Serving the HR needs for the Central and Southern regions of the United States for Kone employees.

Overseeing the HR needs for about 400 employees in the Southwestern Region for National Fire & Safety spanning Arizona and Texas. NFS is held by a private equity firm. This region currently comprises 6 different business entities. I handle all people needs including recruiting, employee relations, talent and performance management, compensation and benefits, among other areas. Our business is growing organically and also through acquisition and I'm helping our company onboard new entities and employees from a people perspective. Currently working through integrating new business entities to form one corporate identity.

Led HR team of 4 with an employee population of over 500 employees (300 hourly/200 salaried). Our site has several programs where we are a Tier 1 manufacturer for Boeing, Lockheed Martin, Northrop Grumman, Gulfstream, and the US Military. Our hourly population is organized through the UAW. As an aerospace manufacturer, Triumph Group was heavily impacted by the pandemic. I lead the site through org redesign efforts that saw over 100+ positions reduced and eventually became a casualty myself as the business was acquired by a private equity company.

Lead the site in executing our people practices for our evaporated milk (Carnation, primarily) site in Modesto, California for Nestle. It is a unionized site served by both the Teamsters and Operating Engineers.

While at Nestle Anderson I was involved in a number of different areas including hourly and salaried recruiting, skilled trades staffing, workforce planning, leadership development, employee relations, union avoidance, and data analytics. Our population of 800 employees at our site in Anderson work together in the production of Nestle liquid beverage products including Coffeemate, Nesquik, and Boost.

I worked at Carrier Corporation within the UTC umbrella of companies at a manufacturing plant. My work involved interfacing with the 1300 United Steelworkers union employees and handling grievances, administering employee discipline, negotiations, and employee relations as well as recruiting and other HR generalist type work. One example of my work was leading our workforce planning effort with our manpower moves, working with floor supervisors and the union according to our CBA to reassign more than 200 employees to new positions on the floor. I handled everything from ensuring proper work placement and pay as well as adequate headcount for each of our departments. This corresponded with a recruiting effort that required hiring nearly 200 new employees from January to September 2015.Perhaps what I'm most proud of in my brief stint as a labor rep was serving as the lone labor representative for my last several months in our HR department and reducing year-over-year grievances by more than 30%.

As an intern within the labor relations team at Sterling Heights I had three main projects in my summer at Ford. During my summer, I helped to decrease the loss in work productivity and improved labor relations by analyzing union grievances and FMLA use through statistical methods, and some data mining. I also was able to help employees improve their uptake of the Ford Production system for new salaried employees and aid their ability to manage hourly union employees by creating onboarding and orientation program. And I increased employee engagement through recommendations based on focus groups, one-on-one interviews, and the development of a plant action plan based on the Ford biannual survey.

•Awarded $10,500 grant to develop psychology internship program through designing an experience evaluation instrument.•Created psychology learning curriculum and led the instruction of the internship course for more than 250 senior students.As a part of the psychology department at BYU I served as the Internship Coordinator and acted as a liaison between the students, the university, and internship providers. To help improve the quality of internship opportunities for students I devised an work experiences evaluation instrument that students used to assess the quality of internships and used data that I collected to steer them to the best available opportunities. This project that I lead later became my Master's thesis for my graduate degree in psychology.

I had the great pleasure and opportunity to work within the correlation department for the Church of Jesus Christ of Latter Day Saints which is the research arm of the church. This was a year long internship assignment where I formulated several research instruments for survey samples in the thousands. I conducted quantitative analysis using t-tests, ANOVA, differences in proportions, and some factor analysis. I also had a few extensive projects using qualitative analysis. The most important work I ended up doing was carrying out these different research projects from start to finish and developing digestible analyses for lay audiences that had actionable recommendations.

•Led team of MBA students in developing a marketing plan for 2011, targeting 20 DMAs focused on three additional verticals outside of OrangeSoda’s normal business segments.•Conducted market research through interviewing key segments and data-mining which led to the acquisition of more than $10 million in new business.

•Graded tests and assignments for students in each of the classes.•Assisted students during office hours with questions regarding class material.•Lectured as needed in the absence of the professor.•Formulated statistics tests.

This was my first real foray into the HR function. I worked in a generalist role for Lyon which is a property management company of about 500 employees. I was largely responsible for the recruiting that revolved mostly around finding leasing agents and maintenance staff at our properties. While there I led the revitalization of the recruiting for Lyon and accounted for the placement of about 25% of the Lyon population, reduced employment vacancy rate by half, and improved time to hire from six weeks to less than four weeks. I carried out employee orientation and training on various topics as well as various HR administrative tasks.

•Inspected and appraised over 350 properties valued as much as $1.5 million. •Coordinated the schedules of seven different appraisers who each appraised up to 20 properties weekly. •Negotiated real estate values with loan officers.