I deliver key insights about emerging trends and evolving talent best practices to this publicly traded, global organization with 190+ corporate-owned vehicle auctions. I develop, align and execute HR strategy to impact strategic growth, business objective achievement and team member success. I also drive proactive workforce planning, talent acquisition, performance management, organizational design, organizational effectiveness, employee engagement and professional development. By partnering across disciplines, I shape a positive and engaging company culture. During my tenure, I have:• Transformed the HR function from transactional to strategic through team restructuring, process redesigns, talent pipeline development, leadership identification and development, employee engagement programs and more. I developed and started to implement this transition plan within 90 days and delivered the majority of the change within the first 1.5 years.• Led the People strategy change management and execution for a public offering and divestiture. I’ve aided in the recruiting of Board Members, the development of the Audit and Compensation committees and the advisory of related best practices, trends and regulatory compliance. I also contributed to the creation of the company’s Executive Compensation philosophy, ensuring focus on company mission, values and goals.• Developed the company’s Employee Value Proposition and employment brand, leading to a 22% decrease in turnover. I introduced engagement impact plan and experience plans. I also facilitated the company’s 2019, 2020, 2021 “Great Place to Work” certification. • Enabled the Recruiting function to attract and retain top talent, lowering time-to-fill below the industry standard, reducing hiring cycle time by 5 days and saving millions annually through efficiency improvements.• Reduced the company’s dependence on temporary labor.

IAA is one of the leading North American salvage auto auctions with the largest facility footprint, strong buyer base and high auction returns. Our exclusive focus on the automotive total-loss industry and over 180 facilities across the United States, Canada, and United Kingdom provide Sellers and Buyers with the best solution to process and acquire total-loss, recovered-theft, fleet lease, dealer trade-in and collision damaged rental vehicles.

I initiated and drove business transformation and effective human capital strategy for this publicly traded, integrated retailer with 760+ international locations. I delivered hands-on leadership of all HR operations and services for 15 business units and 17,000 employees. I also assessed, planned and executed the HR function and performance. I served as a key member of the executive leadership team (and the only member for the first 60 days). Most notably, I:• Aided in the recruitment and onboarding of a new President, CIO and CFO. I partnered with them to develop the company culture and strategy. Concurrently, I developed a centralized HR vision, strategy and plans. I optimized the internal talent through restructuring, a changed labor model and by establishing new incentive programs. • Improved the P&L performance through organizational redesign, leadership development, cost containment, efficiency optimization and employee engagement. We improved EBITA by 8-figures, NPS by 12% and decreased operational expenses 19% during my tenure.• Reduced HR annual operating expenses by millions through talent upgrades, travel management and span control. I maintained service levels and resources throughout this change. I also introduced Talent Action Plans and a Succession Planning program that promoted 70%+ of internal management from within the company.• Created a preferred workplace culture through the assessment of employee needs, Compensation restructuring, buy out programs, manager communication tools, clear performance expectations, scorecard measurements, training and new career paths. I decreased attrition 21%+ to 30%+ below industry standard for similar positions. I also implemented new Talent Development programs that increased the retention of Top Talent Managers by 24%.• Co-facilitated the introduction of a Change Management strategy that aligned employee work, development, daily engagement and business priorities.

I led HR Business Partners and the Talent Acquisition team to support key lines of business in this publicly traded Pharmaceutical Benefit Management organization and about 3,200 employees (80% of the company). I collaborated with 2 Executive Vice Presidents and 6 Senior Vice Presidents to align HR strategies with business needs. I also impacted 8-figure revenue generated in U.S., Canada and Puerto Rico. Most notably, I:• Developed and executed a Workforce Model focused on building future leaders and skills to advance growth in Sales and Account Management business verticals. I increased capacity 23% and decreased labor cost by millions while maintaining the current headcount. I aided in the design and implementation of an 8-figure Commission Plan focused on margin, client satisfaction, client retention and operations.• Partnered with leaders to implement Employee Engagement strategies tailored for each team. We focused on cognitive and emotional engagement based on employee strengths. I also increased the organization’s engagement scores significantly.• Was selected as 1 of 15 individuals to participate in the company’s Emerging Leadership Program for a Vice President-level promotion.• Ranked in the top 4 of 600+ company Managers on the Gallup Assessment and in the top 90% for all Gallup businesses. I was consistently recognized by my peers and CEO for my leadership acumen and asked to co-lead companywide town halls discussions regarding creative, effective and business-focused Employee Engagement activities.• Performed due diligence for 9-figure M&A deals that added significant revenue and 525 new employees. I retained 90% of these employees in year 1 and 85% of key leaders, managers and individual contributors.

