Manage a team of five professionals and three budgets totaling more than $10 million serving 3,600 employees across ten locations. Oversee all aspects of Human Resources including, Talent Acquisition, Compensation and Benefits, Safety, Engagement and Recognition, Training, Employee Relations, Policy and HR Business Partners. Build, lead and organize an HR team that is closely aligned to the businesses and consistently delivers high value HR services, systems and results.Orchestrate the organization forward through programs and initiatives aimed at attracting, retaining and engaging talented people. Ensure the effective and efficient delivery of HR services throughout the enterprise. Partner with and influence the senior leadership of the organization to build a culture that inspires employees and delights guests.

Design and instruct undergraduate and graduate students providing them an overview and introduction to the fundamental elements of human resources management (HRM) functions and using HRM as strategic competitive advantage.

Boutique Human Resources and Financial Management firm specializing in providing high impact consulting evidenced based analysis and thought leadership to clients on a retained contract or project basis. Establish business infrastructure including Accounting, Human Resources and Risk Management programs. Expand clients’ resource capabilities to achieve financial growth. Evolve processes to bring a more scalable, compliant, processes and tools. WMDBE certified. CEO & Founder 2009 – 2013Clientele ranges in size and scale from major profit oriented corporations to not-for-profits and governmental agencies, including but not limited to the following: Hyundai Motor America, Goodwill Industries, LEGACY LA, Los Angeles Department of Water and Power (LADWP), the Los Angeles Dodgers, Northeast Community Clinics, Microsoft Retail Operations, United Latino Fund, and Whittier College.

Responsible for equal opportunity, workforce diversity and inclusion functions across the Edison International enterprise. Lead process and consulting teams to support enterprise initiatives, develop business unit specific processes and tools and well as provide direct and indirect consulting support services to human resource generalists in meeting the needs of business partners. Additional responsibilities include change management consulting and facilitation of management reports and presentations to be delivered by the President of the Utility. Lead team of ten investigators, business analysts and project managers, managing $5 million budget. Perform Title IV investigations and process employee grievances. Manage eight affinity employee resource groups, forty seven affirmative action plans and successfully achieved regulatory compliance. • Advanced overall diversity mission through design, development and implementation of a comprehensive strategic plan that received external accolades and public recognition several times over positioning SCE (EIX) as a leader in Diversity and Employer of Choice.• Implemented Regulatory Compliance Group minimizing risk and liability and ensuring compliance with employment laws.• Reduced investigation processing time by more than 50% through process improvements and report standardization.• Represent SCE on California Public Utility Commission Utility Diversity Council – Employment Committee.• 2005 Recipient of the prestigious SCE Leadership Grant - $50,000 Graduate Degree Scholarship.

Responsible for design, implementation and governance of enterprise talent management practices including recruiting, staffing, workforce planning, succession planning, executive search, internal advancement, staff redeployment and retention. Staffed over 1,800 new hires and processed over 1,600 internal placements annually. Provided strategic guidance and thought partnership to senior management on workforce planning, diversity outreach and OFCCP regulatory compliance requirements. Practice areas of support range from developing enterprise applicant tracking system architectures to the identification of position mapping and competency development, formulate talent pipeline programs, ensure qualified diverse candidate slating, and conduct new hire surveys. Directed twenty-person team overseeing all facets of full life cycle recruitment process, manage $2.6 million budget. • Achieved HR Division KPI delivering more than 75% of professional new hires in less than 90 days.• Delivered over 60 % ethnically diverse new hires and over 35% female new hires.• Redesigned College Program to yield 200 participants with 40% conversion rate and improved quality of hires.• Launched “on-boarding” program to effectively provision new hires on their first day improving satisfaction by over 60%.

Directed the activities of forty-two recruitment professionals to attract and recruit world class talent for the Disneyland Resort. Responsible for full life cycle recruitment process to staff 8,000 new hires per year and had oversight for $1.5 million budget. Developed and implemented comprehensive diversity strategy encompassing leadership, recruitment and retention, education, employee communication and community relations to improve the guest and cast experience. Managed team of three professionals and five employee resource groups and oversaw $1 million budget. • Captured savings of $720,000 and improved efficiency of cast “on-boarding” resulting in 50% reduction of no-shows.• Recognized for achieving the lowest cost per hire within the Walt Disney Company across all business segments.• Re-Launched the “Casting Scout” employee referral program to effectively deliver 34% of new hires.• Standardized hiring operating procedures including the design of recruiter, candidate and hiring manager protocol.• Designed multicultural, language learning diversity training programs, including “Serving Diverse Guests Disney Style”. • Coordinated and executed regional and national diversity conferences.• Provided internal consulting services (e.g. assessments, intervention, action plan recommendations) to clients.• Built and maintained relationships with diverse professional, community based and industry organizations through networking and event sponsorship.

Directed the activities of forty-five human resources professionals to implement and execute deployment and utilization of cast members. Managed Human Resources division budget of $22 million and deployed 200 Human Resource professionals. Compiled the Division financial reporting package, established performance metrics and set strategic operating priorities. Also responsible for the HRIS system containing over 20,000 employee records on SAP system.• Led SAP system upgrade and served as subject matter expert across the Walt Disney Company Theme Park Segment.• Served on Walt Disney Company Hong Kong Human Resources Strategic Design Team.• Employee Administration Lead for the Walt Disney Company Transformation Project.

Quickly promoted into roles of increasing responsibility to manage and direct two departments within twelve months. Managed a team of 9 professionals and responsible for three budgets totaling more than $20 million serving 1,800 employees. Formulate organizational design and foster collaborative labor relations management and negotiations. Administer employee benefit plans, enterprise purchasing and telecommunications policies. Transform the HR department from “personnel” to a strategic business partner. Work closely with senior leadership to implement engaging people programs. Successfully led department during two separate acquisitions and effectively met all due diligence requirements. Compiled Human Resource bench marking and business intelligence and reported directly to the President. .

Audited and prepared financial statements for large SEC clients including Bank of America, 21st Century Insurance, AIG, Inter-Valley Health Plan, and Mount St. Mary’s College. Evaluated internal controls and recommended improvements for financial reporting and benefit plan administration. Analyzed financial reports and benefit plans to determine compliance with SEC, GAAP and ERISA regulations. Lead teams of 6 associates that consistently exceeded project profitability by 15%.