Development/management of comprehensive human resources operation services, including ER, Labor/Management, DE&I, recruiting/staffing management, compensation/benefits, HR/ compliance training, performance management, succession planning/strategy, mediation, executive team member/business partner, community liaison and public speaker.

Facilitated training and team-building workshops, worked with client to establish conflict resolution/mediation committees, provided HR counseling and coaching services.

Responsible for leading all aspects of human resources for a premerger (5 separate organizations) and post-merger (one organization). Hired and developed 8-person Human Resources team. Manage on-site HR audits for Kansas and Missouri Children’s Division, Joint Commission and all other federal and state regulatory agencies. Manage, with outside counsel, all mediations, legal and regulatory matters. Manage RFP process for all benefits. Provide strategic direction for the organization and manage compensation and benefits budgets for the organization. Develop all post-merger employee policies, employee relations and compliant manager training.

Lead and managed all areas of HR Operations for college. Created and guided the strategic vision that enabled the organization to recruit extraordinary talent, provide strong compensation and benefits leadership, and supported a performance-based culture. Worked with team and college staff to form strategic initiatives, performance management, and learning and development programs to increase the bench strength of the college. Champion for relationship-building with bargaining members; doing so was instrumental for successful contract negotiations and implementation. This role was a Cabinet position and worked closely with the community and the KCKCC Board of Trustees.

Manage and oversee all Human Resources functions for the College

Manage Human Resources Function

HR CONSULTANT managing all aspects of human resources for an in-home hospice management organization, post-divestiture including, stategic planning/change management, compensation and benefits, staffing and recruiting, payroll, employee relations, medical backgound and finger printing requirements, medical insurances plans, unemployment, worker's compensation, performance management, identification, selection and implementation of HRIS and applicant tracking systems, all HR regulatory and Code of Contact matters, workforce/succession planning, policy review/revision, review/revision of employee self-service portal, strategic/change management and budget review/approval for HR. Provide HR direction and guidance as part of executive management team.

• Served as business partner and HR generalist for over 400 employees in field sales, Corporate, and 120 employee call centers. Oversight for all areas of human resources. Group comprised of 5 multi-functional sales teams located around the US, a call center, and corporate employees).• Lead the Sales organization in the design and implementation of several restructuring initiatives needed to increase in-store call frequency and sales results. Strategy included development distributor partnerships, redesign of sales territories, strategic alignment of personnel, development of all, communications, and downsizing; customer call coverage increased 35% and sales by 30%. • Designed and implement selection/staffing/talent management processes/programs which reduced open positions by 40%, time-to-fill, by 35% and turn-over by 20%. Increased diversity hiring 25%, animal health care professionals 25%, and managers 18%. • Designed and implemented competitive, performance-based compensation program for entire Sales function. Program improved employee satisfaction and reduced turnover 20% in highly specialized positions and saved $500K in recruiting, hiring and training costs. • Reviewed and manage all issues of advanced employee disciplinary actions and terminations. • Manage all HR regulatory and compliance complaints, reporting and compliance requirements. Developed AAPs and goal setting. Drove and met 100% of placement goals met. • Implemented Leadership curriculum to identify and build better leaders, succession planning, high potential development, and external training. • Other duties as assigned.

Provided training, counsel and guidance to human resources teams and operational managers on issues involving company policy, workplace practices, employee complaints and performance management. Instituted and managed company's first corporate Diversity Council.Worked in business partnership with executive team, and managers in manufacturing, field sales, research, and corporate functions to provide HR leadership and direction.Worked extensively with legal to resolve and respond to all regulatory matters (EEOC, DOL, union contract administration and grievances, OFCCP, litigation, etc)

• Oversaw: Employee Relations for North America union, non-union, and management employees (3600), including 4 manufacturing plants, all corporate functions, field sales organization, R&D, regulatory agencies and bargaining units. HR generalist for Hill’s HR Team (46) and the Canadian division (120).• Developed and implemented ER protocols (employee handbook, ER/HR policies and procedures) to increase alignment with organizational goals and culture. Designed attendance, performance management, and corporate discipline policies which reduced overall absenteeism by 20% and call center by 45%. • Labor Management-Collaborated extensively with manufacturing and labor managers to improve work environments and manager-employee relationships in two plants (Los Angeles, CA and Bowling Green, KY). Reduced employee complaints (internal and external) by 60% and non-productive time 60%. Improved manager/employee relations significantly in all locations; union avoidance. • Worked as member of global HR team to implement new performance management process, employee selfservice for benefit enrollment, STD/LTD claims, leave benefits, retirement, etc. • In collaboration with company President and HR VP, led, instituted and managed corporate Diversity Council established to assist organization with on-going cultural change and to lead cross-functional teams to resolve business initiatives. • Member of executive merger and acquisition and labor management teams • Facilitated training on various Colgate training classes, oversaw the development, implementation and compliance of AAP plans and the efforts to reach established goals.

• Established the Employee Relations department in this start-up organization and developed HR programs that supported growth and staff increases from 1,700 to 20,000 employees nationwide in 4 years. • Administered the full range of personnel functions including staffing, compensation programs, developed and implemented HR policies and procedures, EEO compliance, diversity initiatives, immigration, regulatory compliance, employee welfare programs, HR training programs, workers’ compensation/unemployment processes, new employee orientation, performance management, disciplinary and ethics policy.

• Consultation to employees and managers all employee HR matters • Responsible for the administration/execution of contract provisions, and resolution to issues/grievances. Member of labor/management team. Implemented and oversaw non-union peer review process • Primary liaison with governmental agencies in developing and managing company affirmative action and equal employment opportunity programs nationwide. Developed, inspired progress on goals for 10 AAPs. • Managed all other HR matters; benefits, leaves discipline/terminations, training, recruiting/hiring, and compensation.