Responsible for providing leadership in developing and executing human resources strategy in support of the overall business plan and strategic direction of the organization. • Serves as a key member of the leadership team, collaborating with executives to define organizational goals, implement strategic initiatives and overcome challenges.• Works closely with the CEO, providing executive coaching and strategic guidance to support their professional development and enhance leadership capabilities.• Directs human resource management functions, develops and implements plans, policies, and resources aligned with the company’s goals and vision.• Oversees employee training and development programs that assist in the attainment of organizational initiatives including increased employee effectiveness and improved retention. •Developed a comprehensive total rewards philosophy. Implemented market-driven, base and variable, compensation programs focused on rewarding individual and company performance objectives.•Manages benefits and 401(k) administration, including plan design, enrollment, employee communications, and compliance with ERISA regulations.•Ensures compliance with applicable federal and/or state laws, regulations, and/or agency rules, standards and guidelines, etc. • Responsible for OSHA regulations leading to a significant improvement in workplace injuries and workers compensation claims experience.•Manages payroll administration, including accurate processing and compliance with payroll regulations.• Oversees HRIS administration ensuring data integrity and efficient system utilization. • Supports M&A transactions, working closely with stakeholders to drive the due diligence process from start to finish.• Develops comprehensive integration plans, facilitating a smooth transition, and capturing synergies post-acquisition.

Lead Personnel Committee in meeting human resource needs of church.• Producing a comprehensive human resources plan for the church which supports its five year Strategic Vision Plan• Partnering with the senior minister and lay leaders to determine their human resources requirements.• Assessing the church’s current and future staffing requirements over the short, medium and long-term and aligning the needs with the Strategic Vision Plan.• Implemented a performance management process called Road Map which focuses on employee engagement and development.• Successfully lead and currently leading the search efforts of two key positions to fulfill the church’s Strategic Vision Plan.

Function as the primary “staff” point of contact for all matters related to fellowship ministries. Liaison with Board of Fellowship and WCC clergy and staff, ensure seamless communication and completion of fellowship goals and objectives.

• Provided strategic HR support and service to the North American Corporate Services departments of Finance/Accounting, Tax, Legal, Information Technology, and Internal Audit. • Directed Human Resource functions including performance management, development, recruiting, hiring practices, organizational design, benefits and compensation.• Lead department of four employees in the administration of compensation, benefit, HRIS and fleet services to NA Corporate employees.• Assisted with the design, development and rollout out of a comprehensive total rewards philosophy called Rewarding Change.• Member of a strategic realignment taskforce resulting in the consolidation of duplicate back office functional areas and resulted in a significant reduction in staff.

 Responsible for salary administration for ADSWNA including merit budget recommendation and development and implementation of an automated administration process for salary adjustments. Implemented a broadband market based job evaluation system for all corporate and business unit positions in North America. Designed, developed and implemented a custom made Market Pricing database in MS Access to capture and report market values by position.

 Project managed annual Salary Administration process which included bench marking jobs to determine their market position, developing and recommending merit budget and salary structure adjustments, development of automated processes and guidelines.  Evaluated positions using point factor evaluation plan to ensure internal and external equity. Determined estimated market values for positions by utilizing external competitive data and recommended salary levels and increases.  Jointly designed developed and implemented base and variable compensation programs for all business units; including market analysis of competitive position in order to support the business unit’s strategic direction.