Interim role as Head of HR for one of Varsity Brands’ Divisions, Herff Jones. In this role I focus on stabilizing the function and driving several talent initiatives related to product manufacturing and delivery.

Advise small and medium start-up companies on all elements of human resources, specifically on company culture, talent and workforce strategy and compensation strategies and programs

The Ryan Foundation is the charitble arm of Ryan, LLC. We give over $500k to our community each year. Generosity Matters is at the core of Ryan, LLC which is why getting to lead this Foundation in addition to my corporate role at Ryan, LLC is such an honor and makes me feel like I'm living our values at Ryan, LLC every day.As Executive Director, I sit on the Ryan Foundation Board, oversee and direct the operations and business, and recommend strategies for the Future of the Foundation.

Leads the following aspects of Compensation: Executive Compensation, including top management and Board of DirectorsCorporate annual bonus programsStock Compensation401(k)Broad based compensation for the corporate employeesRestaurant compensation programs for the 50,000+ employees in the fieldAll benefit programs and relationships with vendors and providersWellbeing strategy and engagement platforms

Manages the following: Executive Compensation, including exec pay, annual bonus plans and stock plan administration.Broad based compensation for the corporate employees401(k) plan for the company

Managed the following:Broad based compensation for the company, which included all sales compensation, bonuses and all other pay related activities for the company.

•Manage executive compensation projects where the firm provides expertise to clients from many industries and of varying sizes•Typical projects include: Total governance cost analysis for public company boards of directors, executive market pricing, proxy analysis, short and long-term incentive plan design and consultation, regulatory compliance and implications of Dodd-Frank and ISS (Institutional Shareholder Services) ruling, and prevalence analysis of CIC (change-in-control) and clawback provisions•990 analysis and implications of the intermediate sanctions provisions of IRC section 4958 for non-profit clients•Manage, develop and train staff in more complex aspects of executive compensation and specific areas of need with clients

Blue Oak Companies operates two divisions: Blue Oak Landscape and Blue Oak Construction. Both are fast growing companies in the DFW metroplex. Construction projects included ground up commercial buildings, as well as office, industrial and warehouse improvement projects. Landscape projects included residential and commercial landscape design, installation and maintenance as well as arbors, stonework, concrete and irrigation.•Managed the HR, finance, accounting, purchasing, IT, legal as well as general office operations responsibilities of the company•Oversaw payroll and tax reporting and established pay guidelines and practices for hourly and salaried employees•Created several essential new hire procedures and improved reporting and documentation process of new hires and ongoing employment and performance tracking•Selected and maintained relationships with CPA, legal consultants as well as medical and business insurance brokers to ensure compliance and optimization of cost savings•Reduced expenses considerably while overhauling the pricing structure to drive overall profitability by approximately 15-20%•Participated in business development and project management and accounted for considerable increases in revenues

•Managed worldwide management bonus program of $100 million in payouts to 2,500 employees across 60+ countries. Oversaw and coordinated the successful execution of budgeting, bonus determinations and payouts worldwide. Reduced process timing and incorrect payments considerably•Developed compensation and benefits operating manual for the Animation Division of Sony Pictures which resulted in over $100,000 savings through reducing operating redundancies and by streamlining the compensation model for the division. This improved the competitiveness of the business and enabled the them to attract, motivate and retain new and existing talent•Compensation expert on global strategy implementation team for the rollout of new HRIS system, Workday. Successfully rolled out Workday HRIS software with fully functioning total rewards module•Co-designed an hourly employee cash based recognition program, developed communications and rolled out globally to 5,000+ hourly employees•Facilitated training for executives on global initiatives relating to the “Energy Project” curriculum•Managed annual global merit planning and salary budget planning process for all (6,000+) employees across 60+ countries•Improved the processes for initiating, analyzing and tracking executive employment contracts and contract provisions (1,000+)•Supervised Human Resources Coordinator. Trained them on various compensation systems and processes to improve overall departmental efficiencies

•Business partner for all companies, strategizing with executives and providing guidance and advice on talent and performance management, compensation and employee relations/engagement; all based on the various company life cycles and strategy/culture •Managed benefit broker to oversee claims for a self-funded medical plan as well as spearheading the complete marketing, open enrollment, education, creation and wind down of medical, dental, life and 401k plans for multiple incubated companies•Liaised with executive management and recruiting team to identify talent needs and gaps and to source talented employees. Assisted in filling over 200 positions each year•Oversaw multiple company start ups, closures, integrations and transitions to other benefit and payroll systems•Supervised Human Resources Coordinator, including training on payroll, benefits, recruiting, HRIS software and departmental responsibilities•Spearheaded an internal audit of the process, and all current controls, including employee files, and the payroll software; thus decreasing liability and ambiguity in all aspects of payroll as well as other elements of compensation•Collaborated with various corporate departments, providing and explaining various reports involving compensation, benefit accruals, labor distribution and workers compensation claims and annual premium audit•Accountable for the entire payroll process including all employee entry, federal/state tax law compliance and HRIS reporting and management, ongoing file management and terminations/exit meetings

Managed a sales and marketing territory that included 8 Walmart stores. Accountable for month, quarter and year-over-year growth of strategic SKUs in the store. Held marketing and branding events at all stores on several occasions to increase awareness and reputation of the Rubbermaid Brand(s).