Added this section in an effort to reduce irrelevant spam from those seeking to sell products, services, solutions, or otherwise waste time because they don't bother to read profiles or target their pitches appropriately. Description is also intended to cover a period of time away from maintaining a professional career. MIND THE GAPTo allay any suspicion that an unintended “gap year” here and there seems to attract, here are a few activities occupying my time outside of my usual occupation: - Inadvertently confusing recruiters everywhere with @TalentTalks catch-all section on LI- Devoted doggie mama guilty of non-stop pampering of an adorable rescue pooch - Endless elbow grease plus random DIY décor and home improvement projects - Frequent visits and ongoing support to out-of-state elderly relative(s) - Frugal household budget lifestyle at opposite end of spectrum of any “real housewives” depictions - Balance affection for semi-nutritional choices with semi-consistent physical fitness regimen- Copious content consumption to stay informed and aware of interesting and frustrating stuff- Part-time work in other capacities which is not individually listed here due to it being unrelated to my goal of eventually returning to a HR/recruiter role.

2009 to PRESENT encompasses intermittent part-time traditional HR/recruiting employment along with freelance coaching + writing projects + continuous independent professional development to fill the GAPS in between. (Please see PROJECT & EXPERIENCE sections for detailed examples). All about transparency... @TalentTalks is my Twitter handle + catch-all LI collection of how I've been using my HR/recruiting/communication related knowledge, skills and abilities INSIDE and OUTSIDE of traditional work environments.As a talent connoisseur and coach, I believe it's important to amplify and create space for under-represented voices to be heard. “Creating a Voice for Talent” stems from being a fervent devotee to all areas of talent management, recruiting and organization development, along with a reputation for responsiveness, integrity and collaborative nature.A few groovy snippets about how I operate... Ideal match for a fluid, future focused and forward leaning organization that is seeking top-notch human resources, organization development or talent acquisition support.Flexibility and versatility to serve as an agile senior level HR business partner, director, manager, generalist and recruiter who eagerly finds opportunities to add value across multiple industries as a pragmatic thinker, leader and coach.Customize and align human resources and recruiting practices and leverage innovative organization development programs to produce desired outcomes.Enjoy enhancing employee engagement by proactively synthesizing internal communications with dynamic, evolving corporate vision and goals.Embrace opportunities to partner, collaborate and consult with senior leadership, line managers and associates at all levels to manage change and guide targeted efforts to increase organization performance and effectiveness.Currently available and interested in new employment opportunities in HR and recruiting.

Provided consultative support as 1st ever "Head of HR & Recruiting" during start-up phase of leading developer in home automation. Pleased to have opportunity to forge a path for organizational success from a blank canvas for the HR and recruiting function. Assessed and analyzed existing and evolving business needs and established core HR infrastructure to serve the current state and future expansion of the operation. Delivered strategic guidance and practical recommendations to address immediate areas of concern combined with ideas to adapt and implement as business priorities shift. Interfaced with executive team and company founders on various people-related matters to achieve cultural aspirations and proactively minimize risk.Endeavored to establish and maintain a positive employer brand image and consistently deliver a satisfying candidate experience throughout the full cycle of talent attraction, engagement and selection. Selected achievements: - Fostered trust and transparency by responding to employee relations concerns and coaching/counseling team members - Helped build employment brand awareness by creating and managing @SkyBellJOBS Twitter account, Indeed company profile and Glassdoor employer page- Leveraged low-/no-cost tools and techniques to support recruiting process including social sharing enabled ATS for automated job posting publication and distribution - Assisted hiring managers with recruiting needs by customizing job ads, facilitating skill assessments, screening/interviewing applicants, resulting in approximately 50% employee count growth

Drawing upon my background in HR, organization development, recruiting and talent management, my role as Community Manager involved observing conversation activity while developing and implementing action plans to foster growth and engagement within Bersin by Deloitte Communities. Supported by Bersin by Deloitte’s leading analysis and resources, Bersin by Deloitte Communities are available to all WhatWorks® members. Communities makes it easy for fellow WhatWorks members to connect with one another and readily tap the experience and real-world knowledge needed to solve specific HR, Talent and Learning problems such as attracting top-tier talent, increasing engagement, reducing turnover and increasing productivity. Bersin by Deloitte Communities correspond to each of the five practice areas that comprise the Bersin WhatWorks membership offering: - Human Resources- Leadership Development- Learning and Development- Talent Acquisition- Talent ManagementPart-time / contract role

Established strategic direction and provided overall leadership for entire HR function as direct report of Chief Executive Officer (CEO) of private equity backed, start-up business operating private schools across Southern California.Planned, designed, implemented and evaluated talent acquisition, organization development and performance improvement programs and projects in collaboration with cross-functional team leaders. Counseled, coached and guided executive team and regional directors in policy interpretation, workplace relations and employee engagement. Delivered sound, well-researched advice and recommendations based on legislative compliance in relation to internal business practices and policy refinement. Assessed, upgraded and streamlined processes related to recruiting, new hire on-boarding, employee relations, compensation, HRIS administration, training and development, exits and separations, and all other facets of the employment life cycle. Provided HR perspective through involvement in strategy planning discussions for current and upcoming business developments.Key achievements from first 60-90 days on assignment: - Outlined full-cycle recruiting work-flow and applicant tracking system (ATS) functionality for proposed process automation integration with existing customer relationship management (CRM) tool- Facilitated recruiting efforts for several key openings - Revamped and communicated multiple critical policy updates impacting entire workforce- Updated and refined performance evaluation tool, resulting in a dramatic reduction of administration time and effort- Drafted employee opinion survey questionnaire to be conducted during next fiscal year- Began comprehensive process of systematic review and update of all internal policies and practices to ensure compliance and consistency

