* Developing a collaborative and comprehensive university relations strategy and intern program linked to Elbit Systems of America hiring initiatives* Building a consistent pipeline of candidates for strategic positions within the organization* Managing all Talent Acquisition systems and process to ensure alignment to corporate hiring plans* Partnering with internal/external stakeholders on brand attraction strategy * Planning and executing recruiting events that attract candidates and lead to team members that love to work at Elbit Systems of America and choose to stay

Active licensed real estate agent in Texas serving friends, neighbors, and family in my spare time.

* Provide leadership for employees and staff* Responsible for company policy, planning, and strategy decisions* Develop, implement and review operational policies and procedures* Manage HR and Recruiting efforts* Oversee budgeting, reporting, planning, and auditing* Ensure all legal and regulatory documents are filed and monitor compliance with laws and regulations* Work with company leadership to determine values and mission, and plan for short and long-term goals* Identify and address problems and opportunities for the company* Build business partnerships and strengthen vendor relations

- Played a major leadership role in developing strategic HR initiatives that resulted in 83% favorable sustained engagement scores in 2016- Established monthly executive team reporting which included metrics & analytics related to the current state of HR along with essential updates concerning current and upcoming HR initiatives- Formed and led a team responsible for partnering with Internal Audit to ensure compliance across HR by reviewing all internal processes and procedures for alignment with both corporate policy and regulatory requirements - Accountable for a $19M HR budget which included, monitoring for variances, managing operating expenses across the department, and monthly reporting to the executive team - Championed the creation of the corporate Diversity & Inclusion program and 40+ member D & I Council responsible for cultivating diversity by promoting an inclusive culture - Acted as chief of staff to the CHRO with oversight into all aspects of HR operations including policy, standard operating procedures and process, strategic initiatives, and project management

- Partnered with executives and senior business leaders to analyze, define and address gaps between the current and future state of the business and assess risk- Responsible for the design and implementation of HRBP strategies that aligned and supported the corporate strategic plan- Led a team of 9 business partners responsible for providing sound HR consultation and service to business leaders while balancing employee relations accountabilities - Coached and mentored HRBP staff regarding individual and team performance - Researched and leveraged both internal and external metrics and analytics in order to enhance HR solutions and foster data driven decisions

- Partnered with senior business leaders on HR strategy and execution for 1600 corporate, sales & credit, and operations center employees- Conducted inquiries & investigations of employee related issues using strong judgment to make fiscally responsible decisions and provided legally defensible guidance, coaching, and feedback to business leaders and employees- Led a team of HR Generalists responsible for providing credible guidance to business leaders and employees on HR policies and programs; including benefits, compensation, performance management, leave of absence, corrective action, recruiting, training, and leadership development - Stayed abreast of local accident and injury trends and made improvements where necessary- Researched changes in local, state, and federal laws, as well as HR trends to realize their impact on corporate policy- Analyzed team member turnover to identify trends and partnered with business leaders and HR specialty areas to address potential issues to mitigate any additional risk of increased attrition rates- Partnered with HR Centers of Expertise to provide input regarding ongoing initiatives, understanding business challenges, provided feedback, etc.

- Solicited feedback and implemented strategies related to attracting, hiring, and retaining high quality talent in partnership with department leaders across the organization- Personally recruited and placed 10+ VP and SVP level candidates throughout the organization- Oversaw all recruitment and selection efforts ensuring compliance with government regulations, corporate policies, and internal procedures- Led, developed, motivated, and coached recruiting department of six team members ensuring superior customer service, recruitment, brand ambassadorship, interviewing, and screening practices- Reduced third party recruiting fees by more than $350,000 per year- Negotiated improved rates with multiple third party vendors including screening & background check companies, professional job boards, social media outlets, career fairs, and universities- Pioneered a strategic social media strategy in partnership with Corporate Communications & Legal utilizing Facebook and Twitter making GM Financial the first among it’s direct competitors to enter that recruiting space- Developed a corporate Linkedin site, an enhanced corporate career page, and a Career Builder Talent Network site in order to increase GM Financial brand awareness and enhanced SEO with potential career seekers- Successfully established an internship program which established GM Financial as an “employer of choice” at several local universities and resulted in the multiple post-graduation placements

- Partnered with HR business partners to engineer business processes to solve complex problems and support multiple initiatives- Successfully led multiple cross functional teams consisting of business partners from all levels of the organization- Project Manager for the Oracle 11i upgrade in 2007 and later maintained, and supported all Oracle HRMS modules as Sr BSA- Led the development of internal performance management and policy administration systems and supported those post production- Gathered and defined business requirements for multiple projects and system upgrades- Managed multiple system projects through the phases of systems analysis and change management- Developed and maintained advanced reports for multiple business partners- Trained and mentored junior level project managers and business systems analysts- Provided ad hoc training to business partners and project team members