Churchill Downs (NASDAQ: CHDN) Premier Sports and multi-site gaming destination in the Chicago area known worldwide as a superior horse-racing venue generating over $680M in revenue.I led HR and Project Management functions for this large, publicly traded, multi-state, sports, gaming and entertainment firm. I supported more than 1,000 employees, including 900+ Union and Seasonal associates dispersed across 11 locations. I successfully renegotiated 7 Teamster contracts and created a Cost Management and Containment program that redesigned operations, process controls, technology implementation and staffing levels. I developed new competencies that aligned with strategic initiatives, performance metrics and improved financial risk mitigation for the Affordable Healthcare Act. I also reduced overtime by 40% and trained management on Labor and Employee Relations, reducing unemployment claims by 37%.

Silliker is the world’s largest internationally accredited provider of food safety, quality, and testing services located in 16 countries. I oversaw the Talent Acquisition and Organizational Development departments for this large, privately held company. I supported 3,500 geographically dispersed employees (across the U.S., Canada, Mexico and Brazil). I developed the company’s Recruiting program, ensuring cultural fit, optimal selection and hiring efficiency, which reduced average time-to-fill from 79 to 47 days (40%). I also served as Project Manager for the interactive web-based Learning Management System (LMS) and Document Control System (DCS).

Recent projects include improving performance through the analysis of existing organizational problems and the creation of action plans for process and financial optimization. Extensive international exposure with various operationally focused organizations allow me to provide international “best practices” in change management, technology implementation, strategy development, operational enhancement, maximizing throughput, and developing new business ventures.• Human Resources Management consulting for financial start-up delivering solutions to human resources problems including: human capital management, performance management, health, benefits, and wellness program, creation and control of company and employee documents, internal communications plan, recruitment & selection process and strategy, on boarding, and HR staffing.• Created and implemented a cost management and restructuring plan for an entertainment and hospitably firm which included redesigning HR operations, staffing, process controls, and technology implementation. The plan focused on improving traditional financial risks associated with staffing, recruitment, turnover, performance, safety issues, compensation, bonus structure, and benefit programs. Implementation resulted in yearly savings of over $613,000. • Developed an aftermarket service contract business model, for a machine manufacturing company. Major contributions included: defining transformational business model, financial sustainability, implementation strategies and benchmarks, change management, and organizational structure resulting in $1M in increased revenue, increasing to $3M by year three.

Develops and sells personnel identification systems based on the Bio_Sole™, a revolutionary breakthrough in biometric authentication. Human Resources, Finance, Operations, Contracts, and Facilities consultant for an international biosecurity startup spread throughout (2) operational locations in the United States, and Canada. Provided the full range of Financial, Operational, HR, and Legal programs including internal controls, accounting, cash flow, program budgets, talent management, leadership development, change management, benefits, compensation, compliance, employee engagement/retention, resource management, succession planning, executive leadership & development, union relations & negotiations, and training & education. Advisor to Senior Board Members, Global CEO, and COO. • Created all organizational policies and procedures including salary and benefits, performance management, health, benefits, and wellness program, creation and management of business and employee documents, internal communications strategy, recruitment & selection process and strategy, on boarding, and staffing adhering to US and Canadian employment laws and regulations.• Developed business strategy which included: defining transformational business model, financial sustainability, implementation strategies and benchmarks, change management, and organizational structure resulting in 400% of increased revenue.