HR advisor on strategic corporate initiatives and development of customized employment related programs within the interactive, e-commerce, Internet marketing business groups. Drove continuous improvement efforts for all talent management and talent acquisition related areas.Collaborated and partnered with executive leadership team on crucial organization development, change management and workforce planning strategies and communications. Built and implemented original mentoring platform, peer-to-peer driven recognition and reward model and other engagement and performance improvement related programs from the ground up. Contributed to successful rollout and ongoing communication of organization's vision-strategy.Communicated and cascaded overarching strategic business goals creating alignment and accountability for individual contributions throughout each departmental and operational level.Designed curriculum and facilitated targeted training modules for leadership development, supervisory skills and other organization effectiveness oriented subject matter. Adapted and scaled employee-focused programs and communications for diverse populations as consumer direct business unit expanded from approximately 180 employees to 800+ within 2-3 year time span.Coached and aided managers in their succession planning and employees in their career management activities through use of individual development plans (IDP), goal setting and career path / competency-based job family templates. Played instrumental role in establishing HR, recruiting and staffing protocol for initial ramp-up of 500+ seat remote customer contact center. Trained and coached team members on recruiting and interview methods including development of standard job-related questions, candidate screening tools and templates for high-volume call center facility hiring. Managed team of five: (2) HR support staff and (3) recruiting professionals.Oracle HRIS, Taleo ATS, SharePoint Intranet

Primary HR liaison and business partner to Asset Services President, supporting 1800 employees in 28 US markets. Implemented progressive division-specific initiatives to promote a positive and satisfying work environment. Conducted employee opinion survey analysis and facilitated focus groups to develop targeted action plans. Supervised business unit recruiter and talent acquisition process including college recruiting program and military veteran outreach efforts. Upgraded senior team’s leadership capabilities and organizational effectiveness by designing and executing succession planning exercise. In collaboration with organization effectiveness specialist, analyzed project management department's structure and identified core competencies and role alignment required for success.Initiated and delivered training topics to elevate internal communications, foster collaboration, improve performance and bridge skill gaps. (Interim assignment covering HR Director's LOA)

With direct reporting structure to VP, HR, provided advanced level generalist support for corporate office and Western U.S. region. Evaluated and refined existing HR processes and infrastructure to promote and foster a more strategically-aligned focus towards achievement of the organization’s mission, vision and values. Relied upon for objective consultation, recommendations, team training and coaching focusing on upgrading onboarding process, interviewing techniques and other essential talent management and talent acquisition procedures to ensure consistent and compliant business value. (Consulting project via professional services firm, Corporate DNA - assigned to ALLIANCE IMAGING division of Alliance Healthcare Services)

Reporting directly to VP, HR, delivered human resources, employee relations, labor relations and recruiting support for operations, sales and legal groups, including 284 bargaining unit (union) employees out of total 812 employees. Organized and led full-cycle, high-volume talent acquisition process, processing 100s of applicants each month. Recruited and interviewed candidates and independently filled 37 requisitions within four months, meeting staffing demand for fast-moving, specialized technology provider. Oversaw Standards of Business Conduct (ethics) policy, investigations, documentation and reporting. Monitored metrics and disseminated HRIS reports tied to operational performance and legislative compliance.

Field generalist support for 240 employees of three distinct technology focused business units covering multiple sites (Wonderware, Triconex & Simsci-Esscor). Recipient of many accolades and four "spot awards" for superior performance. Maintained harmonious employee relations by providing counseling and coaching to a diverse population on routine and complex matters affecting client groups. Enhanced morale with managers’ recognition kit. Upheld employee-friendly culture by coordinating/facilitating employee functions including on-site health clinics, EAP presentations on work-life issues, harassment prevention training and open enrollment. Researched and recommended training opportunities and courses; negotiated vendor customization. Joined forces with hiring managers to proactively evaluate and fill vacancies and anticipate future needs.Coordinated open recruiting requisitions with contingent staffing firms and contract recruiting providers and personally handled recruiting activities for direct hire positions as needed.Maintained accurate HR and recruiting data using HRIS and ATS software and systems.

Offered comprehensive HR Generalist support serving 700-1200 So. CA distribution center associates. Managed employee/labor relations and high-volume, full-cycle recruiting for all facility positions including all hiring and placement decisions.Earlier Career Progression (Lucky Stores, Inc./pre-Albertsons merger in 1999): MARKETING / PROCUREMENT: Supported marketing, merchandising and buying groups’ operational efficiencies. Assisted with produce category product replenishment and seasonal buying. CUSTOMER LOYALTY MARKETING: Coordinated and maintained Lucky Rewards Program. Provided QA for weekly promotional advertisement campaigns for 300+ stores in 3 states. Functioned as communications liaison between retail operations, store systems (IT), marketing, advertising & executive leadership.DISTRICT AUDITOR / PRICING COORDINATOR / RETAIL CLERK: Conducted monthly audits to ensure pricing integrity for territory of approximately 20 stores. Performed various retail operations roles including managing liquor department, customer service, inventory control, merchandising and vendor interaction. Oversaw holiday gift basket program resulting in incremental revenue.