Reporting to the CEO, leading all aspects of the HR function. Legence, a Blackstone portfolio company, is an Energy Transition Accelerator™ that provides advisory services and implementation focused on financing, designing, building, and servicing complex systems in mission-critical and high performance facilities. With five decades of expertise in the built environment, Legence has a proven track record of reducing carbon emissions, implementing renewables, lowering utility costs through efficiency consumption, and making systems run better at unmatched speed and scale.Explore opportunities at our Legion of Companies.

Privately owned. One of the largest soft craft services providers in North America with a peak of 8000+ employees across 30+ locations in the US and Canada with peak revenues over $950 MM. Reporting to the CEO, leading all aspects of the HR function including Employee Relations, Talent Development, Total Rewards, Talent Acquisition, Payroll, Marketing and Communications.• Building the HR function from a clerical function to a true business partnership helping lead the organization through the COVID pandemic, multiple hurricane impacts and industry turmoil• Implemented first in house HRIS and Payroll system with Workday launch January 2020 including HCM, Payroll, Benefits, Time Tracking, Performance, Succession, Recruiting, Learning and Absence Management modules• Redesigned benefits offerings to cut premiums, deductibles and prescription drug costs for employees while lowering PEPY costs approximately 10%• Drove process improvement resulting in approximately $700k savings per year leveraged to build out HR capabilities while limiting cost• Revamped craft hiring process to cut a full day off onboarding while lowering cost of hire by 25%• Launched DOL approved Apprentice Program focused on helping underserved candidates become skilled craft workers leveraging grants and wage reimbursements to keep the program cost neutral• Leveraged revamped hiring process to include Work Opportunity Tax Credit (WOTC) eligibility to identify 90+ new hires who are eligible for approximately $500k in tax credits

Platinum Equity portfolio company sold to United Rentals on October 31, 2018 for $2.1 Billion.Private equity owned. One of the largest construction equipment rental providers in North America with 1700+ employees and 120 locations across the US, Canada and Puerto Rico.Reporting to the CEO, leading all aspects of the HR function including Employee Relations, Talent Development, Total Rewards and Talent Acquisition• Helped the business increase EBITDA by ~$100M since promotion to the VP of HR role• Established credibility for the function by leveraging people and financial data to influence business decisions• Launched engagement survey in 2016, 29 pt. improvement in Gallup Q12 percentile rank in two years• Improved focus on recruiting, induction, and training to drive down turnover by 37% in under three years

Reporting to the VP of HR, I led the field HR team across the US, Puerto Rico and Canada.• Served as lead HR Partner for VP and C-level clients providing executive council on all people related issues including organizational design, employee engagement, change management and executive coaching• Oversaw two major restructuring and change management efforts, including a CEO/Leadership team change• Led transformational change effort including a rollout of new payroll, HRIS and Talent Acquisition systems• Oversaw company-wide labor relations strategies and collective bargaining• Strategic partner in all HR process improvements including selection and implementation of RPO model, new performance development platform, relocation vendor selection, onboarding processes and policy development

Led a team of 8 HR Leaders, responsible for approximately 3000 employees, 50+ locations, including GE Oil & Gas US Headquarters, across all business segments and functions within GE's Oil & Gas business.• Key leadership role and advocate for significant change in HR Service Model from Client Based model to a Segmented Model focused on being closer to our employees• Committee leader of change management process including HR role definition through RACI model development• Focused on process improvement for communication between segments of new HR model including HR business partners, HR managers, HR Operations and Centers of Excellence• Led restructuring efforts across GE Oil & Gas to adapt to rapid market changes including multiple site closures

$1.2 Billion global supply chain HR Manager for 20+ sites and 1600+ employees globally. Leadership responsibility for 12 person global HR team. Acting F&PT P&L HR Leader for 7 months of 2014.• Strategic partner in global footprint rationalization including idea generation, cost analysis, communications strategy, retention and recruitment consolidating from 25+ sites to 16 sites with no loss in productivity• Led site selection and start-up of greenfield site in Jacksonville, FL• Nominated business leader for GE Opinion Survey analysis and action planning for GE Measurement & Control

Wind Americas Manufacturing HR Manager for two facilities in the US. Direct responsibility for 270 hourly, 40 salaried employees and over 250 contractors on-site during peak production in our Pensacola, FL and Tehachapi, CA facilities. • Implemented best practice hourly hiring process increasing total headcount over 25% while creating a two tier wage system across both factories• Created effective onboarding and assimilation processes for new hires resulting in only 2% first year attrition• Partnered with the business to implement a Temporary Lack of Work program that shutdown both factories for 16 weeks to react to changing market conditions with 100% of employees returning to work after TLOW

The Human Resources Leadership Program (HRLP) prepares high potential individuals with a track record of professional success for GE leadership roles in human resources. The two-year global program offers opportunities for leaders to experience assignments across GE businesses, receive world-class leadership training, interact with and influence senior decision-makers and be part of a close-knit global network of HRLPs. HR Manager, Combustion COE, Gas Turbine Manufacturing – Greenville, SC 2/2011 to 9/2011• HR generalist supporting Combustion and Repair COE in the world’s largest gas turbine manufacturing plant, providing client support and project delivery for over 200 hourly and 25 salaried employees• Program manager for plant wide hourly hiring initiative for over 90 new hires joining GE at a two tier wage• Developed an apprentice program for machinists and welders to help offset expected retirements from these critical job classes HR Manager, North America Sales, GE Pressure Control – Houston, TX 7/2010 to 2/2011• HR Generalist supporting the North America Sales team, rebuilding the sales management team• Drove global staffing and mobilization initiatives for Subsea EPC Projects in Angola• Organized an Engineering recruiting event including technical talks by industry leaders and a career fair with over 200 participantsHR Generalist, Inspection & Life Extension Services, Power Services – Atlanta, GA 5/2009 to 5/2010• Performed a generalist role in support of the $50MM Inspection and Life Extension Services business with 170 hourly and salaried employees • Created an online performance management tool for IS performance reviews and salary planning • Developed Level III Technician pipeline for the eight critical roles supporting 150 technicians, effectively shortening replacement time from eight months to two months • Revised the Project Management Career Path Model for 40 Project Managers in the $200MM Performance Services P&L

MBA graduate from Emory's Goizueta Business School, with a concentration in Organization and Management, with an emphasis on Leadership.

Private company with $50M in annual revenues specializing in technical staffing services in various industries

Contracted to The Dow Chemical Company