Human Resources functional leader responsible for providing expertise, leadership, compliance and employee relations that supports the programs and administrative functions of Pioneer Center. Responsibilities also include providing oversight, development, implementation, evaluation and direction of all areas within the Human Resources function including recruitment, staff and organizational development, employee relations, compensation and benefits, performance management and recognition, safety and health, policy development and implementation, and compliance with federal and state employment laws and regulations.

Human Resources functional leader responsible for providing expertise, leadership and employee relations that supports the programs and administrative functions of Pioneer Center.  Responsibilities also include providing oversight, development, implementation, evaluation and direction of all areas within the Human Resources function including recruitment, staff and organizational development, employee relations, compensation and benefits, performance management and recognition, safety and health, policy development and implementation, and compliance with federal and state employment laws and regulations.

Created start-up Human Resources function. Responsible for the development, design, implementation, administration of Human Resources policies, procedures and programs. Lead and/or collaborate regarding recruitment, retention, employee relations, conflict resolution, performance management, compensation, benefits, training and development, organizational development, risk management, HRIS, HR vendor relations and negotiations, diversity and inclusion, Federal/State Employment & Labor Laws, EEO/AA, safety and OSHA.• Supported the growth of the organization from 39 employees and $5 Million revenue to 80 employees and more than $10 Million revenue.• Vetted and implemented first company offering of medical, dental and vision employee benefits.• Secured hard-to-find roofing trade talent by working with a vendor to establish a pipeline of candidates from Puerto Rico.• Redesigned Field Advisor job qualifications which resulted in higher quality of work, customer satisfaction, increased revenue and employee retention.

CHIEF HUMAN RESOURCES AND ADMINISTRATION OFFICER (CHRAO), 2008 – 2015DIRECTOR OF HUMAN RESOURCES, 2004 – 2008HUMAN RESOURCES/OFFICE MANAGER, 2000 – 2004HUMAN RESOURCES/OFFICE ADMINISTRATOR, 1997 – 2000Developed from ground up and led the Human Resources function. Both strategically and tactically responsible for organizational development, talent acquisition, employee relations, Federal/State Employment & Labor Laws, EEO/AA, conflict resolution, performance and talent management, training and development, compensation, benefits, safety and risk management. In addition, managed intellectual property, facilities, front office and mailroom operations. Staff Liaison appointed by the Board of Directors to Compensation and CEO Search Committees.• Developed, implemented and progressively refined Human Resources strategies, processes and procedures to align with the growth of the organization. Supported the growth from 23 employees and $4 Million revenue to 180 employees and $80 Million revenue, as well as, growth to 4-person Human Resources Department. • Succeeded in achieving employee satisfaction and retention scores in the 90th percentile by being an employer of choice and offering competitive compensation, benefits and career development.• Achieved zero litigation by securing "win-win" solutions consistently over 18 years.• Obtained favorable facility leasing costs saving $360,000 over a 3-year period.• Created a 5-year ongoing organizational strategy to identify and groom successors for leadership roles. Designed a formal multi-level development program consisting of recruitment, retention, performance management and development to prepare employees for cross-functional growth.• Established a company Intranet by assembling a task force in collaboration with the COO and CMO in order to streamline communication and routine administrative tasks for various corporate functions.

LICENSED NURSING HOME ADMINISTRATOR, NURSING HOME ADMINISTRATOR IN-TRAINING, Wilmette, IL, 1994 - 1997Led day-to-day operations of 80-bed Wilmette healthcare facility with 150 employees. Ensured compliance with government and organization’s regulations. P&L responsibility. Implemented policies and procedures, led staff training & development and managed client relations.• Passed JCAHO (Joint Commissioned on Accreditation of Healthcare Organizations) annual audit with a score of 92%. A passing score of 72% is required. Ultimately created additional revenue by accomplishing a high score and being a preferred facility. • Completed 4-month facility renovation and maintained resident satisfaction. No residents moved out due to the interruption caused by the remodeling. HUMAN RESOURCES DIRECTOR, Libertyville, IL, 1992 – 1994Led Human Resources Department for Libertyville facility including recruiting and hiring, new hire orientation, employee relations, conflict resolution, safety, compensation, benefits and training & development.• In order to have first choice of hiring Certified Nursing Assistants (CNA) graduating from Junior Colleges and CNA Training Programs, cultivated relationships with those colleges and programs offering our healthcare facility as a training site. Every year typically hired 35 out of 80 CNA's, 44% of annual CNA hires came from this source.• Developed 3-day New Hire Orientation Program for the nursing staff. The Sensitivity Training Module was based on the five senses (sight, hearing, smell, taste, touch). The object of this module was for the nursing staff to be aware of how the patient perceived the care they were given. This module used a hands-on approach focused on respect for the resident and what senses they lost. This training helped the facility gain higher quarterly resident care scores. • Saved $200,000 on a claim by conducting a worker's compensation investigation in which fraud was discovered.