In this leadership role, I introduced dynamic HR strategy and direction for a large manufacturing organization. I led the HR function will full responsibility overseeing IT, Safety, and Facilities departments. My additional key achievements in this role include: ● Spearheaded HR department rebuild from the ground up; achieved higher levels of service with minimal cost (HR function added just one employee in 14 years—while the workforce grew from 99 employees to 270+)● Launched optimized processes via electronic formatting: applicant tracking database, online performance review, employee termination notifications database, employee hiring notification database, employee transfer database, electronic employee file system, and online merit increase process (tied to payroll system)● Established electronic presentation and signature of offer letters and other onboarding forms; established electronic approval of job requisitions and E-Verify● Designed and implemented robust compensation system (job descriptions, wage ranges, competitive employee pay monitoring), allowing company to control labor costs

In this key HR role, I led, mentored, and motivated nine HR professionals in a 1300-employee manufacturing plant. I administered training, advice, and counsel for management on all HR issues, and devised thoughtful recommendations for implementing impactful HR process improvements. I also ensured all policies and procedures complied with all state and federal laws and regulations.My additional top contributions in this role include: ● Optimized recruiting strategy; amplified number of applicants, improved quality of applicants, cut employee turnover, and reduced recruiting spend from $256K (2007) to $86K (2008)● Facilitated contract negotiations with multiple recruiters; cut costs when candidates were hired through these recruiters● Incorporated E-Verify into hiring process to significantly reduce the hiring of employees not meeting employment eligibility requirements●Automated new employee requisition approval● Orchestrated internal investigations into charges filed by employees; recommended appropriate disciplinary actions, conducted disciplinary meetings, and participated in disciplinary actions (including terminations) ● Elevated level of management and employee trust in and satisfaction with the HR department

I conceptualized and administered a new compensation program, recruited top talent, coordinated benefits programs, and managed payroll. I also headed risk management, safety, employee relations, training & development, and employee retention efforts. My additional top accomplishments in this role include:● Excelled as HR advisor across all levels of management● Authored and implemented new employee handbook to provide much-needed organizational structure; produced and implemented new employment policies ● Established comprehensive safety program; reduced accidents—from at least once a week to zero ● Sourced and replaced payroll administrators; achieved enhanced service while slashing costs ● Championed powerful negotiation to secure better insurance programs (across health, dental, vision, life, AD&D, and HRA), while subsequently capturing significant company savings ● Implemented pre-employment and post-accident drug testing process, allowing company to eliminate employees under the influence of alcohol or drugs

I was responsible as a business partner to the General Manager of the Control Valves North America business unit as well as the managers of the locations I was responsible to support. I was also responsible to oversee and manage all Human Resource functions within the Flow Control Division in the following locations: ● Springville, UT (300 ee’s); ● Edmonton, Canada (30 ee’s); ● Pittsburgh, PA (25 ee’s); ● Philadelphia, PA (25 ee’s); ● Houston, TX (75 ee’s); ● Baton Rouge, LA (30 ee’s); ● Rancho Dominguez, CA (60 ee’s); ● Benicia, CA (30 ee’s);● Vancouver, WA (15 ee’s); ● Tacoma, WA (20 ee’s); ● El Dorado, KS (10 ee’s); ● Broken Arrow, OK (25 ee’s); ● Muskogee, OK (20 ee’s). Responsible for compensation administration, employee discipline, supervisor training, employee training, performance appraisal, employee relations, recruiting, and assisting employees with benefits issues in locations of responsibility for 700 employees.

Responsible to assist the Vice President of Human Resources in carrying out all Human Resource functions within Weir Group facilities in Utah (formerly Envirotech Pumpsystems). This included :● Human Resource support for three locations within the Salt Lake Metro area, EnviroTech Pumpsystems, EnviroTech Rubber Engineering, and EnviroTech Molded Products facilities. ● These responsibilities included labor relations, recruiting, training, EEO and affirmative action administration, compensation, employee relations, performance review administration, and unemployment claims administration. ● Served on a Steering Team made up of middle management personnel that reports directly to the President of the Company. This team was responsible for organizing and implementing teams to work on various projects that improved the profitability of the company. ● Served on the Information Technology team evaluating and implementing new computer based technology to run the business better.● Participated as a member of the IS0 9000 Quality Implementation Team.

Responsibilities included interfacing with employees and vendors regarding all benefits, employee training, and AA/EEO. ● Developed and implemented a self-funded health insurance program that saved SCIENTECH $100,000 in the first year. Also negotiated and implemented new Dental, Disability, Life Insurance, and Cafeteria Plan programs that were designed to meet the needs of the employees as well as save the company money.● Negotiated and implemented a Long-Term Disability benefit that saved both the employee and the company 84% over the cost of the old plan.● Designed and implemented an annual performance appraisal program for exempt and non-exempt employees.● Authored and implemented many of the policies and procedures that were implemented into the employee handbook, including sexual harassment, drug and alcohol abuse, and grievance procedures.