Oversees all aspects of Sunward Steel Building’s Human Resources and EH&S strategy by focusing on driving business growth through organizational effectiveness and a performance-based culture. Provides leadership, advocacy, and vision to the Employee Relations, Talent Acquisition, Talent Development, Total Rewards, Health & Safety, HCM/HRIS and HR Compliance aspects of the company.

Operational and strategic focused HR leader supporting five product lines (cement, aggregates, ready-mix concrete, asphalt and contracting) with an employee population of approximately 1,000 employees. • Strategic department planning, include reorganization to create better customer service for employees, supervisors, managers and executive team. • Created and implemented 90-day onboarding plan for each product line to include check lists, surveys and follow ups, helping improve retention of new hires. • Developed HR Dashboard for senior leadership to effectively review hiring, turnover, retention and compensation data. • Created Workforce Planning Team focused on staffing plans, succession plans and retention plans, including gap analysis and implementation and ongoing assessments. • Change Agent on development and implementation of SuccessFactors across the organization to include Talent Acquisition, Performance Evaluation, Learning & Development and Compensation modules. • Change Agent on Diversity & Inclusion imitative across the organization. • Lead facilitator for Lead Frontline Supervisor Program across North America.

Key HR Business Partner for two mining (open pit and underground) operations supporting an employee population of 800 employees, leading a team of 6 HR partners. • Change Champion on implementation of SuccessFactors that include functions Core HR & Payroll, Talent Management, Talent Acquisition, HR Analytics and Workforce Planning. • Transitioned hiring managers from competency interviewing practices to behavioral based with detailed interview guides and training. • Participated in a variety of Agile projects and became HR Agile Lead for North America. • Lead Company Advocate on Arbitrations and Appeal Boards, with a 98% company favorable outcomes. • Mentored the Senior HR Generalist within the organization to develop internal talent. • Consulted on North America’s Pandemic Response Team.

Site-field HR leader driving HR functions and responsibilities across 4 manufacturing site locations with approximately 800-900 employees leading a team of 5 HR partners. • Created an on-site welding school that included classroom curriculum and hands on training to help community members learn new skills in the field of manufacturing while also developing our internal pipeline of employees. • In partnership with Corporate Learning & Development, designed and implemented various training for employees to site leadership (Supervisor Training Certification Program, Civil Treatment, various leadership courses). • Reduced employee turnover by 20% with use of employee engagement surveys. • Project Lead on technology programs such as Taleo, Brainier LRN, Oracle, Kronos. • Lead trainer to field HR staff on policies, procedures, HRIS, and payroll practices.

Served as a strategic Corporate HR Business Partner for Wind Towers Division with responsibilities of 3 multi-state manufacturing facilities with a team of 9 site HR partners. • Administered and evaluated employee engagement/satisfaction surveys across the business unit, collaborating with corporate C-level executives and site leadership to create action plans in areas of improvement. Increase employee satisfaction scores by 25% in approximately 8 months • Project Change Agent for Kronos Upgrade, alignment of attendance policy, and drug and alcohol policy.

Tasked with transferring to the Saginaw facility to duplicate previous success with ramping up our facilities in Longview, doubling the workforce in a year to approximately 800 employees. ● Created programs such as “Gotcha”, TrinBUCKS, Employee of the Month, Craftsman Awards, Plant Wide Celebrations, Service Awards, etc., that quickly lead to improving moral. ● Served on the Right Sizing Committee for the entire TrinityRail division and worked with operations and senior leadership to determine RIF action plans during downturn in 2016 ● Served on a software system implementation “TrinONE” project team, a module for Performance Evaluations, Compensation, Learning Management, Talent (multi-year project) ● Lead on transitioning all Leave Management (FMLA, WC, STD, LTD, etc.) to a centralized corporate function.

Full cycle HR generalist with focus on ramp up efforts with goals to double the workforce to keep up with production demands within the business. • Partnered with senior leadership to identify key positions to ensure quick fulfilment • Served on project team for 4 large acquisitions from discovery phase to conversation phase. • Redesigned the recruiting/onboarding process increasing productivity and efficiency moving from 20 day fulfil time to 8 days on average. • Project Lead for designing and implementing a point based attendance policy. Partnered with Kronos team to design and implement the policy into Kronos for time and attendance tracking. Designed and implemented training and was considered an expert in Kronos time and attendance.

GASP, Great American Sports Photography, was created out of finding a need to provide parents the opportunity to preserve their children's sports moments into memories. GASP started with one photography and one printer before growing itself to a full mobile sports photography trailer with instantly uploaded photographs from the filed to be viewed and printed within minutes. GASP covers sporting events of any size.

Key account holder for major oil and gas companies based in domestic and international locations delivering world class customer service to key stakeholders. • Developed training programs and managed comprehensive substance abuse programs for clients (field HR staff and safety groups). ● Ensured client’s compliance with National Compliance Management Services and Management Information System.

Managed employer accounts by providing top notch customer service for all occupational medicine needs. ● Focused on business development and customer relationships with local employers in the East Texas region to gain their business for Workers Compensation claims, substance abuse testing, etc. and increased overall business by 15%. ● Certified DOT Drug and Alcohol Collector and Trainer. ● Redesigned clinic process to create a seamless flow for patients from check in to check out, increase overall capacity of clients.

• Collected demographic data on patients• Processed insurance inquires on patient visits• Collected insurance co-pays• Team lead for admissions• Trained new staff• Processed Quality Assurance on information collected

• Managed a staff of 6-10 photojournalists• Worked with other editors in planning, designing and production of future issues• Reviewed and make edits of images for production• Trained photojournalist in daily newspaper operations