• Top HR leader reporting to CEO charged with creating immediate financial value through the HR function. Recruited and developed a team of 6 direct and dotted-line reports with full HR responsibility over 350 employees in 5 states and Canada.• Provided company-wide Talent Management initiatives and programs to support performance management, succession planning, employee engagement, retention, and development. o Modernized performance review system. Transitioned from formal annual review and encouraged more continuous, positive feedback by supervisors.o Led succession planning program to determine if key positions’ back-up was on staff. Launched training so successors could begin learning the necessary skills for advancement.• Developed talent acquisition strategies to increase recruiting efficiency, secure desired candidates, and reduce turnover. o Conducted “stay interviews” and used info in new hire interviews to select stronger candidates. Turnover reduced by 23% over 9-month period.o Implemented pre-employment metrics to objectively measure candidate’s character and their fit for the role.• Saved over $500,000 annually in medical insurance costs by leading exploration and transition into self-funded plan.• Implemented orientation and related training program resulting in 50% increase in employee retention beyond 3 months.• Provided analysis and data for aiding company decision to open new facility as well as impact of closing other facilities.• Assisted leaders in navigating HR policies and employment law to ensure compliance.• Oversaw safety department – driving systematic change by focusing on attitudes, beliefs, and values of employees.

• Implementing comprehensive onboarding for new hires and training program for all employees.• Creating and installing all policies, practices, and procedures.• Reviewing and renegotiating all benefits.

Responsible for all aspects of HR department for $500m revenue company with 2,300 employees and offices in 38 states.• Oversaw 8 acquisitions, comprehensively integrating new employees with parent company.• Created a career path program to increase employee retention and engagement.• Installed company’s first talent management program.• Prepared for future growth through new policies, procedures, and programs – including restructuring HR department.• Transitioned 401(k) plan to new provider saving company $165,000/year and increasing employee participation by 25%.• Ensured company would be in complete compliance with Affordable Care Act (“ObamaCare”).• Increased benefit participation 32% with redesigned programs and cost-free initiatives. Company charity donations rose $30k.• Partnered with IT department in designing and transitioning to new HRIS system.• Selected as guest speaker at Society for Human Resource Management (SHRM) Annual Conference (15,000 attendees).

Oversaw human resources department of $40m revenue company. Responsible for 600 union and non-union employees in eight cities across the U.S. and Canada. Had 5 direct reports and reported to President and General Counsel.• Drove culture with first-ever company engagement survey and developed president’s response and action plan.• Increased employee engagement 11% and reduced turnover in company’s largest department 20% through cost-free initiatives.• Developed and implemented training program for newly-promoted supervisors. Created coaching options for executives.• Established performance goals (tied to bonuses) for all sales people and, ultimately, for all employees.• Member of Diversity Committee which successfully increased applications, hires, and retention of minorities.• Created comprehensive talent management program with both 360 performance reviews and performance evaluations.• Worked closely with unions on grievance issues and benefits for employees.• Led all recruitment efforts as company grew 50% in five years. Modernized department with installation of applicant-tracking system and used social media to recruit.• Reduced use of search firms by streamlining hiring process and cutting reliance on temps, saving $65,000 annually.• Earned Marty award, achieving company’s highest honor.

Served as member of Chief Administrative Officer’s three-person legal team, responsible for all employment issues affecting House of Representative employees. Directed protocol for all internal disputes within 700-person department.• Worked closely with HR Department on employee relations situations and legal issues.• Represented House in mediations, resulting in successful and favorable resolutions.• Negotiated deals to provide House employees with various benefits.

• Facilitated all aspects of public relations: credentials, interviews, donations, press releases, and stats.• Handled media requests, endorsements, and public appearances for head coach and star players like Deion Sanders, Bruce Smith, and Darrell Green.• Generated ideas and stories for CNN, ESPN, FOX, CBS, and Monday Night Football.

• Responsible for contractual and budgetary matters, travel, security, and eligibility for football team.• Liaison between head coach and all university administration.• Developed recruiting database to track 5,000 high school prospects.

• Integrated new computer system to handle all publications…saved $100K annually.• Coordinated press activities and team’s accommodations for road games. • Drafted press releases, game notes, and feature articles.