• Consult, provide advice, counsel, and provide recommendations to member organizations on a wide variety of HR related topics • Review and recommend changes/amendments/improvements and best practices to employee handbooks, policy manuals, compensation plans, performance documentation, etc. to enable members to use legally defensible and effective tools to meet their own business objectives• Create articles and Whitepapers related to expertise or areas of interest that are published on Employers Council's platforms• Conduct training classes and programs on a wide variety of HR related topics utilizing both in-classroom and e-learning methodologies• Continually develop and grow knowledge and proficiency in various HR disciplines by attending classes, conferences, and conducting research to provide members with the best support

• Provide HR support and guidance for approximately 184,000 Employees across all levels of a Fortune 500 Company• Partner with Centers of Excellence (COE’s), Subject Matter Experts (SME’s), and Vendors as needed to resolve complex inquiries • Interpret and provide consultations on policies, business processes, and various HR programs• Developed recommendations for process improvements and increased efficiencies to streamline and improve business processes and employee experience• Facilitated exceptional consultative customer experience to all stakeholders by developing and utilizing probing questions to discover and anticipate needs of stakeholders while building rapport to instill trust and confidence• Anticipate downstream impacts and remained proactive verses reactive in my resolution approach• Process a variety of transactions including I-9’s, Terminations, Severances, Unemployment Claims, Wage Audits, Job Corrections, Pay Impacting transactions, and fulfillment requests. While maintaining a high level of accuracyAccomplishments/ Special Projects/ and Committees • Act as First Point of Contact while supporting a high volume of HR inquiries through a Hypercare Model during the implementation of a new HRIS system (Workday) • HR Concierge: Processing Severance Agreements and providing white glove experience to impacted employees• Resilience Champion: Participated in Road to Resilience training, to learn and promote resilience to change strategies • Participated in the Conflict of Interest (COI) project: Conduct interviews to determine if a COI exists• Promoted from Specialist to Consultant• Active member of the 2020 Employee Activities Committee as well as Co-Chair for the 2018 Employee Activity Committee: Lead active members of the committee in activity planning, POC for activities, Managed budgeting, and Vendors

Managed the HR department of a manufacturing company who served customers in a variety of industries including but not limited to Aerospace, Defense, and Private Sector• Managed full employee life cycle including but not limited to Attracting, Sourcing, Onboarding, Development, Retention, and Separation for entry level to executive positions• Administered benefits and open enrollment • Consistently reviewed company policies, procedures, and employee handbook, making changes as necessary to ensure best practices, and compliance with state and federal laws.• Routinely created reports, and utilized reporting information to create expanded reporting, identify areas of opportunity, prepare presentations, and develop recommendations and growth opportunities• Managed End to End Employee Relations including but not limited to: Employee disputes and resolution, Corrective Action, and Employee engagement• Conducted internal audits to ensure accuracy of records, documentation, and complianceAccomplishments/ Special Projects• Promoted from H.R. Generalist to Supervisor after 1 year• Initiated and rolled out a 401 K program to enhance the existing benefits package• Added value to the existing orientation and safety training program by making it more thorough and interactive• Extended the reach of recruiting to attract and retain skilled and qualified candidates. • Increased employee engagement by implementing a confidential satisfaction and retention survey process and utilizing results to drive decision making• Prepared a wage to market comparison for review by executive management to determine a competitive compensation structure

Providing exceptional customer service•Answering a multiline phone system•Maintaining Patient files•Processing payments / Cash handling•Processing medical records •Scheduling appointments and procedures•Obtaining authorizations from insurance companies•Assisting vendors with office procedures •Maintaining confidentiality in accordance with HIPPA laws

Managing large groups•Providing exceptional customer service•Maintaining the health and safety of children•Producing and following lesson plans•Conducting Parent teacher conferences•Fostering the physical, cognitive, social, and emotional development of children•Coordinating staff schedulesSpecialProjects:I was selected to participate in the 2006 and 2007 Wage Grade Survey conducted by the Federal Office of Personnel Management during this time my duties included:• Coordinating meetings with local business managers• Interviewing managers to collect data regarding current wages• Interpreting data to find an average pay wage for a variety of Non-Appropriated Funds (NAF) positions