Serve as the organization's senior human resources leader and createinnovative human relations strategies regarding employee relations, laborrelations, talent acquisition, succession planning, and retention.• Created and implemented the first five-year human resources strategy forthe transit division.• Managed the hr intregration of four new contracts into the National Express Transit operations.• Build relationships with transit executives in order to establish businessneeds and develop new initiatives.• Developed the organization's first intensive performance managementprogram for field employees and manage its implementation.• Integrated four new contracts/acquisitions into National Express Transit operations.• Managed the recruitment of over 100 drivers for a new contract expansion in the east coast in a 6 month period.• Turned around a struggling recruitment effort by revamping the process and roles to become a best practice to be replicated in other transit locations.• Established meaningful relationships with transit executives to better partner in executing business priorities and objectives.

Analyzed business insights in order to update human resources procedures andensure efficiencies.• Collaborated with company leadership to restructure organizational design.• Implemented workforce plans, which improved hiring forecasting and createdreports of key recruiting metrics.Developed the field talent acquisition strategy within National ExpressCorp. (NEC) and served as the human resources business leader for NEC'scorporate office.• Created a highly effective talent strategy, which attracted high calibertalent and led to company growth.• Increased participation in NEC's annual employee survey by 5% through theimplementation of new technology.•Streamlined the talent acquisition process and established measurablegoals to determine areas of critical business needs.

Managed employee relations for 4,000 employees across 59 locations in aneight state region and developed key engagement and retention strategies.• Achieved an 84% employee survey score through the implementation of newemployee engagement initiatives.• Negotiated with union leaders to discourage organizing at two sitelocations.• Reduced driver turnover by 10%.

Managed human resources planning and execution for the Indianapolis SchoolBus Division.• Identified business and training needs.• Managed and resolved complex employee relations issues.

Managed the recruitment process and created an engaging and motivatingworkplace for all applicants.• Screened applicants to ensure they met all requirements.• Compiled and reported statistical data on hiring trends.•Managed employee relations issues in the corporate office as needed

The Vice Chair supports and leads the the academy in setting a strategic direction for the school and is involved in marketing and fundraising efforts to further the mission and expansion of the school.

Provided HR support for multiple clients across a wide range of industries.• Developed recruitment strategies to attract top tier talent.

Analyzed business needs to determine hiring needs and develop effectivehiring plan.

Managed all HR initiatives for the organization and ensured properimplementation.

Held three positions over various tenures at CAEL - Human Resource Manager, Learning and Development Consultant, and Sales Development Consultant

Managed all aspects of human resources to recruit and develop high qualitytalent.

Managed and supervised HR initiatives for assigned division.Positions Held: Benefits & Compensation Coordinator, Campus Recruiter, Experienced Recruiter, Human Resource Manager