Diana Dean

Executive HR Leadership for Organizations  Expanding With Purpose

Hello – My name is Diana Dean, and I partner with founders, CEOs, and executive teams to build people strategies that support growth, performance, and long-term value without losing culture, trust, or momentum.

The value of a visionary approach to Human Resources is not just predicting the future – it’s being prepared for it. I help executives see what’s coming, understand their options, and build people strategies that keep organizations agile, resilient, and ready to scale.

My career across start-ups, non-profits, healthcare, and government contracting has positioned me to effectively coach leaders in complex, high-stakes environments, using strategic HR leadership with practical execution.

What I Do

I work at the intersection of people, strategy, and execution, helping organizations navigate growth, change, and critical turning points with clarity and confidence. Whether serving as a fractional Head of HR, an executive advisor, or a transformation partner, my focus is building people systems that scale without unnecessary bureaucracy.

How I Partner with Leaders

People Strategy & Organizational Design
Aligning structure, leadership, and talent with business goals, growth plans, and regulatory requirements.

Start-Up & Scale-Up HR Leadership
Designing HR foundations from hiring, leveling, performance, compensation, and guidelines that evolve as the company grows.

Healthcare & Government Contract Expertise
Supporting organizations in regulated environments where compliance, speed, and accountability must coexist.

Executive & Leadership Advisory
Serving as a trusted thought partner on talent decisions, conflict resolution, acquisitions, and organizational change.

Culture, Performance & Accountability
Building cultures where expectations are clear, feedback is real, and people understand how to succeed.

Human-Centered HR Operations
Ensuring HR is organized, timely, accurate, and trusted by both managers and employees while creating HR systems that offer a balance between technology and helpful conversations that provide productive outcomes.

My Philosophy

Leading people is a journey and communication is key. Addressing people issues early, with empathy, fairness, and sound judgment, is critical to avoid quietly eroding trust and performance over time.

Human Resources should never lose sight of the human experience. When HR creates trust and space for honest conversations, supports leaders through difficult moments, and balances individual needs with organizational priorities. Small issues stay small and organizations remain healthy, resilient, and focused on the work ahead.

Who I Work With

Founders and CEOs preparing for scale or commercialization
Executive teams navigating growth, restructuring, or transformation
Organizations operating in regulated or high-complexity environments
Companies that value performance, transparency, and humanity in equal measure

The Result

Clear decisions and helpful organizational communications
Better tools for leaders and consistent expectations
Stronger culture that learns to adjust when needed
People systems that support growth instead of slowing it down

Work Experience

Vice President of Human Resources

2021 – Present

MVM, Inc., San Antonio TX

HR leader for a growing government contractor, including building an HR team to support business operations and expand employee relations and compliance.

VICE PRESIDENT OF HUMAN RESOURCES

2013 – 2021

Legacy Community Health ∙ Houston, TX

Led strategic HR initiatives for growing non-profit and full-service community healthcare clinics, including 1,400 employees at over 18 locations. Managed HR team of 16 with operational oversight for all areas of HR including employee relations, talent management, learning and development, recruitment, employee benefits, and employee engagement.

DIRECTOR OF HUMAN RESOURCES

2010 - 2013

The John F. Kennedy Center ∙ Washington, D.C.

HR leader for nation’s premier cultural and performing arts center, including oversight of 2,050 full-time employees and 50 federal employees. Managed five HR staff overseeing full cycle human resource centers of excellence.

EDUCATION

Bachelor of Arts in Sociology | University of Oklahoma | Norman, OK

CERTIFICATIONS

Senior Professional in Human Resources (SHRM)
Leadership and Coaching Graduate Certificate (George Washington University)
Professional Mediation Certificate (National Association of Certified Mediators)
Leadership Development and Strategic Design certificate (HCI)

BOARD POSITIONS

Leadership Houston
Houston Healthcare Human Resources Association
Bike Houston

Self Assessment info

The Enneagram, Type 3 The Achiever

The Achiever has the capacity for huge chunks of productivity to reach their goals and high standards. Their performance and dedication is admired by others and may even inspire those around them to take action.
Threes are defined by their desire to be significant and to define themselves by their accomplishments. Achievers typically have schedules chock-full of events and professional meetings to keep themselves busy and on the go.
Recognition, accolades and positive impressions are important for the Achiever. They’re goal-driven; equipped with the Type A mentality and a relentless drive for self-improvement. Productivity and achievement take the cake as Achievers’ core values.

Myers Briggs - Consul (ESFJ)

A Consul (ESFJ) is a person with the Extraverted, Observant, Feeling, and Judging personality traits. They are attentive and people-focused, and they enjoy taking part in their social community. Their achievements are guided by decisive values, and they willingly offer guidance to others.
Consuls are altruists, and they take seriously their responsibility to help and to do the right thing. Those with ESFJ personalities respect hierarchy, and do their best to position themselves with some authority, at home and at work, which allows them to keep things clear, stable and organized for everyone.

Diana's Leadership Book Recommendations

"This is my go-to book because it is simply worded and laid out in a way you can use it as a reference for various situations. We all should be mindful of selecting the best way to express ourselves and this book will improve the way you communicate with others and help you give clear concise directives."

Difficult Conversations; How to Say What Matters Most By Stone, Patton, Ween

"I believe the ability to control your emotions and use them for constructive, productive and peaceful purposes is the best use of emotional intelligence. Great leaders will use this skill to build successful interpersonal relationships and successfully interpret their surroundings."

Emotional Intelligence By Travis Bradberry & Jeanne Greaves

"Organizations with mutual trust among the top leadership pass that trust down to the employee level. Trust and transparency is what makes organizations more collaborative, carrying, efficient and supportive. Organizations who take time to build trust amongst employees will be more successful."

Speed of Trust By Stephen MR Covey

"Leadership is not determined by a title, it is based on your influence. If your team is not following you, or your direction, you are not an effective leader. Maxwell says it best, 'True leadership cannot be awarded, appointed, or assigned. It comes only from influence, and that cannot be mandated. It must be earned”

The 21 Irrefutable Laws of Leadership By John C. Maxwell

"This is still by far my favorite book. No gimmicks… just solid effective practices. I constantly use theories from this book for coaching others when they need a tried-and-true way to solve issues regarding time management, communication, and leadership principles."

The Seven Habits of Highly Effective People By Stephen Covey

Contact Information

571-217-1465

dianadean.hr@gmail.com

Let’s Talk

If you’re building, scaling, or re-aligning your organization and want a people strategy that matches the ambition of your business, I’d welcome a conversation.