Delivered HR leadership and support to a $3.2B global business, serving 10.5M residential and commercial customers.Facilitated the design of the commercial leadership structure and budget; identified the need for performance scorecard improvements and improved analytics that led to a 33% financial growth and improved customer retention by 300 bps.Directly supervised a remote team of four HR professionals and provided HR support for 1200 employees across the country; established goals and trained field leaders on how to effectively leverage HR partners.Collaborated with company's centralized services, including talent acquisition, compensation, finance, legal, and employee relations to identify best practices and create more efficient business processes.

Led team of five HR professionals and served as HRP for field service, operations, call centers, routing and scheduling, safety, and process improvement functions.Successfully designed and executed roll-out of new pay plans to more than 300 branches, resulting in improved employee performance. Facilitated leadership re-structure for multiple business units to improve performance and gain staffing efficiencies.

Engaged with senior call center leaders to redesign the structure of all four Terminix call centers. Reduced employee turnover by up to 50% and improved employee engagement scores by 20 points.Guided the re-structure of hourly positions to offer a career progression for frontline employees.

Led up to 25 exempt HR leaders responsible for more than 3000 hourly team members. Responsible for all aspects of HR including hiring, training, development, strategic placement and succession planning, culture, employee relations, operations, engagement, retention, coaching, training, and store profitability.Achievements:-Increased HR operational metric performance from last in the Group (six districts) to first-Improved diverse retention results at the exempt level within first year-Fully staffed district with all exempt leader positions by creating and implementing a campus recruitment strategy-Mentor for 5 exempt employees-Reduced NIR turnover at the exempt level-Employee Relations/Store Culture improvements-Responsible for maintaining succession plans for all exempt leaders in the district and approving succession plans and moves for all store hourly leaders (11 stores)-Fostered collaborative partnerships with HQ partners in legal, employee relations, compensation, and benefits-Responsible for the approval of all leader (hourly and exempt) corrective action

Led HR generalist function for $30 million to $45 million Target stores in Nashville, TN area. Responsible for staffing, training, scheduling and employee relations for approximately 200 team members. -Acted as HR District Resource (14 stores) driving talent, culture, and HR operations for the district-Trained more than 10 NIR ETL-HR leaders-Acted as Orientation leader and core class trainer for more than 75 NIR exempt leaders-Improved store culture (as reflected on company survey results)-Effectvely staffed store and reduced OT expense from 800 hours/wk to less than 10 hours/wk

Supervised team of five employees each responsible for the recruitment and certification of foster parents as well as the placement of foster children in homes.

Responsible for the recruitment and certification of foster parents for therapeutic foster children.

Responsible for the supervision and counseling for eight female teenagers.