Southern Dental Alliance supports 45 dental practices amongst three states- Georgia, South Carolina, and Tennessee. Responsible for all strategic efforts of Human Resources including Doctor Recruitment, Credentialing, and Board execution.

We also provide executive coaching and leadership development for corporate executives seeking to optimize their skills to further advance their careers within their current organization.Our nationally recognized executive services are specifically tailored to enhance the unique strengths, personal qualities, leadership characteristics and special talents that differentiate one executive from the next. Our mission is you---to maximize the unique qualities of each client in transition, executives contemplating a career change, and successful men and women looking to advance their careers within their current organization.

Managing change management in the HR Leadership, providing expertise in improvements and implementation for 500 dental professionals across the United States. The role was highly visible it encompassed Executive thinking and implantation skills utilized in all acquisitions to improve the business and operations which supports an employee base of approximately 500 dental professionals.

Bright House Networks is an award-winning company made up of friendly, energetic employees who go above and beyond to provide exceptional customer service. Our strength is in our employees. Customer loyalty is our top priority, and our employees are committed to building unique relationships in a fast-paced team environment. Bright House Networks encourages a positive, supportive and open culture which rewards employee accountability and grants empowerment for all members of our team. Our commitment to diversity guarantees we employ the best.Providing strategic leadership and support of all HR functions that meet the organization’s business needs. Responsible for managing escalated employee relations concerns, compensation analysis, organizational development, recognition/rewards,process improvement management, and succession planning/execution.

As a Senior Human Resource professional at Honeywell, I serve as a Business Partner for several Client groups in the Space and Defense side of the business. I perform diverse assignments including staffing, talent management, compensation, diversity, learning and development, performance management, organizational development, change management, training, and employee relations while driving results.Provide full service HR support to an assigned client group.Deploy and follow through of all HR initiatives, processes and systems.Partner with site HR leader and site HOS leader to drive HOS initiatives across the site while maintaining schedule fidelity; utilize six sigma methodologies to identify and drive continuous process improvement.Influence managers on optimal workforce utilization, talent management, and performance differentiation.Proactively address change opportunities (people, process, structure) and create plans to address.Create an environment of positive employee relations, keeps confidentiality, establishes trust and credibility, seen by employees as approachable and fair, balances business needs with employee needs, and spends significant time interfacing directly with employees/client base.Support and properly apply Honeywell policies and practices. Investigate and ensure fair resolution of issues with Honeywell policies and practices.Identify training needs in client base and identify/recommend training programs as needed.Work with the Human Resources COEs to deliver on compensation, organizational development, and workforce planning strategies to address the current and future needs of the business.Partner with functional HR and other teams addressing business-wide issues/projects drive critical core processes (Salary Planning, Performance & Development, Census Management, and Management Readiness Reviews).Promote Honeywell's 5 Initiatives and 12 Behaviors

Established a rich benefit plan for all current employees without increasing the cost and re-design produced annualized cost savings of 240k.Successfully developed and integrated critical HR performance metrics for 3 individual businesses creating real-time executive level messagingImproved training programs by incorporating lean improvements, leadership, and on the job training. Wrote 27 grants all awarded totaling 220k in funding by the State of Florida.Increased retention by 10% through turnover trend analysis, facilitating skip level meetings, conducting departmental climate surveys, and analyzing exit interview data.Worked as a change agent to improve and streamline departmental operations, through the continuous evaluation of policies and procedures, work processes, and program effectiveness.Successfully implemented ADP self-service/payroll system before target dateImplemented and developed a centralized and streamlined FMLA leave process resulted in the reduction of 3 FTEs, saving $250k annually.Conducted the compensation standardization project of position titles, grades and base rates for METI headquarters, Europe, and Hungary which resulted in improved pay equity across the region.Managed the processing and auditing of over 2,000 monthly transactions to include merit increases, performance reviews, position changes, terminations, and status changes.Created zero check process for capturing terminated employees reflecting active in the system saving the company upwards of $100k annually for salary overpayments and employer contributions to benefits.Created and implemented a training program for newly implemented electronic personnel change forms and centralized processes. Trained over 200 supervisors, managers and directors on HR policies and procedures.Designed and implemented status exception process saving upwards of $500k in employer contributions to benefits annually.

Business unit responsibility partnering with management and staff (180+ staff) to implement Human Resources functions aligned with corporate objectives, programs, and policies. Established HR Partnership in Clearwater, Florida – a growing division Responsibilities included providing hands-on HR Employment Leadership and services to managers and interview teams at multi-site locations.Established and implemented Recruitment program(s) to fully staff critical government contract labor requirements. Accomplishment: Recruited 20+ technical staff from multiple locations.Developed customized recruiting strategies with hiring managers and tools to hire 'A' players. Responsible for the entire recruitment life cycle planning for technical and non-technical positions.Administered an Affirmative Action Program and comprehensive ‘good faith efforts’ to ensure diversity efforts were proactive and documented.Educated trained and counseled supervisors and managers in critical performance areas such as Recruitment Strategies, Interviewing Skills, Affirmative Action, Performance and Compensation Management, Conflict Management, Labor Laws, Mentoring, and Succession Planning.Developed a Professional Mentoring Program for new employees to welcome them this program facilitated the establishment of internal relationships, increased productivity, and improved retention.Primary liaison between business partners and corporate headquarters to communicate interpretation and implementation of HR systems and to ensure consistent application of business practices.Served as ‘Change Agent’ in frequent company re-organization.'Subject matter expert' regarding, Performance and Compensation, Training Identification, Matrix Management, Progressive Discipline, & Investigations.Executed numerous Reductions in Force (completed government contracts) and developed an Executive Summary for this project which was adopted by the Company.

Responsible for the human resource management with policy and procedure administration while focusing on recruiting and training of the hourly and salaried workforces. Created a professional new business franchise; Hire and train workforce in production, marketing, and sales.Oversee compensation for all employees; Maintain required records, reports and plans to meet Federal and State legal requirements such as, EEOC, AAP, OSHA, FMLA, NLRB.Hired and trained employees, prepare weekly schedules, monitor and evaluate performance. Grew new business start-up to 50 customers in the first three months profiting $276K.

Promoted to fulfill a broad range of HR functions, including recruiting and training employees, administering benefits, overseeing disciplinary action and managing HR records. Co-chaired annual benefit enrollment meetings, resolved conflicts between employees and insurance carriers, coordinated health fairs to promote employee wellness and performed exit interviews.Trained 25-member management team on interviewing techniques and best practices, conducting workshops and one-on-one coaching sessions that contributed to sound hiring decisions.Co-developed company’s first-ever standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity.Revised new –hire orientation program to include HR information and company resources.Saved company $5K every month by reducing reliance on employment agencies. Brought the majority of formerly outsourced recruiting functions in-house to reduce billable hours from 200+ to less than 10 per month.

Responsible for or the development of an Access database that tracks various aspects of production and materials usage. Driving Lean Six Sigma redesign effort to improved production and materials usage. Direct contribution includes managing cross-functional team to realize “future/ideal state” process using lean value stream mapping. Process steps encompass gathering requests, prioritizing requirements, and product / release backlog management. Personally created a software database to track material cost and labor hours. Targeted savings in excess of $200K by fiscal year 2001.Managed defect reduction program designed to reduce downstream software defects within development environment. Covers broad spectrum of corrective measures (TDD, code coverage, integrated environments, etc.).Led team in identifying a reduction of mass adhesives that would not affect the customer requirements and product delivery. Targeted net savings of $400K.