• Collaborates with the Leadership Team to create, implement and manage thecompanies HR policies and procedures.• Supports, implements and sustains Human Resource strategies, programs, and initiatives toattract, develop and retain the very best employees.• Ensures that human resource service delivery is consistent with the mission, vision,values, and culture of our company and in alignment with our goals and objectives.• Advises senior leadership of potential human resources related issues and recommendsappropriate solutions.• Partners with leaders on employee relations issues, including providing fact based,consistent recommendations for performance improvement plans, investigations, andterminations.• Remains current on relevant company policies and procedures as well as on state andfederal laws and regulations to ensure compliance.• Interprets and answers policy and HR-related questions consistently.• Manages and oversees the recruitment process. Oversees the administration of all new hiredocumentation (employment agreements, background screening, l-9s, benefitdocumentation, etc.). Manages employee files, ensuring documents are signed,processed, completed, and stored per legal requirements. Troubleshoots constraints.• Manages benefits administration process and enhances employee understanding of thecompanies' benefits programs through written communication, office meetings, andone-on-one meetings. Manages the open enrollment process from renewal,negotiation, and implementation.• Manages/conducts exit interviews; provides periodic reports to management on trends,feedback, and concerns.• Ensures compliance with federal, state, and local employment laws, regulations andreporting requirements.• Actively participates on special teams and projects that help drive talent, culture andhuman resources goals and objectives.

Directs all areas of the Human Resources Department including; recruiting, salary administration, legal compliance, implementation of the organization’s talent strategy, department budget, benefits administration, policy development and implementation, management development/training, labor relations and employee relations. Provides advice and counsel on all laws affecting the operations in regards to employees. • Collaborates with senior leadership to understand the organizations goals and strategy related to staffing, recruiting, and retention.• Plans, leads, develops, coordinates, and implements policies, processes, training, and initiatives to support the organizations human resource compliance and strategy needs.• Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; and training and development.• Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.• Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system.• Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.• Develops and implements departmental budget.• Facilitates professional development, training, and certification activities for HR staff.

Managed Human Resources processes for an organization of 700+ employees in multiple locations.• “Boots on the ground” leader for all things HR. Comfortable partnering with all levels of the organization from company leadership to front line teams.• Championed the thought that “Communication is the key to success” through leader 1-on-1s, Townhalls, e-bulletins, HR notes, survey feedback sessions and Gemba walks.• Oversaw the staffing and compensation programs to hire and retain the best quality candidates. • Provided proactive consultation to managers and leaders on issues where human resources expertise could be utilized from Lean, Operational and Strategic perspectives to improve business results.• Provided guidance to managers on local implications and solutions regarding employee relations, communications, leadership development, succession planning, recruitment, and legal requirements.• Implemented effective strategies to enable the organization to thrive through periods of change such as continuous improvement, internal growth, and restructurings to improve team effectiveness.• Coached, supported and facilitated the development of managers in benefits & compensations, diversity & inclusion, staffing planning, organizational and employee development, lean initiatives, performance management, retention, succession planning, and talent development.

Manages the Employee Relations Department for an organization of over 1400 employees in more than 30 locations in North Florida and South Georgia. • Provides advice and counsel to all levels of management regarding personnel issues • Administers policies and manages processes related to Employee Recognition, Progressive Discipline, Harassment, Terminations, Drug Free Workplace, Complaint Resolution, Workplace Violence, etc.• Provides specialized training in employee relations, management, and leadership• Conducts workplace investigations and provides guidance for problem resolution• Oversees the development and application of performance improvement processes• Serves as liaison with employment attorneys for hearings, claims, and cases not resolved internally• Responsible for workforce planning activities including reduction in force and termination processes• Oversees the development and submission of employment-related reports (e.g., EEO-1, VETS-100)

Manages human resources and recruitment processes for an organization of 900+ employees in 5 US locations and 4 locations abroad • Oversees Annual Review, Employee Relations, Performance Improvement, Stack Ranking, Reduction in Force, Termination, In-House Training, and Immigration processes for R&D, G&A, and Support Departments• Manages company Background Check, Independent Contractor, Affirmative Action Programs• Program Manager for Job Title and Personnel File process improvement audits• Created and led training for staff who were recently promoted to Manager• Assisted General Counsel in formatting formal response to violations of company NDA• Created and processed letters outlining executive promotions, bonus changes, and retention programs• Routinely involved in budget and staffing meetings with CEO, CFO, VP of Finance, and other executives• Oversees the recruitment process to include college recruitment, background screening, agency contracting, database and advertisement management, reporting and forecasting, etc.• Manages global recruiting process using 10 corporate recruiters, contractors, and support staff• Training and process improvements resulted in an increase in worldwide hires from 168 in 2012 to 307 in 2013

Managed the processes of the Division Human Resources Program for an organization comprised of up to 300 employees operating in over 20 offices in the U.S. and Canada. • Served as senior consultant to division management on human resources matters including staffing, training, worker’s compensation, employee relations, promotions, terminations, career progression, and compensation• Created a full-cycle staffing process for the Global Business Unit where none had previously existed• Managed the processes of employing expatriate staff in Canada to include relocation, immigration, taxation, employment agreements, compensation, and benefit issues related to expatriate employment in Canada• Responsible for the coordination of all immigrant visas and nationalization processes• Restructured the performance review process ensuring each employee received a review annually• Deployed in support of the gulf oil spill clean-up efforts and provided on-site management of the Human Resources processes used for the contingency hires along most of the Florida coast

Responsible for the development, implementation and administration of all company human resources policies and programs.• Served as the senior consultant to corporate management on all matters concerning human resources• Directed the classification, compensation and employee performance management and evaluation processes• Identified the need and oversaw the development of a company-wide training program to administer and document both formal and OJT training. No program had previously existed for over 96% of the company • Updated the benefit program and vendors resulting in a company savings of over $45,000 for 2003