleet accidents.
Designed the agency Safety Survey on Edmondson’s psychological-safety framework (construct validity testing, reverse coding, AHRQ benchmarking, anonymity protections, program-level reporting), and led a month-long Safety Campaign on workplace violence, emergency response, and de-escalation.
Owned the OSHA, CR59, and fleet/DOT compliance layer across every program site, tracking deficiencies to closure; standardized safety, onboarding, and engagement operating models agency-wide and briefed the enterprise risk dashboard to the COO and carriers quarterly.
Shaped Return-to-Work flexibility and light-duty accommodations with broker Connor Strong, and audited personal-vehicle use for client transport to close insurance coverage gaps.
Replaced spreadsheet tracking with automated Paycom workflows and dashboards, built fleet safety training modules, and introduced AI tools for survey design and reporting.
Employee Engagement Manager
Jan 2022 – Oct 2023
Cut voluntary attrition 9% ($250K annualized savings), grew engagement-program participation 85%, and raised engagement scores 10%.
Built the pulse-survey system leadership still uses, and launched ERGs and inclusive-leadership training as the first formal DEI structure.
Communications Chair, Board Member, Blacks in I/O Psychology
Jan – Dec 2024
Directed 20+ communications campaigns, lifting positive stakeholder feedback 54%.
Early career
Onboarding Specialist, Beacon Hill Staffing Group (placed at Heartshare) Oct – Dec 2021
Led the agency-wide Paycom HRIS rollout for 2,300+ employees (data migration, adoption, training) and redesigned onboarding.
Research Assistant, University of Nevada, Reno, Connect the DOTS Study Jun 2016 – Dec 2021
Led most participant recruitment and interviews for a published social network study of underserved-population health outcomes.