• Partnered with Cuyahoga Community College (Tri-C) Transportation Innovation Center to launch a Temporary Commercial Driver’s License Program to remove barriers to outreach and recruitment, resulting in an increased operator applicant pipeline and 100% participant pass rate year to date.• Recognized for training best practices for biennial refresher training for bus operators and mechanical staff during American Public Transportation Association (APTA) review.• Empowered the benefits and wellness team to increase wellness education/events, resulting in receiving the 2019 Healthy Workplace Silver Award from Healthy Business Council of Ohio, and no increase in healthcare premium rates for 2020.• Championed enhancements to employee development initiatives such as Frontline Supervisor Development and Training, Midwest Transit Leadership Exchange (MTLE), and the Management Development Program to continue the deployment of succession planning programs.

• Introduced new employee development programs to develop bench strength for key positions across all work segments to include, but not limited to, Public Management Academy and Leadership Academy, Employee Promotability Training, Frontline Supervisor Development and Training, Lean/Six Sigma Certification, Midwest Transit Leadership Exchange, Railcar Mechanic Apprenticeship Program-Ohio Registered, Facilities Maintenance Training, and Railcar and Signals Maintenance Consortiums.• Developed strategic partnerships with Cuyahoga Community College, Cleveland State University, and Transportation Learning Center to drive the development and implementation of key employee development initiatives, resulting in promotion rates of 40% to meet goals in 2017/2018, and 49% to exceed goals during the first 3rd quarters of 2019.• Developed and implemented the Public Transit Management Academy (PTMA), $466k grant funded from 2012-2013 and 2016-2018, designed to provide high potential employees with management and leadership development, resulting in a 39% promotion rate of 135 graduates year to date.• Led the implementation of the Career Pathways Program, $407k grant funded from (2016-2018), designed to provide career paths to entry level positions (operator and mechanical), management development internships, and leadership development training for high potential employees to spearhead replacement and succession planning efforts across all work segments.• Project managed the successful implementation of DriveCam, a driver behavior performance monitoring system, on all bus fleets by collaborating with the operations and safety departments, resulting in a reduction in claims and events by approximately 49% since 2014.

• Developed and implemented the recruitment, training and placement strategy for a Management Development Program, enhancing succession-planning efforts and increasing the depth of analytical talent in key operating areas. • Implemented project management principles to streamline the recruitment and selection process, reducing the time to fill metric to a 60-day average and significantly improving the quality of new hires.• Led the development and implementation of a HR Business Partner staffing model, cross-training HR Specialists into HR Generalists to provide more comprehensive HR services across multiple sites.• Revised and re-introduced the GCRTA Compensation Manual, resulting in enhanced communication regarding job evaluation processes, job description updates, salary survey tools, compression studies, and changes to merit and promotional pay practices.• Successfully increased minority recruitment hires each year by partnering with the Office of Equal Opportunity to identify underutilized positions, and strengthening outreach efforts to diversity recruitment sources.

• Directed the full range of human resources and business development functions including recruitment, performance management, training, employee relations, benefits, compensation, and acquisitions/joint partnerships.• Provided effective relationship building and HR management during joint partnerships and acquisitions, resulting in the successful start-up and operational growth of several rehabilitation contracts in multiple states.• Increased revenue by developing Nexstep Staffing Solutions, which provided additional services to healthcare organizations in the areas of temporary and permanent staffing, information systems, and training and development.• Mediated complex employee and labor relations cases with responsibility for the resolution of grievance and disciplinary issues in accordance with employment law and company policies.

• Served as a business partner to all levels of management to provide effective solutions for talent management, benefits, compensation, employee relations, performance management, and organizational development.• Skillfully reduced the cost per hire metric by 30% by decreasing third party recruiter usage and increasing the use of employee referrals, internet job boards, college recruitment, and professional networking.• Facilitated negotiations for a 5% decrease in premium costs and improved in-network benefits during the healthcare contract renewal process, leading to optimized levels of annual net profitability.• Developed an innovative reward and recognition program, monthly employee lunch series and employee workshops that improved employee relations, staff morale, and engagement and retention.

• Directly contributed to company performance by offering expertise, reliability and continuity in all areas of human resources for 400+ employees at skilled nursing facilities across multiple states.• Provided counseling and direction to all levels of management and employees in the areas of EEOC, FLSA, performance management, and employment law and company policy.