Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction.Spearheaded the successful launch of a summer internship program as Program Manager, overseeing all facets of planning, execution, and evaluation, resulting in enhanced talent acquisition and retention strategies for the organization.Responsible for implementing organizational structure, leadership training, and creating new HR processes and procedures to increase production output within the steel fabrication division.Partner with business leaders and department heads to help identify streamlining opportunities across multiple organizational functions in order to integrate technology into outdated processes.Create sustainable HR strategies that set the vision, direction, and establish supporting routines for the HR team. Model, train, and coach behavioral expectations and hold operations and HR teams accountable to following up on employee-facing concerns and resolving in a timely manner.Work closely with business leaders and jointly own the decisions for all people related matters (talent development, DEI, performance management, employee relations, compensation, talent acquisitions).

Partnered with HR teams; Learning & Development, Talent Acquisition, Compensation, and Corporate Affairs to efficiently implement, administer and deliver HR programs, processes, projects, and change management objectives.Served as a strategic advisor to the organization’s employees and leadership by promoting positive employee engagement. Ultimately focusing on increase productivity and retention of high performing associates by aligning talent metrics with business objectives.Drove cost modeling by researching and analyzing synergies across all business units. Frequently led and collaborated on reductions in force projects.Anticipated, identified and communicated needs between HR and the business unit regarding headcount management, training gaps and budget, by providing improvement feedback and solutions.HR Partner for the field operations organization, supported approximately 1,100 employees, across six states and three different bargaining territories. Participated in several union bargaining meetings, arbitrations, and mediations.

Provided support to managers and HR business partners regarding corrective action, terminations, talent acquisition, and onboarding new employees. Coached, trained and communicated with leaders to ensure the business unit remains in compliance with federal and state employment law as well as the Company’s practices and policies.Advised leaders and employees across the company on Windstream policies and procedures to cohesively align strategic goals throughout the organization.

Implemented new policies and procedures, including various initiatives designed to increase sales and client loyalty. Developed and administered new hire training and orientation materials.Promoted a customer service centric work environment, and encouraged positive team engagement.Coordinated efforts to restore profitability to under-performing locations with +12 employees. Responsible for inventory variances and creating strategies to reduce inventory ‘cost to carry.’Analyzed team metrics and performance to ensure sales targets were being met.

Conducted regular store audits and performance evaluations to assess operational effectiveness, identify opportunities for process optimization, and address any performance gaps.Responsible for the management of the delivery team scheduling, payroll, routing and administered corrective action when necessary.Coordinated drug screening and background checks for potential candidates.

Conducted reconnaissance missions, patrols, and security operations to gather intelligence, assess threats, and maintain situational awareness on the battlefield.Led and supervised infantry squads in combat operations, demonstrating exceptional leadership, tactical proficiency, and adaptability in high-stress environments.Honorably discharged; Operation Enduring Freedom Veteran