Executive Human Resources leader providing strategic and tactical oversight for all human resources functions consisting of strategic HR development and planning, employee relations, performance management, payroll administration, training and development, HR compliance, compensation and benefits administration, HR analytics and reporting, and diversity & inclusion.

Responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management & coaching, training and development, compensation, benefits administration, and payroll. Provide strategic leadership by articulating HR needs and plans to the executive management team, shareholders and the board of directors.

Contracted to build, define and implement the company’s entire HR foundation as Ashford’s 1st dedicated HR professional. Began by developing and rolling out mission, vision, culture, and values as well as a new ATS (Breezy) to improve hiring efficiency. Created an on-boarding process for new hires to accelerate cultural assimilation and designed new interview assessments to identify highly skilled candidates. – Introduced a companywide training format to benefit performance, morale, and internal career growth.– Designed and introduced performance management process for accountability and career growth by position.– Researched, designed, and implemented Ashford Employee Handbook, Human Resources Policy & procedures book and compliant Human Resources forms.– Partnered with Houston Apartment Association for employees to build their skills through free industry trainings and performance skills seminars.– Implemented position defined interviewing format, designed and implemented job descriptions for 75 position titles defined in HRIS system to increase accountability and career path development.– Introduced monthly safety training learning modules for entire company. The learning modules consisted of 18 different learning objectives to increase safety awareness and reduce accidents throughout the entire company.– Constructed a manager’s toolkit of resources to include performance coaching and documentation, interview skills, worker’s compensation best practices, training, cost management and finance awareness, effective performance evaluations for career growth and more.– Introduced employee appreciation practices to reward top performers and increase morale & retention– Cut turnover 50% through improved HR practices introduced above, and increased EE satisfaction scores from 53 (August score) to 82 (December score), highest score Ashford has ever achieved. (Cost savings of over $10K/month)

Strategic organizational partner overseeing all aspects of human resources, benefits, payroll and talent acquisition for a progressive Native American healthcare organization. Completed a full review and update of HR policies and procedures to ensure compliance and accountability and ensured alignment with company goals. Realigned focus of current HR/benefits/talent acquisition team to ensure customer service needs of the organization were met. – Initiated a full-scale turnaround of the entire human resources spectrum (benefits, payroll, recruiting, training) and partnered within the organization to drive improved performance as well as initiated a compensation analysis to ensure completive salary banding for local market. Completed build out of INFOR HRIS to enhance data utilization and analytics.– Reconfigured HR compliance practices to achieve first ever Human Resources Joint Commission accreditation for GRHC – Implemented a training process and learning management system for timely training of Leadership Development, Coaching for Career Advancement, Business Etiquette, Communication Skills & Conflict Resolution, Performance enhancement, etc.– Overcame the challenge of high volume recruiting by using both conventional and unconventional recruiting strategies. – Met the payroll and benefits needs of more than 1K employees.

Oversaw daily business operations and administration, human resources, payroll, accounting, benefits, and customer service. Quickly transitioned to overseeing all day-to-day business operations after sudden loss of top leadership. Worked with fellow brokers in the area to hand off client base to ensure no loss in coverage or customer service. Orchestrated deal to sell company assets and preserve employment of 15 full-time employees to local insurance brokerage.

Upon hire, identified a significant lack of human resources process compliance and payroll controls, no standardization of the hiring process (background checks, etc.), and dangerously low employee morale. Built HR function from the ground up through policy development and procedure implementation. Immediately corrected payroll issues, and undertook the company’s 1st compensation analysis. After realigning salary vs. hourly employees and adding a clear chain of command, employee turnover decreased by 60%. Created a clear “employee roadmap” / upward trajectory in addition to adding performance coaching into company culture and increasing internal promotions 75%. – Developed and rolled-out employee handbook, policy and procedure manual, and performance measurement coaching system for both US and Canadian operations.– Consolidated health benefits to a single carrier and reduced costs $45K/month while raising enrollment to 85%.– Negotiated short term disability and basic life insurance inclusion for $0 additional investment dollars.– Designed and implemented companywide training and competency assessment programs for each level of the organization for both US and Canadian operations.– Established company-wide safety standards, resulting in a 60% reduction in worker’s compensation costs.– Introduced an HRIS system with robust reporting capabilities and customized fields for tracking purposes / data analysis.

Oversee all aspects of payroll processing and human resources functions for 35 hotels and 10 sales clusters in multiple states throughout the United States. Stabilize the hotel payroll processing to significantly reduce errors and increase efficiency within payroll shared services. Create standardized training format and mentoring program for continual team development. Implement a program to document current processes and procedures creating a standard format among hotel payroll processors. Team lead on timekeeping conversion for Payroll Shared Service Center. Put into place streamline process for garnishment input and tracking.

Responsibilities include multi-state biweekly payroll of 1,700 exempt/non-exempt employees / associates, and administration of 401K program. Administer all liens and garnishments, manage/maintain new HRIS system, and interact with various state and federal agencies to ensure regulatory compliance for all payroll and human resources processes and procedures. Perform quantitative analysis of all monthly/quarterly/annual payroll tax administration, and conduct quarterly Workman's Compensation audits, including investigations, to ensure program meets all compliance criteria. Administer new hire process, including new employee orientation, and facilitate monthly training on payroll and human resources policies. Create job descriptions, and provide performance documentation and coaching improvement plans for employee/associates. Interact with professional recruiting firms to fill "open"​ positions, including review of candidate qualifications and experience to hire best candidate for the job. Provide exceptional "gold standard" customer service, both externally and internally. Served as key developer of automated payroll reporting system to increase efficiency, accuracy, and reduce costs. Transitioned company payroll system to new HRIS system for overall cost effectiveness and increased organizational development. Developed and implemented payroll/human resources manager training program which reduced errors, costs, and turnover, resulting in employee development initiatives for career paths to advancement.

Responsibilities included all human resource functions, including payroll, branch financials, accounts payable, accounts receivable, vendor relations, purchasing, production coordination, customer relations, vehicle pool administration, employee training, inventory control, and branch marketing. Provided interaction and coordination between corporate office and local branches to greatly improved overall relations among vendors, customers/clients, branch offices, and local dealerships. Streamlined operations to increase output, decrease errors, and improve efficiency. Reduced payroll processing costs, resulting in increased corporate bottom line.

Responsibilities included human resources, including: hiring and orientation of all new employees, employee development and training, payroll and benefits administration, workmen's compensation, vendor relations, and resident funds accounting processes. Developed and implemented facility policies and procedures, and ensured compliance with federal, state, and local regulations. Provided facility-wide purchasing operations consolidating vendors to increase overall facility cost savings. Created marketing materials and community outreach marketing materials that resulted in a 20% facility census increase. Enacted new time-tracking system for associates, resulting in an increase to total facility savings.