Recruited to provide a full spectrum of HR operations, systems, and programs to the entire L+G organization. Promoted into a centralized, line of business role for the Systems and Services businesses, which encompass 15 US locations, 1 International location (Canada) and 450+ employees. Key Results:Played a key role in ensuring the successful integration of companies and organizations after several business changes, including acquisitions and changes of ownership. Integrated and implemented programs and policies in the areas of training, compensation structure, benefits offerings, incentive plans, and performance management.Foster a teamwork/open-door environment conducive to positive dialogue across the organization. Partner with Senior Vice President of Systems and Services and Directors on workforce planning/budgeting, organizational design and development, and employee relations. Coach and counsel leaders spanning from SVP to front-line supervisors on all employee relations issues; performance, leave, policies/procedures, terminations, RIF’s, organizational changes/announcements. Conduct internal investigations resulting from informal or formal complaints. Prepare responses and position statements for external agencies as required. Responsible for organization with approximately 14% turnover; Negotiate approximately 60 salary offers and many sign-on bonuses/relocation packages annually at both the exempt and non-exempt level.Deliver manager training in-person and via Webex, covering issues including progressive discipline, resolving internal conflict, ethics/code of conduct, and benefits open enrollment.

Responsible for full life-cycle recruiting for the entire Corporate Services business unit and across the Engineering and Systems Integration units. Sourced, screened, interviewed, and negotiated employment opportunities for temporary, full-time, exempt and non-exempt roles. Consistently responsible for all recruiting activities for a varied number of full-time employment requisitions, building and sustaining a full pipeline of highly diverse and qualified candidates.Skillfully partnered with hiring managers to discuss staffing needs, identifying critical job skills, and recruiting strategies & sourcesGroomed and prepared both candidates and hiring managers for each step of the recruiting process, ensuring a reciprocally beneficial experience. Prepared and presented competitive and fair employment offers, negotiating with tact and discretion, keeping both parties’ interests at the forefront. Effectively collaborated with outside recruiters and executive search firms when necessary, maintaining vendor relationships and agreements.Tracked, maintained, and reported on weekly recruiting activity to Recruiting Manager.

Administered all employment processes from interview to post-hire including coordinating all travel and relocation activitiesAssisted with recruiting efforts for non-exempt (non-engineering) positions. Participated in coordinating and conducting interviews, leading roundtables. Made appropriate recommendations to hiring managers. Master user of ADP Enterprise (EV3) Human Resources Information system. Reviewed and input new hire and benefits data in a timely and accurate manner to meet payroll and benefits schedules. Tracked applicants, entered requisitions and produced detailed reports. Designed and maintained forms and tools to streamline employment and new hire processes. Responsible for maintaining General Affairs annual budget, producing variance reports monthly, Planned and executed on and off-site recruitment events to generate national interest with competitor’s employees. Manager of annual events budget in excess of $100,000. Planned and executed employee activities and fundraising efforts.