Black Box is a leading technology solutions provider dedicated to helping customers build, manage, optimize, and secure their IT infrastructure. Black Box delivers high-value products and services through its global presence and more than 4,000 team members. To learn more, visit the Black Box website at http://www.blackbox.com.

(Formerly IntraPac International Corporation)Served as the company’s top HR leader, reporting directly to the CEO. Oversaw and directed all domestic and international human resources functions during a turnaround period following the purchase by CI Capital Partners (private-equity firm). Oversaw a staff of 10 HR professionals in the multiple countries.• Developed and implemented a shared-services model for all HR functions from an environment in which all HR functions historically differed by facility. Enhanced clarity and consistency in personnel administration.• Sourced new insurance broker relationships for the U.S. and Canada. Consolidated all benefit offerings from 16 carriers to 2 in the U.S., and from 6 to 1 in Canada. Reduced annual benefit spending from $2.6M in 2012 to $1.7M in 2013 without reducing benefit offerings.• Led the implementation of a new HRIS and payroll system, unifying the company’s HR database and payroll practices in the U.S. and Canada. In migrating from 8 payroll vendors to a single resource, HR was able to better support the business operations by eliminating time gaps associated with data compilation. Resulted in greater efficiency in payroll processing, greater integrity/accountability, and enhanced data analytics.• “First-chair” responsibility in negotiations with the company’s Teamsters union. Successfully averted a threatened strike with a favorable outcome to the company. Corrected inefficiencies in the bargaining unit’s wage structure while assimilating the membership into the same insurance plans offered to all employees. • Reduced company’s spending on external HR consultants by an annualized $200k. • Led the executive management’s development of new management incentive and sales compensation plans.• Worked directly with the Board of Directors through a variety of initiatives, including executive compensation, succession planning, and the transition within the CEO and CFO roles.

Reported directly to the CHRO. Directed all strategic HR activities, including recruiting, executive and talent development, training and succession planning. • Created and launched the company’s executive succession planning initiatives, working with executive leadership to establish personalized development plans for current and future company leaders.• Directed company recruiting for all non-executive positions, reducing time-to-fill by 20%.

Reported directly to the CFO. Directed all aspects of Human Resources. Organized all HR needs and processes for new and existing locations in multiple states. • Conducted a needs assessment to restore the company’s faith and trust in its Human Resources department. Worked ‘hands-on’ with leadership to align HR functions with business needs, which resulted in a turn-around and received the company’s Department of the Year Award within 8 months of starting with the company.• Redesigned the performance management process to focus on proactive talent development, which resulted in greater employee and management satisfaction with review and goal-setting procedures.• Developed and executed company-wide recruitment strategies to grow the company’s staffing level by 56% in 2 years. • Developed training and on-boarding programs, which increased retention levels of new hires.• Advised and assisted individual managers in creating personalized talent development and career planning for company employees. • Surpassed retention goals for new graduates/entry-level employees by 60%. Also resulted in 100% of all retained entry-level college graduates being promoted within 18 months.• Worked with senior sales and regional management to segment the sales force, which resulted in an estimated 113% market share growth during a recessed economy.• Worked with executive leadership to determine optimal staffing needs, and reductions in workforce during recession, resulting in a cumulative annual savings of $3.9 million. • Consulted with the company’s President in formulating corporate messaging during workforce reductions. Resulted in the retention of key talent.• Managed the evaluation, selection and implementation/transition of an outsourced payroll and HRIS program, resulting in an annual savings of 69% in the company’s payroll processing costs.

Analyzed financial data for the CFO to ensure acceptable profit margins. • Monitored the company’s product purchasing to ensure the lowest acquisition cost. Provided the CEO and CFO with action plan recommendations to increase profit margins.• Researched competitor finances and pricing strategies to ensure competitive positioning, which resulted in the elimination of one competitor from the marketplace into which the company had expanded.• Developed cost analysis and execution plans for a packaging strategy to reduce company drug costs by 10%.• Selected and enrolled the company in group purchasing organizations. Reduced cost of goods sold by 5%.• Resulting improvements in financial performance resulted in the divestiture of the pharmacy to Walgreens.

As a Senior Federal Investigator:• Investigated over 700 complaints of employment discrimination through the development and execution of investigative plans, interviews with management officials, and complex data analyses, which allowed me to observe best practices in all HR activities in a variety of companies and industries. • Advised employers of all sizes on the development and administration of policies that would accomplish business goals while being legally compliant.• Successfully negotiated resolution agreements in over 40 cases to achieve ‘win/win’ solutions.As Project Manager (concurrent duties):• Designed, implemented, and managed the agency’s Hispanic Outreach Team by leading 6 bilingual Investigators during development and execution.• Formed strategic partnerships with business groups and community organizations to assist in outreach efforts.• Counseled the owners of approximately 25 small business owners in the Latino community on creating HR programs designed to align its personnel administration with company goals, while ensuring legal compliance and risk management.• Received national recognition for initiative accomplishments, and trained the EEOC’s national Program Managers on targeted outreach program development.