Regional Human Resources Director for the eastern region of Dimension Development.

Gaylord Opryland is a 2,881 room hotel with 600,000 square feet of meeting space that includes a convention hotel, Gaylord Springs Golf Course, Wild Horse Saloon, General Jackson Show Boat and the The Inn at Opryland; it employs 3,800 professionals across all properties. Managed a team of 26 HR employees and a budget of $2.8 million. Oversaw all HR operations and created goals, vision, and overall HR strategy for the combined properties. Led a team of recruiters to source and hire approximately 2,000 employees per year. Notable contributions:• Assisted in opening a new 5,000 square foot medical clinic which provides health and welfare services to employees and their families across all Nashville Gaylord businesses.• Led development of HR standard operating procedures (SOP) for the Gaylord brand.• Selected for a high profile assignment to plan, organize, and facilitate the high profile annual Executive Committee Strategic Planning Retreat, 2012.• Obtained 88% employee participation in the property’s annual STAR Satisfaction Survey; developed survey online and delivered in 3 languages for less than $5,000. Survey yielded data crucial to the HR and operational teams.

Recruited to Gaylord to lead a team of 16 HR professionals in an employee-centric organization; managed an annual HR and Training budget of $2.1 million. Oversaw employee relations and employee legal issues including EEOC, OSHA, and legal issues. Notable contributions:• Launched an onsite auto repair shop as a benefit for employees; developed concept, evangelized idea, and sourced vendors. Following the success of the auto repair shop also launched a $50,000 mini-grocery store on the property for employees.• Developed a Wellness Program for all employees including fitness classes, smoking cessation, and an on-site employee fitness center.• Designed art displays, industry awards, and office space for employees that highlighted company mission, values, and culture. The design was recognized as a best practice across the corporation.• Created an employee relations database for Gaylord’s Corporate HR Department which was launched across all Gaylord business units.• Resort was awarded #1 Employer in Central Florida in the Mega Category Division by the Orlando Business Journal, 2008 & 2009. Also awarded Best Places to Work by the Orlando Sentinel 2004 – 2011 and the Cutting Edge Award in 2009.• Resort was named to the Best Companies to Work for in Florida list in Florida Trend Magazine, 2010 & 2011.• Selected to serve on a taskforce following devastating floods in Nashville in 2010; coordinated and executed the Grand Re-Hire Experience and the Grand Hire Experience to hire more than 2,500 new STAR employees.

Selected to turn around a high profile but underperforming hotel with particular focus on significantly increasing customer satisfaction at a time when the hotel was also launching a new 14,000 foot spa on the property. Directed, planned, and administered all HR operations for a 400 room resort/spa with 55,000 feet of meetings space and 350 employees. Oversaw union negotiations, employee relations, and employee training in addition to all other HR functions. Mentored three new HR Directors. Developed an employee relations plan to increase morale; developed staffing and succession plans. Notable contributions:• Led employees to achieve top customer satisfaction scores when the hotel hosted the Corporate Partner Program in May 2000; the elite event was considered to be a large-scale success by Marriott’s corporate leaders. • Identified an additional funding source which enabled the hotel to obtain a $100,000 grant from the State of California to develop a comprehensive employee training program. o Completed application for the Employment Training Panel (ETP) contract which qualified the hotel to obtain funding and to hire a Director of Training and an additional HR Coordinator to launch a new training program. • Successfully quelled a Teamsters Union demonstration by filing a complaint with the National Labor Relations Board (NLRB).• Selected to serve as a member of a task force charged with developing a post-acquisition integration plan for employees of the Renaissance Ilikai Waikiki in Honolulu, Hawaii, an 850 room property with union employees. • Achieved 90% on the Associate Opinion Survey in 2001 in response to the question, “Are you satisfied with the services provided by the HR department?”• Hired 50 employees responsible for opening a new 14,000 square foot spa in 2002.

Promoted to a high profile role to oversee all HR operations for a premier property, a 300 room hotel with 200 employees. Launched comprehensive training and diversity recruiting programs.Notable contributions:• Developed a recruitment strategy to attract, retain, and train a diverse population with particular focus on the Latino community.• Improved employee feedback on the Associate Opinion Survey 10% while also reducing worker compensation claims 30%.• Delivered HR training classes to all managers and developed a New Manager Orientation Program.

Promoted from the corporate office to serve as a senior HR leader with particular focus on coaching underperforming HR departments to exceed expectations. Managed HR operations for a hotel with 1,064 rooms and 600 employees; led a team of 4 professionals responsible for all aspects of human resources administration. Obtained elite certification as a Certified Trainer for Interstate Hotels Corporation. Served as interim HR Director on an as-needed basis. Notable contributions:• Selected to serve as a member of a key task force (6 month project), the Associate Relations Team, for Interstate’s Corporate Office. Line level and Executive Committee investigation and separations; associate relations. • Recognized by HR Executive Magazine as Human Resources Department of the Year, 1998.• Led the HR department to achieve the highest assessment score of 98.3% in Interstate Hotel’s annual HR Audit. • Awarded Manager of the Quarter, Q2 1997 and Manager of the Year, 1997.