• Directly responsible for all facets of Human Resources management of all HR functions, including, but not limited to: Strategic Planning, HRIS System Management, Leadership Training & Development, Project Management, Employee Engagement, Succession Planning & Career Ladder Development, Legal Compliance, Safety, Performance Management, Recruitment & Retention, Onboarding & Orientation, Policy Development, Employee Relations, Grievances & Investigations, Workers Comp, EEOC Compliance, FMLA, LOA, COBRA, ERISA, Affirmative Action, Unemployment Hearings, Payroll, Total Rewards (Compensation and Benefits Administration)• Planned, directed and supervised all activities relating to the administration and maintenance of payroll and Total Rewards.• Developed, implemented and controlled Compensation Bonus programs in a manner that ensured cost effectiveness, market competitiveness and internal equity among managers• Administered and improved benefits programs, including conducting analyses and serving as primary contact with providers (including group health and life), workers' compensation, unemployment and retirement plans• Developed, prepared, generated and analyzed ongoing and ad-hoc special reports to analyze and assess metrics such as: benefits costs, staffing levels/deployment, turnover, absenteeism, recruitment, applicant tracking, affirmative action/EEO, compensation, promotions, etc• Maintained and expanded knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resource management. Interpreted appropriate laws and policies and advised management, employees and retirees accordingly. Provided HR policy guidance and interpretation• Conducted Needs Assessments for both Management and Staff Level Training initiatives• Managed and resolved complex employee relation issues• Conducted effective, thorough, confidential, and objective investigations

• Start-up organization - Developed all HR Policies, Procedures, Job Descriptions, & Forms• Filled all positions within 6 months so that organization was able to open and practice safely• Created sourcing and interviewing strategies that led to an 85% retention rate, first year• Created recruiting model and talent pipeline that increased position time to fill by 7 days, 2nd year• Developed comprehensive on-boarding passport program and retention management training that reduced turnover by nearly 12% in key positions• Created succession planning & career development programs for key positions increasing the company's future leader pool by 25%• Conducted company skills gap analysis and individualized development plans for all positions using organizations long-term and short term goals• Developed variable compensation plans that increased employee performance and morale• Identified, Implemented, and Managed Employee Medical and 401k plans• Implemented and directly managed FMLA, Health and Wellness, Workers Comp, PTO, Payroll, ERISA, and COBRA• Developed general orientation according to standards and on-boarded all employees ensuring that they also received effective departmental orientation as well• HR was one of only 2 departments to have a perfect score in State and DNV Audits.• Provided Training to Leadership on Leadership, Performance Management, Behavioral Interviewing, EEOC, Union Avoidance, and Professional Etiquette• Managed and presented key HR Metrics to Board of Directors and Senior Management Team including: Turnover, Time to Hire, Benefits analysis and cost, Vacancy Rate, And Exit Interview Trending

• Key business leader with active management involvement in shaping the company’s long range vision and strategy - and aligning the people and organization to create long-term shareholder value.• Quickly earned respect and established partnership with CEO to become sounding board, adviser, and counsel through sensitive issues with the Executive Staff and Board of Directors.• Introduced new talent management practices that resulted in upgrading 46 of top 300 positions – recruiting talent that peers stated had not been attainable for Company in the past - while reducing “days open” by 40 days.• Applied Lean principles to streamline HR processes including integrating performance, career planning, and compensation reviews for consistent application and roll-up to enhanced CEO talent review. Reduced performance review cycle time by over 45 min/person and improved quality of one-on-one reviews. • Designed and introduced talent assessment and leadership development programs utilized throughout the organization to unlock individual/team potential to a competitive advantage.• Catalyst for building strong talent pools, customer-centric leadership teams, and top-tier performance cultures.

• Developed HR programs and initiatives responsible for reducing staff turnover from 49% to 19%• Built the core human resources framework and foundational infrastructure to ensure effective service delivery and execution of day-to-day employee and business needs• In partnership with senior management, lead organizational development and helped shape corporate culture using Human Resources strategies• Coordinated management training in interviewing, EEOC, Behavioral Interviewing, Overall Selection, Terminations, Promotions, Performance management, and employee relations • Provided comprehensive, value-added consultation with leaders on all aspects of the employment relationship and change management principles• Managed compensation, benefits and recognition programs to foster motivation and retention• Ensured the company complies with all applicable laws and regulations concerning fair employment practices, employee health and safety, employee relations, other compliance related programs, staying aware of evolving government influences on management policies and practices and planning accordingly for changes in regulations.• Assured company compliance with provision for all federal and state regulations, such as COBRA, HIPAA, FMLA, Employee Retirement Income Security Act (ERISA), etc• Championed employee engagement and in turn drove the appropriate behaviors to positively impact the employee and customer experience• Promoted to one of only three Regional Compliance Officers for the Region. Responsible for investigation, follow-up, and response on all Compliance Hotline calls• Responsible for positive organizational change through the implementation of HR initiatives such as Retention Initiatives, Needs Assessment, Exit Trending, Development of Key Committees, Development and Support of Integrity Program, Education and Training, and Conflict Management

• Responsible for developing, maintaining and updating all job descriptions & pay scales. • Promoted to Manager in 2001• Responsible for the recruitment, retention, and performance evaluation process of over 720 staff members• Managed Benefits, Compensation, and Payroll Programs• Provided training to enhance workplace performance at both the staff and management levels• Responsible for managing all grievances filed by employees. Responsible for mediation process including investigations, follow-up and documentation• Decreased Turnover by 15% through aggressive recruiting and retention strategies based on Employee Survey Feedback• Filled all positions in the organization which had never been accomplished before • Developed formal position control process. Instituted a formal policy, and put together a weekly position control committee• Responsible for developing Affirmative Action program• Put together HR policy and procedure manuals for each department in the organization