Forbes Human Resources Council is an invitation-only community for senior-level human resources executives across all industries.Members are selected based on their depth and diversity of experience, then invited to enjoy an array of benefits including a private forum for discussion and collaboration, the opportunity to share insights via CommunityVoice on Forbes.com, exclusive product and service partnerships and concierge-level support.

First Senior People and Culture individual responsible for standing up and directing all People and Culture efforts. California FinTech and mortgage closed due to the economic downturn and the declining housing market.● Reduced People Ops estimated expenditures $250k by eliminating redundant or unnecessary tools, implementing internal recruiting process to reduce dependence on recruiters, and negotiating new insurance plans.● Revamped performance evaluation process by creating job descriptions with KSAs and developing a weighted system.● Standardized compensation analysis by creating a matrix that compared an employee’s total compensation package (salary, benefits, equity) with industry and startup benchmarks based on years of experience and scope of work.

Joined SafeRide Health post Series A closing to stand up its People and Culture Department while supporting closing of Series B growth initiatives.First year accomplishments included:● Completed migration away from PEO within three months of starting● Grew organization from 30 individuals to 225 in 11 months● Reduced first year organizational expenditures by $875k by implementing new payroll, performance management, and learning management systems, in addition to implementation of better insurance plans at a lower price. ● Launched performance evaluation tool and customizable individual development plansSafeRide Health is a platform that simplifies non-emergency medical transport ("NEMT"), more at www.saferidehealth.comWe then provide:-On-demand and scheduled NEMT transport to solve the problem of "no-shows", and-Tools to engage the patient (increasing adherence), and-Analytics to identify and triage "at risk" patientsAs healthcare moves toward "value based" our partners seek solutions that increase treatment adherence (esp. for dialysis and oncology). Partners include leading traditional healthcare systems, integrated healthcare systems and a national payor.

I joined TML Health to rebuild and rebrand its Human Resources Department. As a member of the Executive Leadership Team, I was responsible for overall People strategy, creation and facilitation including: Employee Relations and Development, Performance Management, Talent Acquisition, Compensation, Benefits, Compliance, Culture and Engagement, Training, Succession Planning, and Leadership Development.

Developed and stood up organization's first comprehensive human resources department.Accomplishments included implementing a HR Information Systems, implementing ATS, hiring new staff, establishing organizational policies and procedures, payroll/ benefits administration, succession planning, strategic design, and maintaining compliance with State and Federal regulations for the organization's exempt and nonexempt employees. Implemented human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, FMLA, payroll, leadership development, and labor relations.Directed human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; and implementing change.

Provide human capital/resource services for start-up company surpassing one million dollars in annual revenue.● Provided guidance and aided in the development of: employee handbook, recruiting strategies, applicant screening tool, interview questions, interview scoring/evaluation methodology.● Reviewed proposals and vendor offerings for payroll processing and insurance providers.

Phoenix Rising Nutrition June 2012- June 2019An e-commerce company selling nutrition/sports supplements in accordance with federal rules and regulations. Dad's Sports Room June 2004 - December 2012An e-commerce company focused on buying and selling autographed sports memorabilia. Established and maintained ongoing relationships with major suppliers and agents for professional athletes (current and retired).

Served as agency expert for evaluating and implementing human capital needs or strategic initiatives. Directed human resource/capital strategic initiatives for the improvement of agency culture, employee morale, and retention for the Texas Department of Family and Protective Services' 13,000 employees. Developed and then managed projects with staff and Executives to: implement improved recruiting and sourcing strategies; develop hiring and screening best practices; revise training and development programs; and execute strategic initiatives designed to aid in the retention of quality workers.

Directed human resource efforts to ensure standard operating procedures and policies were compliant with internal and federal requirements. Developed and led project plan responsible for updating, drafting, and monitoring standard operating procedures and or policy compliance for the organization's 1,000 medical research programs at 156 sites around the world, including several in East African countries, Germany, Japan, South Africa, and Thailand. Authored and reviewed quality control and quality assurance surveillance plans to ensure compliance with contract requirements. Conducted reviews and audits of business processes to ensure compliance with standard operation procedures and documented performance metrics. Identified documentation required to support internal compliance requirements for each business process and procedure.

Assisted Department of Labor in creating an interview tool to gather employee’s perceptions surrounding the Chicago National Processing center’s culture and work environment. Analyzed responses and human capital capabilities to prepare findings report.

Assisted in creating KSA’s questions, vacancy announcements, and developed a metrics to measure the effectiveness of the recruitment strategy used by the Department of Immigration and Customs Enforcement. Conducted data gathering interviews and performed an analysis to help USCIS identify hiring strategies for positions identified as hard to fill. Also assisted the Coast Guard in conducting a workforce analysis justifying an increase in Civil Rights Directorate employees. Worked on the development of a new service offering (Leader Ethics)

Provided human capital consulting services at the Bureau of Engraving and Printing. Conducted focus groups with employees, managers and senior stake holders. Created a survey to identify and measure job specific competencies in order to development new job descriptions and performance expectations. Conducted training sessions with over 500 managers on how to create, implement, and monitor employee Individual Development Plans.

2004: Senior Technical Writer2001: InternshipPrepared a report on tuition fees and enrollments for all colleges located in the State of Nebraska. Created formulas to illustrate changes in enrollment or tuition fees using Excel. Used Microsoft Word and Excel to generate charts and graphs. Revised and updated reports from previous years. Wrote summaries comparing and contrasting tuition fees and enrollment rates for state and local colleges located in Nebraska.

Conducted interviews with 30 company employees to identify respective roles and responsibilities associated with specific job. Developed new job descriptions and performance evaluation tools for each identified position within the company. Established a wage scale analysis for each position within the company by comparing similar jobs within the state and other comparable communities nation-wide. Assisted in the development and publication of an employee handbook. Worked with the Human Resources Director on the development and implementation of recruiting strategies.

Worked with clients on resume building and interviewing skills. Conducted pre-screening interviews for positions posted by clients. Directed clients in the creation of mission and vision statements in conjunction with strategic planning for their organizations. Identified and implemented strategies for conflict management in clients’ organizations.

2001: Graduate Assistant, Division of Continuing Studies University of Nebraska-LincolnUsing Flash, Excel, and Microsoft Word, worked with editors in preparing text-based and graphic materials for online extended education courses.• Set up undergraduate courses for online teaching2001-2003 Graduate Teaching Assistant, Teachers College University of Nebraska-LincolnAssisted instructors in teaching and grading papers for 90+ first year students enrolled in Foundations of Modern Education (Education 131). Taught classes when primary instructors were unavailable. Worked with students individually on how to formulate and present written topic papers, and how to prepare for and make presentations to large audiences. Counseled students on academic objectives and assisted with formal academic advising. Conducted multiple small group discussions on a weekly basis. Assisted Program Coordinator with revisions to third and fourth editions of the required textbook.