• Building critical relationships and demonstrating the ability to influence HR Business Partners (HRBPs) and Business Leaders at all levels of the organization on total compensation matters• Working closely with HRBPs to determine solutions to compensation issues in alignment with business strategies • Providing consultation to Talent Acquisition on how to construct competitive offers for key external talent • Conducting real-time market analysis and keeping company’s compensation strategy current & competitive • Partnering with Senior Director of Talent to execute the annual Performance Review and Merit & Bonus Planning processes • Leading a company-wide analysis of commercial compensation and job leveling to affirm the business’s job worth hierarchy • Effectively developed and deployed training on pay ranges, bonus targets and total compensation for the HRBP and Recruiting Teams• Successfully oversaw integration and implementation of compensation programs between acquiring company and acquired company including base pay structures, company variable pay and total rewards programs

• Managed the HR and Recruitment Team to provide strategic HR and talent acquisition support for a cross-functional group of approximately 800 employees across seven locations in North Carolina. Strategic partner and trusted advisor to the Regional President and Functional Vice Presidents in the areas of developing and leading people programs that improved our employee experience and enhanced our company culture • Led workplace planning, engagement and retention initiatives to ensure that the current and long-term needs of the business were met with a focus on Diversity, Equity & Inclusion. Created an Employee Engagement Framework for our Operations team to increase employee engagement levels and improve the overall culture for our Warehouse & Distribution Teams• Advised on a wide range of employee relations issues; conducted investigations, proposed recommendations for new policies in response to trends in the field and ever-changing employment legislation• Led COVID Contingency Planning for the state and created a COVID Case reporting process that was adopted company-wide• Advised on a state-wide optimization effort to right size our workforce, routing, real estate, inventory, and internal systems. Conducted People Impact Assessments in partnership with legal counsel to mitigate risk and save costs• Key contributions included acquisition integration, organizational design, change management, performance management enhancements, and compensation analysis resulting in wage adjustments for front line Operations positions company-wide

• Strategic business partner, HR consultant and employee advocate for clients throughout the United States; ensuring effective and consistent delivery of HR services including: performance management, organizational effectiveness, employee relations, investigations, mediation, leaves of absence, organizational change, negotiation, process consultation and leadership development • Responsible for developing relationships to influence clients based on company policy, positive employee relations and applicable laws. Serve as project lead for functional initiatives; managing timelines and working with cross divisional teams to develop both strategic and tactical plans that create an employee conscious environment resulting in increased satisfaction & engagement

•Led the regional HR team for the In-Home Services (IHS) business group in the Southeast •Supported over 1,000 employees in 29 IHS locations in Tennessee, North Carolina, South Carolina, Georgia and Florida •Directed the HR practices and strategies in support of the critical customer-facing function of DISH•Partnered with IHS business leaders to ensure the successful implementation and uniform administration of company-wide initiatives and practices•Supported regional and national financial and client goals for the year, through progressive recruiting, compensation management, employee development and retention programs

•Managed day-to-day HR functions of advanced complexity for 11 In-Home-Services locations throughout the Southeast and served as the influential voice for HR strategies, philosophies, and initiatives within the organization•Identified various courses of action to develop and implement process improvement, while understanding the upstream and downstream implications of decisions and anticipates potential areas of concern•Collaborated to help increase overall workforce productivity through improved attraction, retention, and utilization of top talent•Coached and managed relationships and conflict independently while consistently inviting and incorporating feedback in order to provide expert HR knowledge

•Support Security, Operations, Supply Chain and Engineering functions by applying HR solutions in a proactive manner•Partner with functional leaders to build strategy, improve organizational performance and develop organizational capability for Raytheon Missile Systems (RMS) in Huntsville •Lead front-line and mid-level managers in the execution of compensation, performance management, talent acquisition, talent development and employee relations•Participate in the design and facilitate delivery of processes that enable the Huntsville RMS site to meet Raytheon business objectives

• Supported the rollout of a new succession planning and development module as part of the cloud-based SuccessFactors HCM Suite• Participated in the RFP process to source and contract an Instructional Design Consultant; interviewed, hired, and directly managed the consultant to create and deploy master user guide and job aids to the HR population • Facilitated user acceptance testing to validate the Succession Module’s end-to-end business processes, system transactions and user access; confirmed the Succession Module met user requirements and performed as expected• Advanced the enterprise succession and development strategy to identify and development the talent needed to improve organizational strength and achieve business goals, while providing visibility and planning capabilities to support future organizational growth

• Assessed a legacy cross-functional rotation program to determine if the size, structure and purpose of the program aligned with business requirements and individual development needs• Developed a corporate Executive Talent Pool (XTP) management plan; streamlined the XTP identification, notification and communication processes resulting in shorter time between the member’s identification for the XTP and the creation of their personalized development plan• Assisted in the refresh of the Executive Coaching Program to better leverage coaching to impact business results; facilitated the Coaching selection interview event; created interview question forms, event packets, candidate bio books and led the candidate debriefing process; the refresh resulted in coaching engagements that supported the leadership development of Raytheon’s high-performing executives and leaders• Acquired an understanding of the integration between talent development and talent acquisition; became familiar with Raytheon’s internal recruitment process, succession management techniques and talent pipelines

• Coordinated and facilitated events such as career fairs, company informational sessions, mock interviews and outreach workshops• Staffed a drop-in advising service that provided direction on career exploration, job search strategies, and resume critiquing • Actively managed social media accounts for The Career Center; including Twitter, Facebook, Pinterest and YouTube

• Directly supervised 3 internal staff members while servicing 8-10 established client accounts; led internal staff in the recruiting, screening, testing, interviewing, hiring and assigning of qualified applicants to client job openings• Assessed internal staff’s performance, attendance and career progression. Conducted 30 day performance reviews of staff. Disciplined employees when necessary and maintained confidential employee human resources files• Processed client required reports. Identified client employment needs through regular contact and/or on-site visits• Analyzed and applied applicable employment laws, practices and procedures in accordance with company policies and procedures • Played an integral role in the conversion of 350 associates from a competing agency’s payroll to Sedona’s payroll in a 2 month period

• Developed and executed local recruiting strategies designed to target hard to fill positions; sourced applicants for professional, clerical and industrial job openings; tested, screened and interviewed candidates to determine qualifications• Serviced 4-6 established client accounts; partnered with client to understand and define their hourly and salaried staffing requirements and to provide subject matter expertise to develop candidate specifications that met business needs as appropriate • Created and maintained 20-25 job postings on daily basis for all professional and clerical openings; posted to internal website job board and external sites such as indeed.com, monster.com, quadhelpwanted.com and careerbuilders.com

• Provided service to patrons needing help with aerial photography, textbooks, atlases, sanborn maps, topographic maps, journals, historical maps and reference collections; found such objects for patrons and either assisted them with the objects at the library or checked the needed items out for them.

• Assisted Community Health Care Inc. in the transition to electronic medical records; learned and implemented new software system throughout the clinic; assisted patients in filling out paperwork; updated patient profiles in new system.