• Provide leadership and management on a full range of integral HR functions for more than 300 employees nationwide, including: recruitment, onboarding, benefits, engagement, compliance, payroll, and terminations• Designed an employee engagement strategy that improved morale, retained talent, and created business continuity through multiple changes with the executive leadership team.• As a member of the senior management team, provide consulting and coaching to business leaders including best practices, common methodologies, available tools, etc., regarding human resource issues in the areas of organizational design, talent management, employee relations, labor laws and compensation• Updated recruitment processes, encompassing sourcing, screening, interviewing, selection, and onboarding• Successfully achieved an employee growth rate of 6% by assessing human capital needs, as well as recruiting and hiring a diverse workforce in the areas of sales, accounting, distribution and manufacturing• Streamlined the employee’s experience with the HR department by implementing new facets of the HRIS system such as onboarding, benefit enrollment, manager timecard approval, and a robust self-service portal• Implemented new time-tracking procedures for the managers of hourly laborers, in order to reduce errors and track gaps, including the utilization of automated daily timesheet reports, electronic time off requests, and progressive discipline

(Role change based on Crowe's acquisition of Saslow Lufkin & Buggy, LLP)• Deliver human resource services to more than 1,050 employees across 20 markets, within the firm’s nationwide Audit Business Unit. • Ensure efficient and effective execution and supervision of talent management programs and processes such as: employee separations, flexible work arrangements, experienced hire onboarding, spot bonuses, performance improvement plans and zero tolerance policies. • Manage domestic and international secondment programs, including working with business unit leadership and host country to determine staffing needs. Additionally, oversee program promotion, application process and integration efforts. • Analyze turnover trends to present findings to business unit leadership, and make retention recommendations.• Coordinate with Learning & Talent Development to create content on role responsibilities for delivery to three levels of newly promoted employees. Advise business unit leaders on refining of presentation goals and identification of key strategic initiatives to integrate. Train facilitators on content and how to best present to each group. • Support and assist with the execution and analysis of firm wide initiatives such as the annual personnel survey, performance management updates, and diversity & inclusion efforts. With department leadership, work to develop and implement action plans designed to improve employee satisfaction, development and retention.

• Executed human resources procedures for 90 employees in three states including: benefits, recruitment, engagement, government compliance reporting, policies, annual performance reviews, onboarding and terminations. • Trusted advisor and consultant to the Partner Group in order to align human resource strategies with business needs and initiatives. • Implemented and managed company’s first full-cycle recruiting process leading to a 16% increase in staff. Analyzed industry trends in order to attract and retain top talent by offering competitive and comprehensive compensation packages and career development initiatives.• Selected and administered benefit programs, and acted as liaison between employee and insurance providers to resolve benefit related problems and ensure effective utilization of plans and positive employee relations.• Managed the entire relocation of the firm’s three offices within the same year, including the coordination of logistics, supervision of the architecture and design process, office security measures, and technology integration.• Leader of the Integration Team and integral member of the Due Diligence Team during the acquisition by Crowe Horwath LLP. Presented detailed HR and compliance information to C-level members of Crowe Horwath’s leadership team, and collaborated on appropriate integration policies and strategies. • Collaborated with Crowe Horwath’s Learning & Talent Development to create an onboarding program, introducing employees to new policies, methodologies and software.

• Managed employee lifecycle for all staff, from onboarding through formal exit interview for all staff, including development of employee engagement and retention strategies.• Responsible for specific aspects of the recruiting and staffing process including job postings, resume pre-screening, interview coordination / scheduling and reference checks.• Conducted the creation and ongoing administration of all company policies & procedures including the annual maintenance of the employee policy manual.• Coordinated the annual review process to ensure that all components were completed within established timelines.

• Researched and implemented the creation of a new company intranet focused on increasing employee engagement. Collaborated with internal departments, including human resources, to define, compile and organize relevant documents. Acted as the liaison between design firm and senior management to ensure strategic content was presented in a unique and positive manner. • Developed and implemented exposure-focused marketing activities related to communications, sales presentations, social media management, internal and external newsletters, event management and public relations. Worked with internal industry divisions to create customized marketing materials for outside clients. Designed and wrote copy for printed materials based on market research study results.

• Coordinated and directed the Trinity Fund calling program, which was responsible for raising $675,000 and obtaining gifts from over 7,000 donors each fiscal year. • Hired and supervised 25 work-study student callers each semester. Managed payroll and devised bonus incentive programs to motivate workers. • Planned and managed signature philanthropic events, cultivating relationships between donors and key administration in order to encourage gifts and ensure that fundraising goals were met.