Goat Hospitality Group is a collective of restaurants, nightlife venues and bars on a mission to be the largest employer of individuals with special abilities in the industry.

Assisted top management in the formulation of personnel policies.• Directed employment activities, ensuring that qualified Team Members are recruited for the property.• Ensured the selection and interviewing process is within guidelines set by the EEOC.• Coordinated all employment activities for management candidates.• Directed promotion, transfer and separation of staff.• Developed programs, policies, procedures and controls and other personnel statistics.• Coordinated health and benefit program.• Developed the wage and salary program; ensuring wages are competitive to other hotels in the area.• Monitored and evaluate Team Member orientation program.• Developed and implement formalized training programs for all personnel.• Conducted research into other hotels' Human Resource programs and activities and recommend changes and/or innovations where desirable.• Maintained and update necessary personnel records and Team Members.• Conducted management training and advise management of labor law issues.• Ensured management was compliant with all current state and federal labor laws.• Oversaw preparation of reports required by government agencies, such as EEOC, Department of Labor,OSHA and similar compliance agencies.• Monitored Workers Compensation programs, ensuring claims and reports are submitted in a timely basis.• Supervised Team Member communication program; including publication of Team Member newsletter and job postings. Responsible for Team Member incentive related events and awards, planning of social functions, end of season parties and holiday events.•Established "Open Door Policy" with Team Members to ensure the atmosphere is one of management involvement.•Directed recruiting efforts by advertising in newspapers and other media, contracting local organizations, other community sources and academic and professional schools; establishing contact with key personnel throughout the industry; and utilizing other personal contracts.

Oversaw and assessed the effective delivery of HR programs and employee engagement • Participated and at times as lead of the design, development and rollout of HR programs in designated areas• Oversaw the delivery of meaningful organization and talent review processes, as well as ensured the effective execution of global talent management initiatives (employee surveys, retention planning, succession planning, performance and calibration programs, talent development planning, etc.) • Provided coaching and consultation to senior management on strategic projects, department goals, HR policies & programs. Recommended appropriate decisions which may be significantly complex in nature and will have a significant impact to the business. • Initiated timely and appropriate discussions with Senior leaders regarding organization design issues within different client groups and provides guidance on organization change practices and actions. • Effectively collaborated with HR Common Operating Environments (Benefits, Talent Acquisition, Learning & Development, etc.) when working on the development and implementation of strategies and programs to attract, develop, reward and retain exceptional talent. • Managed employment relations issues and provides general communications coaching to senior leaders. Guided leaders to have timely, critical conversations and ensures the appropriate management of conflict. • Maintained in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Conduct investigations when necessary (Employee Relations). • Consulted with line management, providing HR guidance when appropriate. • Provided guidance and input on business unit restructures, workforce planning and succession planning. • Identified training needs for business units and individual executive coaching needs.

• Approach the business strategically by partnering with the Store Manager, & Assistant Managers. Study market trends, develop short and long-term plans to drive & exceed employee engagement along with retention.• Develop the leadership skills of the Department Managers and Assistant Store Managers by actively coaching and focusing on team member engagement.• Motivate and retain existing talent by implamenting a culture of engagement, also anticipating and responding to human resource issues as they arise.• Anticipate talent needs and address them through strategic recruiting, staffing, training and development.• Promote employee engagement by conducting opinion surveys, investigations, and create a diverse workplace for internal and external candidates.• Model effective communication with the leadership team and team members, while consistently applying Lowe’s policies, management practices, and legal requirements.• Have retention meetings to address any issues and concerns with team members and addressing them accordingly.• Ensure that all employees are engaged, treated appropriately, fairly and the leadership team is consistent with work force decisions according to our policies. Ensure there are no barriers between the leadership team and team members.• Provide assistance to the team members and managers by focusing in developing their talent. Maintain training needs. Encourage managers to provide timely feedback using reports and tools on reviews. • Guide the leadership team on the compliance of polices such as selecting/hiring, EEO, performance management, discipline and other key areas. • Coordinate staffing needs through acquisition and onboarding. Manage all areas of the hiring process while operating within budget. Comply with WOTC program for new team members. Ensure guidelines for compensation are followed and engage with local agencies for a diverse pool of candidate.

• Supported the business by providing comprehensive and consistent processes. Provided coaching and counseling services to the clients & team members• Answered questions and listen to client concerns regarding case status• Coordinated & communicated with clients regarding case status and have sense urgency to resolve• Created & executed contracts with clients• Proactively partnered with attorneys & team members on providing insights and trends that impact the achievement of business results• Performed research for client defense & coached team members on ways of improving the research• Kept track of court dates and requested paperwork from the state of Florida• Supported the attorneys by being the advocate with clerk’s office and judge’s chambers• Communicated with the state attorneys and judicial assistants regarding case • Records Management; creating files, labeling, storing according to HIPAA, State & Federal guidelines • Promoted culture engagement, learning & performance management while providing fair and consistent approach to policies procedures & practices to minimize risk to the firm • Managed accounts payable/ accounts receivable

• Supported Regional Directors, Site Managers & Supervisors by being a key resource & provided training by communicating insights to support business objectives• Analyzed and determined cost involved in damage claims • Provided verbal resolutions to customer with the highest level of customer service and follow up with proper paperwork to obtain release forms for valid claims• Explained denied claims to customers and provide denial letters • Finalized & processed paperwork with approvals to accounting department for proper payment to customer • Provided team engagement & education to Site Managers & Supervisors in areas such as OSHA, safety and risk compliance & helped improve workflow efficiencies in the overall operations process • Implemented company safety and risk culture

• Served as the Assistant to Human Resources Director, HR department, & VP of Talent & Acquisitions• Managed Human Resources Applicant Tracking System (ATS) for recruiting analyzing staffing needs, keeping track-records of recruitment to instill HR best practices into the organization• Provided Hiring and Staffing & assist in assessment, interviewing & selection• Served as a strategic business partner with the management team of operations; Directors, Site Managers & Supervisors by being involved with Employee Relations, Employee Engagement, Team Building, & Retention Interviews. Also provided proactive and reactive coaching and consultative human resources advice and services to team members. Managed employee benefits & open enrollment; FMLA, Leave of Absence, Medical, Dental, Vision, Employee Assistant Programs• Assisted managers with termination consultations and participated in involuntary termination meetings• Administered personnel change forms, employee ID badge distribution, unemployment claims, unemployment hearings, & employee verifications for all field offices • Helped implement human connection with customer service, problem solving, and resolve discrepancies with multiple field offices• Created and recorded department invoices for factoring and processing; advertisement, vendor management, personnel credentialing, and background checks• Assisted in records management, payroll verifying and ADP• Involved in the following HR Initiatives: Employee head count Reports, Turnover Reports, Audits Sarbanes-Oxley (SOX), and HIPAA. Created Weekly, Monthly, Quarterly reports and analyzed for accurate reporting to Accounting, Human Resources Director, Regional VP’s, and Regional Directors of Operations, including DirecTV Management.