Led People function activities for start-up of the first greenfield 5G Smart factory in United States, ramping from 65 to 460 (and growing). Built out leadership team and identified key technical talents to ensure minimal time to performance at the Smart Factory. People function lead for Supply Chain business in the Americas, with employees in USA, Canada, Mexico, and Brazil. Responsible for driving critical skills development and up-skilling/re-skilling activities to accelerate digital transformation.

HR Director for PCC Aerostructures' 8 facilities in the Midwest region. Responsibility spans 8 sites across 4 states, with leadership responsibility for site 8 site HR Managers and a regional recruiter. The Midwest Region's 8 sites total roughly 1500 employees and approximately $500M in revenue.This role is responsible for leading the employee relations, compensation, change management, and talent acquisition/development priorities in partnership with the Group VP, site GMs, and site HRMs.Top Accomplishments:- Landed critical top talent to improve and complete region leadership teams, including multiple General Managers, Controllers, HR Managers, and Operations Directors- Conducted market surveys and comprehensive job analyses to create/implement market and skill based compensation structures for hourly employees at all sites- 55 salaried hires across 8 sites, 20 of whom were degreed engineers; this represents a 220% increase in the number degreed engineers

• Led KFC Global Great Place to Work accreditation process, partnering with 6 international KFC markets and GPTW Global office to coordinate project roll-out to roughly 30,000 employees• Rolled out annual cycle for Great Place to Work survey at KFC CORE, achieving 100% participation and a 10% increase in year-over-year engagement scores• Partner with functional business teams to identify and solve talent, employee relations, and org design challenges • Head KFC Culture Squad to execute insight-driven events that support the KFC People Promise: Be Your Best Self, Make a Difference, Have Fun• Led KFC Global staffing, placing 10 FT hires in KFC Global CORE in 12 months• Selected as one of 15 high potential individuals from the global Yum! Brands talent pool to participate in the HR Emerging Talent Program

• Member of Site Leadership team, and led York employee relations agenda with team of 300+ plus frontline employees and 20 managers• Successfully guided York manufacturing site through packaging automation change replacing 40% of legacy equipment, while avoiding layoffs by utilizing natural attrition and creative staffing solutions• Developed best-in-class college recruiting program for Atlantic region, resulting in 100% staffed intern and FT roles in 3 sites

• Optimized Carolinas Sales Operations organizational structure to accommodate a 40% increase in frontline employees, while maintaining neutral management headcount (over 2 year period)• Managed employment relations for Sales Operations and 2 Sales Zones (approximately 650 frontline employees and 55 managers)• Led college recruiting agenda for Carolinas region: 17 FT hires in 2012/13 and 4 interns in 2013• Developed and executed first Region Leadership Summit in partnership with Wake Forest University, involving 12 of the region’s best frontline and customer leaders• Led department restructure and created proposals for FLNA senior leadership, making consistent personnel recommendations based on tenure and objective performance results• Strong record of developing in-role talent through both promotional and lateral opportunities

Spent 9 months as the North Bay Safety & Staffing Leader supporting the Zone people processes, and was able to improve front line staffing levels in the North Bay. In the region role, I managed the region's college recruiting processes for Sales Associates, executed the region Org Health Survey communications, and worked on frontline representation initiatives. I also supported several zones in maintaining the staffing and training processes.

Introduced the use of regression and correlation analyses to identify relationships in bargaining unit performance indicator data.Instituted the use of compound growth rates in the cost estimation of preliminary contract proposals.Calculated cost increases due to contract bump dates in a wage simulation program.Composed detailed wage and contract surveys to solicit competitive information from store leadership in preparation for Fall 2009 contract negotiations.Prepared a contract language comparison between the current contract that is set for expiration and the most recently negotiated contract to determine the most up to date language.Created a preliminary policy governing the use of social media in the workplace and as it pertains to Meijer.Developed orientation process for future interns in the Corporate Team & Labor Relations department.

Managed store operations, staffing, and scheduling in a top 2% store with an annual sales volume of $16M.Developed a recruiting initiative to create permanent part-time positions to meet corporate staffing objectives.Achieved staffing objectives and reduced part-time employee turnover by 25% through recruitment, interviewing, assessment, and selection processes.Managed scheduling for a staff of 205 part-time employees.

Directly managed a diverse team of 35 associates while driving the store's merchandise recovery through adherence to processes and standards, utilizing real time corrective actions, and reducing overtime by 15%.Maximized operations performance driven by the utilization of a balanced scorecard.

Organized a prototype program designed to motivate and improve reading, writing, and mathematics skills of targeted, at-risk high school students.Created incentive plan that improved student attendance by 25%.Developed coaches' ability to work with students and implement plans that improved class test scores by 15%.Provided mentorship and guidance to facilitate elementary students' understanding of basic academic concepts.