Helping companies maximize their potential through their people.

Led Human Resources and Facilities functions for all company owned stores and its team members. Responsible for all HR functions, including benefits, payroll, recruiting and talent management. Partnered with CEO, CFO, other members of the Operating Committee and the Board of Directors to develop internal growth, build people and process capabilities, drive a culture of operational excellence, and strengthen the business alignment of the HR function.• Facilitated Compensation Committee with Board of Directors by providing strategic oversight of executive compensation programs, benefit plans. Review programs relative to corporate governance best practices and recommend appropriate modifications to programs. • Led talent discussion with the Board to ensure CEO and other NEO succession.• Facilitated due diligence activities which ultimately resulted in transitioning the function and the Company to Focus Brands.

Spearheaded HR team across two brands to drive competitive advantage by gleaning best practices and finding greater efficiency. Implemented customized assessments into restaurant manager selection practices across both brands. Oversaw risk management function in absence of CFO. Negotiated renewal with carrier. Supervised claims administration process. Facilitated resource alignment exercise based on 2017 priorities, ensuring both brands and RSC adequately prepared. Created new restaurant manager bonus program. Assessed, reorganized, and enhanced HR team across both brands.• Facilitated due diligence activities and eventually transition activities relating to all people matter, with the selling of one of our two brands.• Led benefits renewal originally presented as 40% cost increase. Provided negotiation, employee education, and strategic plan design to settle at 8.5% increase.• Served as change agent in executive team during departure of three out of four key leaders in 90-day period.

Led business-minded, proactive, and accountable HR business partner organization. Collaborated with executive leadership to drive strategic people needs. Liaised between business clients and all HR centers of excellence to provide solution-based support. Contributed to execution of strategy and continued improvement of business through implementation of pragmatic HR policies and programs. Managed $19,000,000 budget for HR department.• Established captive presence in Chennai, India. Hired local HR team and set up system integrations and business processes to foster alignment with parent company.• Developed set of HR metrics to improve inefficiencies and demonstrate accountability to business clients.

Led team of HR generalists and recruiters to attract, develop, and retain extraordinary talent. Partnered with executive leadership to help redesign each organization. Participated in talent leadership team, redesigning how Company makes people-centric decisions. Advised client groups on people decisions, helping to simplify process internally while transforming externally. Assessed existing employee group to determine developmental needs, maintaining succession pipeline at all times for each position. • Served as gatekeeper of internal and external talent into key positions. • Acted as liaison between client groups and HR specialist groups (compensation, benefits, organizational development, and training) to meet needs of all parties.

Created and set vision for succession management by working with e-team. Partnered with talent acquisition to ensure cohesion between workforce planning and succession management as to provide strategic staffing plans. Liaised between business, human resources, information technology, and Nakisa (external vendor) to implement technical solution for succession planning needs. Developed definition of potential and high Potential for company, evaluating talent throughout entire organization. Implemented high potential associate development program, which incorporated training, mentoring, and special projects and tasks to prepare key associates for new positions. Created and implemented mentoring program for high potential associates, using executive board members as mentors.• Drafted create career maps and career paths for various business functions within company.• Redesigned talent reviews process, in which CEO spent in 50 hours per year evaluating executive board and possible successors to executive board, making each session more strategic, targeted, and focused.

· Assess existing employee group to determine developmental needs, to ensure a pipeline for succession exists at all times.· Recruit exempt level positions from both internal and external sources. As this business is in heavy growth mode, many of the positions staffed for are new to the company. This requires working with the hiring manager to do needs analysis and write a job description.· Consult with Specialist groups and provide learning opportunities for the leaders of the company to better develop their skills in the HR arena.· Conduct various pulse surveys throughout the year to assess the strengths and challenges each business unit is facing, according to it’s employee population. Help leaders develop an action plan to answer the challenges.

•Partner with operational leaders on strategic business decisions that involve employees.•Provide guidance to leaders in areas of Employee Relations, as it pertains to Administrative Action.•Participate in recruitment of frontline and leadership positions. •Communicating company policies, procedures and principles.•Providing feedback to upper levels of management on what employees are thinking, feeling and voicing, in an effort to maintain Positive Employee Relations.•Relied upon in the HR community as strategic thinker, decision maker, and more experienced HR professional.•Consult with Specialist groups and provide consultation from a field perspective during corporate projects and initiatives.•Acting Human Resources Manager when need arises.

•Assisting managers in employee relations actions and reorganizations.•Working with attorneys during litigation preparation for trial.•Conduct Leadership Training for all levels of management. Leadership Training includes Targeted Selection (behavioral interviewing), Prevention of Violence in the Workplace, Management Essentials, Equity at Work, Peer Partnering, Resume Writing & Interviewing Workshops and others.•Conducting needs analysis for employees.•Processed all Leave of Absence, Benefits and 401K plans for non-union associates.•Conducted all new employee benefits orientations, New Hire Orientation and annual Open Enrollment orientations throughout 18 branches in Southern California.•Facilitated on-campus recruitment at numerous major institutions in Southern California.