Pyrotecnico…Now Live Events….Amplifying Excitement since 1889! We are a leader in the Fireworks and Special Effects Industries, AND we are growing. If you have a special skill set related to either of these specialty areas, please visit the Live Events LI link or check out liveevents.com. With 6 acquisitions in the last 18 months and with the creation of a Carrier Company, we are truly “full service” and we also have wonderful career opportunities in technical, creative, logistics, finance , safety among others. If interested in learning more about who we are and what we do, Contact me at: Es@liveevents.comOr, again, see all career opportunities at liveevents.com

Circle K is one of the largest global convenience store chains. With over 12,000 stores, Circle K employs over 100,000 people. Circle K operates semi-independent business units. The Great Lakes Business Unit includes 10 states in the northeast United States and 500+ convenience stores and quick service restaurants.Director, Human Resources/Great Lakes Business Unit (500+ stores and 6000+ employees)(OH, PA, WV, MI, MA, MD, VT, ME, NH and NY)As the Human Resources Director, my team provides strategic human resources leadership and support to 7 regions in 10 states.My responsibilities include directing strategic human resources in the areas of recruiting and retention, employee relations and engagement, performance management, federal and local compliance, safety, loss prevention and training from store to executive level. The position holds responsibility for 9 direct reports: 3 human resources managers, 2 safety/loss prevention managers and 4 training/development professionals.The HR team supports 7 Regional Directors and 50+ Market Managers in all areas of compliance and legal/government agency matters, providing coaching, counseling and direction on progressive discipline and termination. As a business unit director, I work closely with the global human resources team to strategically align the business units in areas of employee engagement, an HRIS system upgrades and centralization of HR processes primarily on the compliance side to offer consistency and to mitigate risk across Divisions.My personal management philosophy and style is to never just deal with the '911' or the 'fire,' but to conduct root cause analysis and offer training for process improvement and change, so individuals and teams feel empowered to want to be more strategic. I see the HR professional as being a change agent, and I am passionate about creating this as part of a culture.

Dave's Supermarkets was founded in the late 1920's. The Company has expanded upon the original vision and continues to grow the chain, now with 14 locations in and around the Cleveland area. Dave's is the only retail food store to invest significantly in Cleveland in recent years.• Direct all HR operations for 15 locations (14 retail stores and corporate offices) with 1550 employees (bargained/unbargained).• Created and executed interviewing/hiring/on boarding processes and procedures for all retail locations and corporate employees.• Created online application process to move toward paperless hiring/on boarding.• Responsible for 14 staffing/hiring coordinators—training and development in all areas of interviewing/hiring and performance management through 90 day probation period.• Manage union interaction and communication regarding grievance process, procedures and conflict resolution.• Responsible for all talent acquisition at corporate level and coordinating third party agencies for specialized roles.• Created, coordinated and executed training initiatives for mid-level managers in the areas of performance management, progressive discipline, conflict management and related compliance areas: ADA, FMLA, Sexual Harassment and Safety. • Managed and streamlined the worker’s compensation process toward move to self-insured status appointing a worker's compensation coordinator for improved accident investigation to mitigate risks, improve OSHA compliance and reduce WC claims. • Played significant role in identifying new payroll vendor and implementing an HRIS solution for continued move to fully automated human resources processes.

Talent Acquisition/Recruitment Research Manager (North America)• Managed full life cycle talent acquisition process for exempt level positions—cross functionally• Managed sourcing/research function through CRM (PCRecruiter-pipelining) and maximize efficiency and use of applicant tracking system (Virtual Edge-active candidates)• Developed and trained talent team/HR: research methodology, recruiting strategy/process and service level expectations- building credibility of centralized recruitment/research function• Spearheaded workforce planning efforts within specific divisions utilizing sourcing tools and market research• Implemented “vendor partnership model” including agency relationship transition from contingency/retained model to per hour -- name generation and first level candidate management model-across divisions/functions• Researched, implemented and maintain metrics and relationships with RPOs, vendors, decreasing spend by 2 million to third party search in 2009-2010.• Created and implemented metrics- tracking performance, viability and ROI of vendors and sources through system reporting• Utilize Lean methodology: Plan, Do, Check, Act in all projects, processes and relationships• Refined process and trained all new talent acquisition team members and HR community to utilize CRM/ATS, social networking tools and define pre-position launch strategy• Worked with corporate communication to build social networking into strategic recruiting process