+ Work closely with senior leadership to support key organizational initiatives, including strategic planning, change management and process improvement efforts.+ Manage full cycle employee experience from on/off-boarding, including talent acquisition, maintaining metrics year over year within the range of average tenure 6+ years | ~5% turnover | ~ 98% retention | 110% attrition. + Responsible for the development and integration of talent strategies, systems and programs. Working closely with the EVP and senior leadership team to develop and implement effective people strategies, ensuring standards are met through mentoring, coaching and sharing best practices.+ Developed and support the implementation of a common set of talent management standards of operation to include performance engagement program tied to parent company survey and global actions resulting in year over year increase in engagement scores globally.+ Manage talent acquisition, recruiting infrastructure, system and strategies to attract top talent and lead successful placement.+ Additional program development and management includes Career Ladder customized for each division in the company, training and development, internal mobility, on/off boarding, compliance training programs, affirmative action, systems and HR operations.+ Establish and manage compensation philosophy and program, as well as market analysis, to support attraction and retention of talent. + Manage employee relations, partner with general counsel/ethics officer in operational leadership on legal and ethics matters.

Joined Filson following the acquisition by strategic development group Bedrock and was responsible for full-cycle employee experience, supporting manufacturing, logistics, customer service, retail and corporate functions for a highly diverse workforce.+Fostered the growth of the company by over 100% by adding over 250 employees in less than a year, comprising the largest expansion in the history of the company+Collaborated with company executives to restructure Manufacturing and Logistics to align with the strategic plan and marketing direction of the company, which included development of annual business and HR budgets+Developed a variety of full-cycle employee programs, catering each to a different line of business, supporting varied needs of the respective employee base

Create, implement and execute HR and Business process components for companies in varying industries. Programs include business operations, recruitment program, new hire/on-boarding, performance management, safety and wellness programs, and overall HR infrastructure; as well as, consulting on business/human capital planning and strategy.

-Collaborated with executives to develop innovative and strategic approaches to action plans aligned with the trajectory of the industry, while developing a culture based upon shared mission and values following acquisition.-Created and executed a major reorganization of the broadcast facility that allows for a shared services model, career progression and fluid business continuity.-Charged with executing change management, talent development, performance management, leadership development, employee engagement, recruitment and compliance initiatives.-Manage operations of broadcast facility including oversight of general office administration, vendors, contract, maintenance and infrastructure management.

-Served as a business partner to 14 retail stores located nationally, through talent development, succession planning, leadership, learning and development.-Supported field managers to exceed performance objectives through effective implementation of operational standards and infrastructure for employee relations, recruitment, compensation reviews, performance management, investigations, dispute resolution and policy & procedure development/interpretation.

Guided and managed the overall provision of Human Resources services, policies and programs while in a growth mode. In the course of my employment began with 11 firms and 70 employees, growing to over 21 firms and over 160 employees. Impacted by the market downturn and need to outsource part of HR, my position was eliminated. -Identified needs, developed, and implemented an HR infrastructure, which incorporated the Corporate Operations Model and migration to a decentralized structure improving HR delivery and communication throughout the organization. -Conducted performance management and compensation programs, provided coaching/feedback on how to obtain maximum employee performance, positively influencing productivity and profitability even during a market downturn. -Developed internship program at our Lubbock, TX facility that centralized reporting, tripled deliverables and demonstrated increased value by improving case prep time for firms nationwide.

Managed employee relations by effectively collaborating with leadership throughout the full-cycle performance management process. Corporation started at 6,200 employees; impacted by the sub-prime market my position was eliminated in the second to the last round of layoffs occurring prior to the sale of Servicing business unit to American Home Mortgage. -Managed an average of 100 employee relations cases per month supporting approximately 1,300 employees in three (3) different business units: Corporate, IT and Sales. -Acted as mentor and resource for Shared Services employees. Developed and conducted training seminars for staff on LOA, background checks and ER programs. Leveraging this knowledge allowed for increased efficiency throughout Shared Services and improved service delivery to employees. -Developed and managed the Background Check and Leave of Absence programs for the Company. Consistently managed approximately 125 leaves in addition to development and delivery of training programs, as well as websites to increase manager/employee self-sufficiency.

Assumed key business partner for a 14,000 employee, decentralized multi-state real estate organization on full scope HR accountabilities that included organizational change management, management training, performance management, employee relations, recruitment, policy development, implementation and management, compensation planning including sales commission and bonus plans. -Led restructure of a client account resulting in a $3M savings and strategic alignment with customer vision resulting in retention of the account and contract renewal. -Managed mergers and acquisitions, ensuring on time and within budget delivery of related HR services throughout the acquisition process. Conducted full integration of purchased company that included 1,600 employees, process included business assessment, layoff and then training for new employees.

Managed full-cycle recruitment strategy in addition to training and development for specialty independent grocery chain with three (3) stores and 450 employees. Additional responsibilities include employee relations in a union environment, employee recognition programs, on-boarding, exit interview program, needs assessments, policies and procedures, position descriptions and comp analysis. -Created a training/recruitment strategy and succession plan to prepare the company to open two stores in 24 months. -Reduced time to hire from 45 days to less than 20 through development of a decentralized recruitment process with homegrown applicant tracking application. -Streamlined training programs by incorporating train the trainer function to allow the stores to operate independently and offer just in time training to new hires and associates, thereby promoting integration of business processes with real-time learning; thus impacting productivity, speed to which an employee acclimates to their job and improving employee experience.

Co-developed HR Department from the ground up and performed full-scope generalist responsibilities including employee relations, performance management, benefits, compensation, leave of absence, workers’ compensation, accident prevention/safety, union compliance, record keeping, policy/procedure/handbook and recruitment. -Developed and implemented an internal marketing/branding program for HR to ensure an understanding of HR within the organization and communities in which the stores operated. This helped to provide a basis from which we ‘sold’ HR as well as how we marketed ourselves to new hires. -Developed and managed Accident Prevention and Safety Awareness Program including the development and implementation of training and regular communications; this reduced the number of injuries/illnesses and caused a significant decrease in experience rating.

Co-created the HR Department from the ground up for premier video retailer located in Western Washington and Oregon with 65 stores and 1,200 employees; responsibilities included workers’ comp/ safety, unemployment, benefits, recruitment, leaves of absence, compensation, handbook/policy development, and employee development. -Developed HRIS and assumed role of Database Manager, overall this was the catalyst for transition from highly manual, labor-intensive processes to an automated approach to data housing and reporting. -Completed Human Resource Audits for 65 store locations on a quarterly basis. Acted as a consultant to store managers on findings and opportunities to change human resources practices, thereby the stores realized improved productivity and profitability. -To support growth of an employee base from 650 to 1,200 employees developed an on-boarding process for decentralized offices ensuring a consistent employee experience and legal compliance.