Report to CHRO. Company in rapid growth, from 150 colleagues to 1,200 in just over two years. All projects built to scale to support growth.People Leadership: Built highly engaged People Operations team, including SOPs and audits to support a high-growth environment. Early member of HR Leadership, and the only Director on-site. Represented the colleagues in many policy discussions, lead onboarding for new HR hires, and other high-visibility items (presenter in New Colleague… Show more Report to CHRO. Company in rapid growth, from 150 colleagues to 1,200 in just over two years. All projects built to scale to support growth.People Leadership: Built highly engaged People Operations team, including SOPs and audits to support a high-growth environment. Early member of HR Leadership, and the only Director on-site. Represented the colleagues in many policy discussions, lead onboarding for new HR hires, and other high-visibility items (presenter in New Colleague Orientation, Benefits, Training, and more).People Analytics: Built and managed people analytics from HRIS data. Clear effort to “push” impactful information to leaders, rather than require them to “pull” information. Administered HRIS function to ensure quality employee data drives accurate analytics.HRIS: Completed implementation of Dayforce HCM. Created SOPs for all key HRIS processes, supporting all levels of HR function. Create data feeds for people data from people data in Dayforce to enable integration with PowerBI, APIs, and other business systems.Compensation: Implementation and management of compensation structure, market comparisons, bonus plan creation and management, reward letters, and more.Payroll: Create audit standards and SOPs for $100M annual payroll with nine legal entities, K-1 partners, monthly commissions, and bi-weekly payroll. Lead time and attendance strategy. Implement same-day pay tool for hourlies that is used for 13-15% of all hourly payroll.Benefits: Plan negotiations, contribution strategies, open enrollment, and new hire sign-ups. Secured a $600k rebate from insurer in 2024.Onboarding: Welcome new colleagues and make sure they unlock total rewards value, created virtual onboarding process to fulfill equipment and ensure new hires fill out necessary documents to protect organization.Other: PM of many cross-functional programs, worker’s comp administration and negotiation, lead other initiatives as needed by executive leadership. Show less

Direct report to Chief Administrative Officer, managing total rewards strategy, bonus plan construction and administration, HR reporting, and HRIS systems for up to 27,000 employees across up to 500 business units. G&A budgeting responsibilities for multiple corporate business units. Special projects for CAO and CFO. Management responsibility of analysts, coordinators, and project teams throughout tenure.Systems: Maintenance and improvement of HR and HRIS systems for the full career… Show more Direct report to Chief Administrative Officer, managing total rewards strategy, bonus plan construction and administration, HR reporting, and HRIS systems for up to 27,000 employees across up to 500 business units. G&A budgeting responsibilities for multiple corporate business units. Special projects for CAO and CFO. Management responsibility of analysts, coordinators, and project teams throughout tenure.Systems: Maintenance and improvement of HR and HRIS systems for the full career cycle: applicant tracking system (Hirebridge), new hire process (Equifax), onboarding (Equifax), HCM (Ceridian Dayforce), performance tracking (Ceridian Dayforce), and various other employee systems.Total Rewards: Annual and variable bonus plan construction, strategy, modelling, and payout for multiple lines of business across executives, operations leadership, and hourlies. Responsibility for full merit and performance cycles, pay structure management for both corporate and operations employees, financial modelling of benefits plan options, and ACA qualification measurements.Analysis: Specialization in analyzing people, payroll, and performance data/reporting through a financial lens.Reporting: Generation of all HR and people-based metrics. Delivered through various “push” and “pull” methods including PowerBI, SSRS, Sharepoint, and e-mail distribution. Top subject matter expert and leader in providing actionable tools, metrics, and insights to CAO, other executive leaders, and operations.Special Projects: PPP and PPP2 loan process (application and forgiveness), Employee Retention Credit (ERC) process, 1095-C audit, ACA qualification and setup, DEI reporting, and COVID workforce tracking (including unemployment). Show less

Responsible for process improvement of ATS, onboarding, time, and HCM systems; developed compensation strategy and bonus plan for three divisions and corporate team. Initially reported to HR Director, shifted to report to CPO after becoming the primary SME for compensation, benefits, HRIS, and HR reporting.Began development of HR data warehouse and dashboards to transition total rewards into workforce intelligence – one access point for insights for all labor and rewards costs… Show more Responsible for process improvement of ATS, onboarding, time, and HCM systems; developed compensation strategy and bonus plan for three divisions and corporate team. Initially reported to HR Director, shifted to report to CPO after becoming the primary SME for compensation, benefits, HRIS, and HR reporting.Began development of HR data warehouse and dashboards to transition total rewards into workforce intelligence – one access point for insights for all labor and rewards costs, workforce efficiency, career cycle and development.Other responsibilities: benchmarking, audit narratives, severance, compliance, 401k reporting. Show less

Led the FP&A team for O’Charley’s, a concept with over 200 locations and $450M in annual sales. Direct report to the Brand President.Managed full budget process for both restaurant and G&A levels, created predictive models for performance tracking, budgeting, ROI, and pricing, and board reporting. Mined data for actionable opportunities and created/refined all operational reporting.

Formed new Restaurant Accounting team to bridge gap between operations and accounting when three additional companies were integrated into the Nashville Support Center. Hired full team of accountants and support staff to support all operations and employee financial questions (accounting, P&L, payroll, compensation, benefits), built and trained all SOPs and recurring processes from scratch.Managed systems processing all field-level data for G/L posting and analysis; create and manage… Show more Formed new Restaurant Accounting team to bridge gap between operations and accounting when three additional companies were integrated into the Nashville Support Center. Hired full team of accountants and support staff to support all operations and employee financial questions (accounting, P&L, payroll, compensation, benefits), built and trained all SOPs and recurring processes from scratch.Managed systems processing all field-level data for G/L posting and analysis; create and manage weekly/period/year-end analyses for reporting accuracy, operational efficiency, and compliance; managed accounting systems projects across IT, payroll, compensation, and HR.Lead team to highest departmental employee engagement score in the Nashville Support Center for 2014-2016. Show less

Sought out from operations after becoming a highly regarded employee. Started in guest relations, fielding live guest calls and risk management issues, transitioned to guest relations analysis, and finished assisting Director with Accounting period close.

Experience in all aspects of restaurant and retail operations.