Oversee recruiting for Manufacturing positions (Machinists, Production Operators, Quality Systems Engineer, Manufacturing Engineer) for two facilities (Colo Springs - metals and Northfield, NH).Revised/updated/standardized job descriptions.

Building relationships with Senor Management Team. Establishing policies and processes. Update and rolled out new Employee Handbook. Recruiting, new hire orientation. Implementing performance reviews and merit increases.

Ameristar Casinos, Inc. is a leading Las Vegas-based gaming and entertainment company known for its premier properties characterized by innovative architecture, state-of-the-art casino floors and superior dining, lodging and entertainment offerings. The Black Hawk property offers a casino, 536 luxury room hotel, six restaurants and a convention center. Over all responsibility for day to day operations of Human Resources department to include managing: Staffing, Team Member Relations, HRIS, Compensation and Training, for activities such as: on-boarding, retention, Team Member Satisfaction, and Team Member rewards.·Instrumental in opening of a new 4 Star hotel, resort and spa, and restaurant, growing team member population from 500 to 1000 over 6 months·Reduced time to fill positions from 12 weeks to 6 weeks·Increased HR department team member satisfaction·Increased perception of HR across property·Leader in partnering with Workforce Center to launch a pilot program to help assist team members in transition off of Government subsidization

Coorstek is the world's largest provider of ceramic products; 2500 employees, 11 manufacturing facilities across the US including facilities in Scotland and Korea. Scope of responsibility encompasses the entire HR function with emphasis on recruitment, performance management, initiating creative solutions for employee relations issues, training, organizational development, EEO/Affirmative Action and Worker's Compensation, system administrator for ATS. Partner with Management team to identify corporate goals. Facilitate communication/alignment of corporate objectives; coach department Managers in quantifying their departmental responsibilities for fulfillment of corporate goals. ·Proposed grant that received $100,000 from State of CO to provide training to upgrade job skills to remain competitive against foreign competition.·Evaluated Best in Class Workforce ERP identifying best solution for CoorsTek needs. Managed implementation process, oversaw training for HR Managers and recruitment, provided HRIS support for ATS. Developed processes and practices to standardized recruitment nationwide. ·Introduced job competencies for each position within the organization, used for promotional reviews and establishing appropriate level of position for new hires. ·Introduced college recruitment program to attract specialized engineering positions·Employment branding

Independent consulting organization providing on-site Human Resources services. Complete responsibility for defining organizational culture, developing strategic HR plans and positioning HR as a proactive partner to operations and business units position HR as a proactive partner to pertain and business units. ·Mergers & Acquisitions ·Complete audit/analysis of the existing HR organization. Developed business plan to upgrade the entire HR infrastructure, all policies, procedures, services, programs and operations. Successfully transitioned the perception of HR from a bureaucratic function into a value-added service to the organization.·Designed first comprehensive corporate Intranet allowing employees to view current openings, access insurance providers on-line, providing all relevant forms Key driver in growing customer service department from 20-120 employees in 3 months; identified essential job skills, streamlined recruitment processing ·Led recruitment and selection for key positions throughout the organization including: senior management, engineering, accounting, customer service, sales, IT and network operations.·Executed a comprehensive redesign of all compensation and benefits programs resulting in increased benefits without increasing costs ·Managed expatriate program·Developed policies and procedures

Developed and distributed technical engineering information/regulatory information available on CD/R, and internet, 1,000 employees. Scope of responsibility encompasses the entire HR function with emphasis on staffing, employee relations, compensation, and immigration ·Launched first corporate electronic job posting system ·Chairman of Process Improvement Committee ·Developed corporate strategy for college recruiting and job fairs ·Initiated partnership with full service recruitment advertising agency developing corporate branding. ·Managed processing of immigration visas

Exel is a semi-conductor manufacturing organization, company size was 250 employees. I was hired to establish the staffing process, and train Managers in the legalities of hiring. Responsibilities: staffing, employee relations, established an affirmative action plan. Recruited: Electrical Engineers, Process Engineers, Electronic Technicians, and Production Workers. Developed and managed Affirmative Action Plan Immigration