Established in 2003, Abacus is one of Houston's leading providers of residential services in the Houston area. Abacus has been awarded the BBB Houston Pinnacle Award of Excellence, Gold Standard Ratings, Angie's List Super Service Award and has been recognized by Inc. Magazine as one of the top 5,000 fastest growing companies in the country in 2010 and 2011.- Work along side the CEO and General Manager to coordinate the HR strategy for Abacus. - Work closely with management team to create and introduce "value-added" policies, and procedures within the business. To evaluate those processes regularly and adjust accordingly.- Identifying data points for HR metrics and creating a strategic understanding of these metrics.- Thoroughly investigate and document employee relations issues within the organization with a focus on our core values within the business: Respect, Teamwork, Integrity, Honesty.- Advise all managers and supervisors daily on HR best practices, reviewing all aspects of the business for compliance.- Managing the work of our Recruiter and HR Generalist to ensure that we give timely and accurate responses. Training and building teamwork within the team. - Created, maintain, and evaluate a compliant and efficient onboarding program designed create a sound foundation of knowledge about Abacus history, policies, and expectations, as well as, helping to create genuine and open relationships with management and other business teams. - Reviewed and updated formal employee handbook.- Benefits Administration and the communication of benefit programs focusing on helping all employees make more informed choices for them and their families. Working weekly/monthly to communicate any changes and highlight areas of importance.- Give regular talks to our technician groups in order to inspire teamwork and growth in all areas of their lives.

OMK Tube is an OCTG pipe company in East Houston. OMK has been supplying the US market with tube since 2003 and, in 2012, commissioned a brand new mill processing facility. OMK currently has about 250+ of the best personnel in the business. - Manage a great HR team and coordinate the HR strategy for OMK Tube - US. - Coordinated a project with Russia Headquarters on standardization of work, policies and processes. - Identifying data points for HR Metrics and creating a strategic understanding of these metrics. - Thoroughly investigate and document employee relations issues within the organization. - Advise all managers and supervisors on HR best practices, and compliance. - Created and trained on an effective and consistent investigation process for the HR personnel. - Recreate and update the outdated employee handbook. - Helping to reshape recruiting practices for their small, but growing needs to include saving money on ill-effective recruiting strategies, raising their recruiting standards, reshaping their application and creating a tracking spreadsheet for recruiting metrics.Reason for leaving: Downsizing efforts. The US pipe market in 2014 - 2016 was in decline. This caused our group to review and reuse resources and personnel in a more strategic way ultimately downsizing to a size that no longer called for an HR Manager.

 HR Advisor for G&A Partners - the best, and most service driven PEO on the market. - Working on site at a pipe company in North East Houston as the Acting HR Manager (OMK Tube INC, 250+ personnel). - Managed the duties of three HR personnel at 2 separate locations consisting of blue collar and white collar personnel. - Thoroughly investigate and document employee relations issues within the organization. - Advise managers and supervisors on consistent and fair practices. - Advise senior leadership on HR best practice and corporate compliance. - Assembled a project team of management and helped to create and “roll out” a production bonus plan for the 150 hourly personnel. - Creating and trained on an effective and consistent investigation process for the HR personnel. - Helping OMK Tube to justify compensation increases for its headquarters in Moscow Russia. - Recreate and update the outdated employee handbook. - Helping to reshape recruiting practices for their small, but growing needs to include saving money on ill-effective recruiting websites, raising their recruiting standards, reshaping their application and creating a tracking spreadsheet for recruiting metrics.Reason for leaving: Hired by OMK Tube as their HR Manager after working with them as an Advisor through G&A Partners.

