The business purpose is to provide value added HR services including coaching and training designed to improve business performance through the use of process improvement tools, e.g., Lean, Six Sigma, and Change Management.Co-Owner/Human Resources/Change Management Consultant• Work on projects that involve human resources processes and services. Examples include, on-boarding processes, compensation solutions with job descriptions, career ladders pay progressions, mid-year and annual review processes, and a process for conducting employee investigations. • Build change management plans, leadership coaching / training and communication planning for projects. • Develop project proposals for auto manufacturers; energy related manufactured products and service businesses.Projects include - organizational design and lean manufacturing training in Malysia - Lean manufacturing, innovative management and 2 week Lean roadmap for an electronic manufacturing company - 2 week manufacturing Kaizen workshop in Utah, Real estate strategy development and project roadmap definition and CRM (Cost Reduction Management) implementation in Florida

UOP Callidus delivers technically superior combustion solutions, equipment and services to refining, petrochemical and industrial customers to reduce emissions, improve destruction efficiency and maximize operational performance and energy efficiency while minimizing environmental impact.Serve as part of the Sr. leadership team responsible for managing the delivery of a full range of innovative and professional HR services including Positive Employee Relations, Performance Management, Coaching, Talent Acquisition and Retention, Training and Organizational Development, Compensation and Benefits Administration. The role has responsibility for activities in Tulsa, Ok - Beggs, OK - Shanghai, China - Munbai, India.Human Resources Director• Managed HR operations and services for all engineering and manufacturing facilities. • Managed strategic talent acquisition and compensation administration for China and India operations improving time to fill by an average of 15 days for professional roles.• Designed complete compensation system, pre-employment assessments, career ladders, position descriptions, succession plans, as well as annual and mid-year review processes for domestic manufacturing plant and engineering roles. Conducted annual employee relations surveys and lead focus groups resulting in reduced turnover by 20% between 2012 and 2013 as well as increasing employee engagement and overall satisfaction rating by 15%.• Served as leader for communication strategy, learning strategy, change management, employee relations, leadership coaching, compensation, benefits and policy administration related to all manufacturing continuous improvement projects resulting in improved project performance.• Managed annual and midyear review processes resulting in a standard process and consistency.• Participated on integration team focused on the reorganization of Callidus into the UOP division.

US based multinational E-commerce Company; Amazon is often referred to as the world’s largest retailer.Lead a team of 3 HR Business Partners and four HR assistants, to design and deliver a full Suite of effective HR services to 1600 associates. Our 1,300,000 sq. ft. Fulfillment Center (FC) saw a 50% increase in sales from Q2 -2010 to Q2 - 2011. Total headcount increase from by 800 associates between Thanksgiving and Christmas 2011. I was responsible for Talent Acquisition, Employee Relations, Leadership Coaching, Succession Planning, Performance Management Payroll, Leave Administration. Integrated Change Management into all Continuous improvement initiatives

Allegiant Benefit delivers innovative Work Life Benefits to clients ranging from Fortune 500 firms to large metropolitan governments. The company is a consulting firm whose focus is to elevate employee quality of life and bring value to the entire employee household.The President of Allegiant allowed me to work part time for Allegiant as a consultant as I managed the care for my parents during their final years.

One of the worlds largest independently owned aerospace companies, employing 2,500 stakeholders across multiple facilities in North America, Europe and Asia Pacific. Manager - Change Management • Developed and introduced Change Management concepts, methods and tools into the NORDAM culture. A standard methodology that is currently used enterprise wide• Consulted with senior leaders to create and execute Change Management plans designed to minimize cost and time to competency, as employees transitioned to a fully integrated business system (SAP) • Partnered with the health and wellness Director to create a Change Management plan designed to develop a more health and safety conscious workforce. As a result, awareness and participation in the program continues to increase by 20% each year • Created a standardized comprehensive strategic and operational planning model that creates a line of sight between the organizational strategic plan and the individual contributor’s performance plan• Delivered Change Management to complete the Continuous Improvement training and mentored leaders who were leading change initiatives throughout NORDAM

Managing HR Business Partner • Lead a team of 5 HR Business Partners in 5 divisions. Business Partners are responsible for HR Policy Administration, Risk management, Employee Relations, Training, Organizational Development, Succession Planning, Strategic, Talent Acquisition, Compensation and Benefits administration• Served as coach to Business Partners as they engaged in ER investigations and corrective actions• Improved teamwork and collaboration by aligning HR goals with enterprise organizational priorities and strategies• Created forum to discuss challenges and opportunities to improve HR policies and enhance the consistency by which policies were administered throughout the organization

• Created human resources annual operating plan that created alignment with business plan.• Developed and delivered basic human resources training for supervisors who had not previously had direct reports. • Implemented assessments designed by “Hogan Systems” resulting in reduced turnover and improved the integration and overall fit of new hires.• Conducted employee relations investigations resulting in zero complaints to federal agencies and zero employment related law suits filed against the company.

Recruited by the V.P. of Audit Services to serve as a Business Controls Consultant. I was recruited from my existing role as College Relations Administrator to improve the relationships between Audit Services and its internal customers. I also was brought into the group to manage all Human Resource related process controls evaluations, improve risks management, increase productivity, and enhance the likelihood of achieving the stated goals of a given process or system

Lead a project team whose purpose to was to pioneer a “world-class” College Relations program and was selected to administer the enterprise-wide program Designed the college relations applicant tracking system to measure program performance. The system served as a database for all candidate records as well as all recruiting activity tracking. The team increased entry level diversity hiring by 20%

Delivered recruiting and employee relations services to hiring managers. Responsible for front line employee relations, policy administration, compensation and benefits administrationReceived the president’s award for participation in transitioning 9000 employees in one acquisition Consulted with Williams Company leadership regarding workforce and succession planning, talent development, candidate sourcing, selection process analysis, compensation administration, and employee relations.Lead the project to select and implement an enterprise-wide applicant tracking system