As CEO and strategic partner, I consult with small to mid-size business and assist them with their HR needs. These items may be employee relations issues, compliance, training and development for their managers, and handbook/policy creation.

*Facilitate adult learning in the subjects of human resources and management in the undergraduate and certificate programs*Assess student performance by establishing expectations for achievement and to provide objective feedback, in accordance with the University’s grading philosophy*Facilitate the following courses: Ethics in Human Resources; Time Management; Leading and Managing Teams; Recruiting and Selection; and Compensation and Benefits

In my role as the company's HR Director, I oversee all employee and HR initiatives for the company. Working through my HR team, my responsibilities cover recruitment and onboarding, performance management, management development, strategic employee initiatives, labor law compliance, payroll compliance (prevailing wage and government contractor), vendor management, benefit selection and administration, employee relations investigations, working with outside legal on issues, reduction in force, and anything else employment related. As a member of our executive team, I'm involved in several decisions that effect the entire organization.

Labor RelationsTalent ManagementCompensation PlanningLocal Contract NegotiationsGrievance ResolutionCompany Representative for Legal Matters

• Coordinate and oversee all aspects of human resources, staff development, and organizational development for the agency• Oversee the HR Department and responsible for the effectiveness of all HR functions• Responsible for all strategies, policies, and procedures as it pertains to the staff for the organization• Oversee and make decisions in regards to hiring procedures, compensation strategy, employee benefits, and workers’ compensation• Attend and represent the employer’s interest in regards to unemployment and workers’ compensation negotiations and hearings• Maintain knowledge and develop strategies to address workforce trends• Assist/oversee with workforce strategies such as clinical internships and practicums; administrative internships; and staff scholarship programs• Ensure effective and consistent disciplinary procedures• Regularly survey staff through on-line surveys; exit interviews; and other tools to gauge morale, motivation, and other issues• Develop strategies to engage and motivate workforce• Oversee a competitive employee benefits program including health and voluntary insurances and the 403b retirement plan• Regularly analyze salary and benefits through use of available surveys, studies, and directed inquiries• Manage step/column system and pay practices to insure consistency and accuracy• Oversee workers compensation, leaves of absences, and other statutory benefits• Maintain knowledge of current laws, regulations and personnel contract terms• Regularly update agency policy and procedures, including employee handbook• Work with Finance to regularly audit labor expenditures and develop cost savings strategies as needed• Participate with senior management in developing short- and long-range goals• Using staff surveys, stakeholder feedback, and industry insights, develop specific strategic objectives for workforce development and human resources management

-As an adjunct member of the faculty, I facilitate adult learning in the fields of human resources and management for undergraduate students in the John Sperling School of Business-Assess student performance by establishing expectations for achievement and providing objective feedback, in accordance with the University’s grading philosophy-Facilitate the following courses: Human Resources Management; Benefits, Safety, and Health; Principles of Management; Employment Practices; Compensation; Employee Development; Critical Issues in Human Resources Management; Management: Theory, Practice, and Application; Organizational Behavior; Corporate Culture and Organizational Climate

-Educate and influence Operations (i.e., Director of Operations, Operations Managers, etc.) in assigned Corporate market, of $76 million in revenue, on McDonald's People initiatives and resources to ensure alignment with people strategies, applicable employment laws, and to optimize results-Analyze measurement trends of key People systems and make recommendations to effectively execute tools to optimize decision-making and people practices at a market level-With Regional, Divisional and National HR, ensure effective implementation of key people initiatives, share best practices and results, proactively identify emerging business issues, and collaborate on developing solutions-Serve as a subject matter expert on benefits, hiring, orientation, training, and retention tools and practices, including the development and delivery of related Operations training courses-Provide Operations team with coaching and support to effectively manage performance: respectful workplace environment, discipline, corrective action, performance improvement, and development planning-Act as an advocate and coach to operations team to ensure participation and effectiveness of diversity/inclusion initiatives. Ensure effective recruitment, development, and retention to maintain and enhance restaurant and management diversity/inclusion- Co-Chair of Southern California African American Diversity Council-Lead talent and performance management discussions with operations team-Educate and influence operations to optimize positive employee relations and protect the brand. Prevent and mitigate risk of media involvement-Promoted positive brand image in the local community by establishing relationships with local organizations, i.e. EDD, U.S. Vets, NAACP, UNCF, etc. -Ensure compliance of all labor laws, government regulations, and legislation; auditing, educating, and taking action as needed

As a member of the management team, as an HR Consultant, my role was to assist my manager in overseeing a team of HR Generalists, along with acting as an HR and strategic business consultant to mid-sized businesses.-Responsible for team training and updates in regards to state and federal laws-Served as a technical support/trainer to various company partners by delivering and developing presentations-Coordinated and administered multi-state trainings and servicing of large clients-Assisted entrepreneurs and organizational leaders with starting up, establishing, and expanding business operations-Partnered with clients to ensure compliance with all applicable federal and state employment laws potentially saving them thousands in liability costs -Informed and educated clients about complex Human Resources policies and procedures, performance management, recruitment, compensation, and employee relation issues-Instructed and coached management enabling them to organize a new appraisal system and train their employees on its use, ultimately reducing turnover -Recommended, coordinated and delivered trainings and seminars for upper management, mid-level supervisors and their employees-Guided company management in problem resolution of employee issues pertaining to leaves of absence, workers’ compensation and ADA/FEHA accommodations-Conducted on-site enrollment meetings, as needed, including annual health insurance, FSA, and 401k enrollment meetings-Coordinated and planned branch-wide events for Paychex employees