 - HR Support for Shared Services Group within North America composed of Supply Chain, HR, management and Facilities groups - Thoroughly investigate and document employee relations issues within the Shared Services Organization (1300+ people) - Advise managers on employee and leadership issues, create a plan for training and development - Work with managers on employee changes/promotions and negotiate compensation to fit within the compensation framework - Process all personnel changes within the Shared Services Organization - Spend time understanding the needs of my internal customers, anticipate future developments within the organization and create a plan for meeting those future needs - Organizes and conducts employee information meetings on employment policy, benefits and compensation - Acts as first point of contact for employees regarding employee relations issues and/or concerns about motivation and job satisfaction

- Utilizing my knowledge of the oil & gas industry to identify top talent- Thoroughly exploiting social networking tools to identify passive candidates- Creating and maintaining pipelines for in-demand candidates - Working closely with HR departments to facilitate the hiring process- Soliciting and utilizing client feedback to provide a better, more efficient service

- Senior Generalist for Wilson’s corporate office of 200+ employees to include the President and Vice Presidents, Finance, HR, IT, Sales, and Supply Chain- Thoroughly investigated and documented employee relations issues- Recommended and coordinated training for employee issues- Worked with managers to identify and track high potential employees- Assisted management for two departments in creating better training and job progression to boost employee morale- Work with managers to completely and objectively complete feedback reviews- Worked to develop leadership assessments throughout the corporate group- Maintained the full lifecycle recruiting process for all 3 divisions of Wilson- Supervised the daily work schedule of the recruiting coordinator- Developed recruiting strategies to minimize company spend and maximize results - Designed recruiting strategy for large-scale hiring needs- Realigned the internship program to mirror future business needs- Identified recruiting pipelines for difficult positions and critical needs- Worked with overseas HR counterparts to transition employees - Aligned with IT to successfully implement a service quality tool within the HR department

- Corporate HR Generalist to support a group of 1500+ employees in a multistate company- Worked directly with the HR Manager to create an Employee Handbook that reinforced our companies culture, displayed our values and brought clear guidelines for employee behavior - Quickly and thoroughly responded to the EEOC on employee relations issues- Assisted in payroll process and the implementation of a new HRIS- Maintained the FMLA, STD/LTD process - Worked continuously with our 3rd party benefits vendor for resolving outstanding benefit issues, benefit projects and open enrollment coordination- Performed retirement plan testing for 2009- Assisted and trained field administration personnel throughout the US in employee issues- Worked with our outside counsel in California to create and implement the adopting of alternative workweeks- Completed the weekly accounting and transmitting of H.S.A. & 401k funds to vendors

- Support and advise all levels of management on employee issues, compliance, processes and procedures- Direct and administer a range of HR functions for a group of 450+ employees in a manufacturing environment- Traveled regularly to other manufacturing sites for face-to-face interaction, employee relations issues and investigations, benefit events, and training- Created a full-life cycle recruiting processes for R&M Energy Systems to support the companies engineering and manufacturing groups in recruiting- Successfully recruited candidates ranging from management to manufacturing personnel - Led a corporate team to review, rewrite and complete all corporate policies and procedures for standardization across all business units

Lead Operations group overseeing a 24-hour Operations department of 5 personnel at an outer-lying site in Iraq. Responsibilities included all project tasking and personnel for that operations cell. Reassigned to head operations cell in October of 2005 to directly support project management team. Worked directly with Operations Manager and Deputy Project Manager of Operations to coordinate and capture all information for KBR Awards Fee Evaluation Board within our area of responsibility (15 sites).; was in direct support to the HR supervisor responsible for overseas candidate processing for over 800+ candidates each week.First point of contact for candidate issues.Worked to inform candidates and coordinate all overseas medical processing, military identification processing, background check processing, passport issuing/renewal processing, mission briefings, and benefit processing. Worked closely with HR supervisor to identify and rectify process flaws for greater efficiency

Worked directly under HR supervisor at overseas candidate processing center. Worked to inform and coordinate all overseas candidates for medical processing, Military Identification processing, background check processing, passport issuing/renewal processing, mission briefings, benefit processing and paperwork submission. Worked closely with HR supervisor to identify and rectify process flaws for greater efficiency.