Oversee all aspects of the HR function within the organization including Benefits, Compensation, Policy, Employee Relations, Organizational Development, Legal Compliance, and Staffing and Recruiting.

Responsible for handling HR cases across multiple fulfillment centers, including investigations, corrective actions, terminations, and employee concerns.

EBAY ENTERPRISE/GSI COMMERCE, Louisville, KY Sr. Talent Acquisition Partner (April 2014-March 2016)Led a Talent Acquisition team of three recruiters and one coordinator that supported all of the company’s Fulfillment Centers. Supported six site leaders in the U.S. and Canada and served as a trusted liaison between supervisors, managers, site leader, and temporary agency.• Managed a team that filled approximately 700 positions per year with a consistent focus on meeting all staffing and hiring targets during both peak and non-peak seasons.• Oversaw hiring forecast and focused on hiring key staff to fill essential position at Kentucky fulfillment centers.• Drove multiple process improvements that optimized recruiting efforts including the creating and integration of interview guides and new interviewing processes. Recruiter (February 2012-March 2014)Sourced, recruited, and hired non-exempt and exempt candidates for six U.S. and one Canadian Distribution Center.• Supported talent acquisition efforts in non-exempt and exempt hiring needs for multiple locations across the U.S. and Canada.Sr. HR Generalist (August 2008-February 2012) Provided HR generalist support to multiple internal customer groups consisting of 5 managers, 15 supervisors, and approximately 170 associates. Executed HR functions including benefits, coaching, performance reviews, training, recruiting, terminations, leaves of absence, and associate events. • Played an integral role in three peak recruiting seasons with direct oversight of the front desk, drug screening, and background check processes.• Established and leveraged strong relationships with operations and HR teams and aided efforts in improving the HR department along with enhancing employee engagement and team camaraderie. • Attained certification as a Family and Medical Leave Act (FMLA) administrator and developed in-depth process for FMLA administration for multiple sites.

Directed all human resources functions including training and development, recruiting, legal/regulatory compliance, and benefits administration for approximately 100 employees across two domestic plant and office locations. Reported directly to the company’s President, North America for a leading global manufacturer.• Coached, developed, and engaged non-exempt and professional staff to increase their current skills set along with performance and leadership competencies.• Led a team of outside recruiters in the hiring of all exempt and non-exempt employees for North American operations; ensured proper staffing levels and drove efforts to source top talent.• Facilitated four monthly “state-of-the-business” presentations and oversaw HR communications.• Established strong relationships with a Broker to successfully negotiated contracts from a proposed 34% increase down to 22%.• Reduced costs $44K in by negotiating support services contracts to secure the lowest cost services.• Achieved a 465-day accident free record as a key member of the safety team and aided efforts to ensure company-wide compliance with safety, employment, and regulatory requirements. • Researched and implemented an updated online compliance training that significantly increased training participation and drastically reduced program costs while meeting OSHA requirements

Under the CFO of this 3rd party health insurance provider for self-insured companies, directed all HR functions focusing on compensation, staffing, benefits and regulatory compliance. Primary Responsibilities• Policy/Process Development and Implementation– Developed and implemented multiple policies/processes including company handbook and exempt review process. Key Accomplishments• Risk Management - Recognized legal exposure from a lack of policies and procedures; developed and administered company’s first comprehensive employee handbook. • Outsource Alliance - Effectively “partnered” with the outsourced payroll processor, resulting in a 20% cost savings without compromising quality.• Skillful Negotiation - Faced with an insurance premium increase of 18% negotiated a minimal increase of only 5%.