Responsible for oversight and direction in all aspects of HR-related functions. This includes talent management, compensation and benefits, employee relations and performance management. Carries out routine and complex assignments that require comprehensive knowledge in human resources and of the organization in order to interpret and apply policies, as well as develop recommendations to executive leadership.

Partner with executive leadership and plant management to help identifiy opportunities for improvement in areas such as employee experience, engagement and retention.Consult with plant management on employment policies, reviewing talent, performance development planning, and corrective action. Provide guidance to employees on policies, and handle day-to-day administrative responsibilities including employee record maintenance.Compile periodic business intelligence and HR metrics to provide to executive leadership.Responsible for onboarding new hires, and improving the onboarding experience.Responsible for conducting workplace investigations.Lead employee "fun" committee to enhance the employee experience through various monthly special events.Plan and coordinate corporate initiatives held on location.Lead local pandemic response, contact tracing and monitor quarantine and isolation calendars.

Directly responsible for overseeing Human Resource operations, the evaluation and implementation of new employment processes, procedures, and policies, and developing effective HR strategies while providing direct consultation of the above to executive leadership.The Ventilator Project is a non-profit startup located at MassRobotics in the Seaport district of Boston. In late March of 2020, Boston-based robotics entrepreneur Tyler Mantel, founder of Watertower Robotics, paused work on his own startup to address the COVID-19 crisis. The Ventilator Project was founded to provide an affordable solution for the increasingly critical ventilator shortage around the world.

Administration of budget for the Human Resource Department along with contribution to the periodic organizational strategic planning and implementation of strict compliance of employees and operations to standards and regulationsDevelopment of employment strategies and policies in alignment with the city’s vision, philosophies, strategic plan, and employment cultureHeadship of the planning and execution of all human resource activities and employee benefits programGuidance with the employment practices, policies, issues, employee and labor relations, and best practices to the city executives, mayor, staff, and common council membersPivotal role as primary point of contact between the city management and employeesAccountability for dealing with labor relations with police and fire unions, involving negotiation, development, and administration of labor contracts on benefits, wages, and union and management practicesReorganization of employee handbook to guarantee efficiency of communication of expectations to employeesExpert direction to the creation and facilitation of the first human resource department of the cityPlanning and execution of strategic initiatives, such as human resource plans, pandemic response plan, HRIS, cybersecurity awareness, employee ethics awareness, employee wellness program, employee identification badge, employee newsletter, and employee benefitsSuccess in generating savings of over $400K without elimination of quality-of-care coverage through modification of employee health plan and benefits programRecipient of League of Wisconsin Municipalities’ nomination for outstanding performance

Integral member of the Executive Team, while serving as top-level human resource official, responsible for the execution of human resource strategies and policies in alignment with the commission’s vision, strategic plan, and philosophiesInitiative in planning, facilitating, and overseeing all human resource and administrative operations for the organizationGuidance to board members, executives, and staff with regard to employment practices, policies, issues, employee relations, and best practicesIn charge of planning, execution, and administration of employee services, benefit programs, and compensation planManagement of employee relations, records, onboarding and offboarding, and periodic employee newsletter publicationEstablishment of the organization’s first human resource department, as well as the development human resources standard operating proceduresRestructuring of the organizational structure as part of the special committee that attained efficiency and process improvementEssential role in saving more than $350K in costs through leadership of HR audit effortsAssessment and facilitation of planning to structure salaries which led to enhancement of compensation strategyImprovement of job descriptions toward streamlined performance improvement system and companywide uniformityRedevelopment of employee incentive programs to increase employee morale and productivityCreation of a training matrix to enhance and rationalize employee training and developmentImplementation of document retention and security plan

Effective control of the compliance officer team, as well as casino executives with regard to employment-related regulation, legislation, policy/procedure development, and enforcement effortsAnalysis of the operating procedures to gain approval from areas such as human resources, security, and surveillance technologyDirection to the design and implementation of the executive leadership mentorship and internship programsAchievement of goals in researching, compiling, and presenting reports which resulted in the decision to form the first Human Resource Department

Coached, supervised and trained Financial and Employment Planning team, led weekly success and goal-setting workshops for families, investigated suspicions of fraud, and represented the YWCA during fact-finding hearings. Assessed participant needs and skill levels, and connected them with resources needed to gain economic success.

Mentored junior and entry-level Financial and Employment Planning team, determined Wisconsin Works (W2) program eligibility, assessed participant needs then connected them with resources, assigned and monitored activity (work experience and education), managed caseload benefits distribution, and investigated fraud.