o Provide full range of HR support to 350 associates across two disparate multi-state EMCOR operating companies o Recruit for all exempt and non-exempt professional roles at USM subsidiary; compensation analysis and recommendationso Guide leadership through performance management, progressive discipline, termination and reduction in force to minimize legal risko Manage two direct and one indirect report, including Facilities department.o Keep abreast of state and municipal COVID leave laws and administer Emergency Paid Sick Leave and Emergency Family Medical Leave under the Families First Coronavirus Response Act. Consulted with leadership on health and safety protocols and handled all companywide communications.o Sole responsibility for hiring 75-125 seasonal staff, without the use of staffing agencies, for annual busy seasono Acquired responsibility for an additional 80 multi-state customer site-based associates for sister operating company in midst of pandemic. o Successfully completed OFCCP audit with no violations.

o Full life cycle nationwide recruiting of professional individual contributors, supervisors, managers and executive leadership roles as well as hands-on technicians, skilled tradespeople and temporary/seasonal employees. Ensured complete ATS documentation and compliance with OFCCP.o Acted as backup to HR Director for employee relations, including conducting multiple RIF meetings.

o Selected to serve on SWAT Team as first on-site HR representative for a severely under-performing Customer Solutions Center in Phoenix, AZ. Partnered with executive leadership team as a key organizational strategic planning contributor and change driver. Managed all HR functions including staffing and terminations, coaching, counseling, policy interpretation, training and development and performance evaluations.o Strengthened people infrastructure through improved screening, recruiting and performance management practices. o Addressed 89% turnover problem in a key department and initiated site-wide morale-building activities including performance-based incentives and salary corrections; further strengthened employee engagement by promoting participation in benefit programs and instituting staff recognition and celebration practices. o Partnered with executive leadership and Corporate Training & Development Director to institute employee development practices and introduce on-site and e-learning opportunities. o Led a group of employee volunteers in producing a publicized Pink Hard Hat event attended by vendors, customers, sister company employees and corporate leadership; raised $20,000 for charity.

o Functioned in a generalist role to support 700 employees at headquarters and in the field. Provided leadership, direction and supervision for a Staffing Specialist and two administrative employees. Reported to remote Senior Vice President of Human Resources. Managed employee relation issues, including FMLA administration, and guided management in policy interpretation, progressive discipline and performance improvement/evaluation processes. o Executed full life cycle recruiting. Rendered offers of employment, conducted new employee orientation and exit interviews, maintained applicant tracking records, and compiled ad hoc staffing and applicant pool reports. Represented company at unemployment/EEOC hearings, job fairs and community events.o Delivered superior consulting and recruiting services despite a 70% departmental staff reduction over tenure. o Partnered with managers and directors to deliver proactive talent management support on issues of performance improvement, employee development, terminations and reduction-in-force decisions to minimize legal risk and reflect new parent company’s philosophy on strengthening people structure. o Increased staff longevity and reduced turnover by 48% in a high-change environment marked by a change in ownership; eliminated use of outside staffing agencies, improved applicant pool and implemented effective succession planning and recruiting practices to support business objectives. o Developed curriculum and provided behavioral interview training for 25 Hiring Managers during tenure.o Fostered excellent working relationship with local CareerLink job developers to support hiring efforts. Internalized temporary hiring practices resulting in improved skillset pool, increased temp-to-perm conversion rates, and savings of $55K in annual conversion fees plus $200/temp in weekly staffing fees.

o Managed full life cycle experienced hire recruiting efforts in the Pacific Southwest (Southern California, Arizona, Nevada) region of this “Big 4” professional services firm. Initiated and maintained direct interaction with Firm Partners, Directors and Client Service professionals at all levels in order to assess needs, issues and business strategies. Managed and influenced decisions relative to recruiting, selection and compensation. o Recruited cross-functional personnel for administrative/operational areas including Human Resources, Business Development, Management Information Systems, Recruiting, Finance, Alumni Relations, Office Administration, Office Services, and Document & Graphic Services. o Optimized direct sourcing, employee referrals, networking, Resumix database, agency and internal channel recruiting.o Partnered with field managers on employee relations, performance management, internal transfers, training and development, orientation and assimilation as the first Shared Services Human Resources Manager. o Trained, managed and evaluated Recruiting Coordinators. o Delivered recruiting metrics to management and ensured Resumix reporting.