Manages human capital business functions relative to business outcomes. Strategic driver of business objectives, with the goal of putting H.C. Starck employees in the best possible positions for growth and success.

Manages human resources activities for the Euclid facility which focuses mostly on employee relations, performance management and employee development.

Provide consultancy, training, coaching, feedback, and support services to clients at all levels from first line associates to senior executives. Advising management on Human Resources policies and procedures administration. This includes, but is not limited to, servicing Talent Acquisition, Talent Development, and Employee Relations and other related HR business functions.

Managing the human resource function which includes recruitment, training, compliance, compensation & benefits, labor relations, and maintaining policies & procedures. Coach and counselor to the Elyria Foundry workforce, establishing partnerships to increase employee motivation and success stories throughout the organization. Expertly diagnosed challenging employment issues and developed resolution plans to institute positive change. These efforts were focused on impacting employee engagement which results in better job commitment positively affecting an increased profit line forElyria Foundry. Provided HR leadership during a period of rapid growth. Through progressive talent acquisition and development initiatives, established a community partnership with the city of Elyria’s Mayoral office. This joint venture led to the creation of Elyria Works Now, a job readiness program aimed at providing life skills classes and counseling to increase vocational maturity and job longevity for under-employed residents of the city of Elyria. This program serves as a talent pipeline directly to manufacturing jobs in Elyria.To increase the retention rate for new hires at 90 days or less, created and implemented a Training Bonus program. Each new hire received a 90 day onboarding plan and a ‘buddy’ who helped acclimate the new hire into the organization. This was implemented to give all new hires a better platform to understand the company and culture of the organization.Established quarterly Perfect Attendance Bonus program. Program was created as a ‘thank you’ and incentive-laced motivational tool for organizational heroes who come to work every day. This positively impacted operational productivity resulting in great gains for our customers. Developed Vacation Accrual program for new hires to combat absenteeism and tardiness issues. For every 520 hours worked during the first year of employment, each associate would receive an eight-hour vacation day.

Supported the main business units on all aspects of the Human Resources function including Talent Acquisition, Associate/Management Training and Development, Benefits, Employment, and Safety.Served as the business partner for all AMRESCO business units. This involved coaching and training AMRESCO associates in an effort to support the sustained growth of AMRESCO’s business. Created Mentoring program to showcase high potential associates to senior management. Each mentee was assigned a senior level company executive and project to be completed within 90 days. After each project was completed, the mentees presented to the senior leadership team. This program was implemented to expose high potential and top performing associates to management for higher level project and potential promotional opportunities.Served as the Project Lead for a successful 401(k) transition from a smaller retirement services organization to a multi-billion dollar retirement fund. Company participation in this new 401(k) offering increased associate participation significantly, which was our goal of helping associates better understand the importance of having retirement options. Created a job grading and compensation structure. This resulted in helping company leaders understand the salary market for their current staff and the outside market for hiring. Resulted in better discussion regarding salary for current associates as well as potential new hires coming into the organization. Created an Active Shooter program, designed to educate associates in regards to what actions need to take place if there is a shooter onsite.

Responsible for the recruiting strategy relative to KeyCorp’s annual Analyst and Associate Training and Rotational Programs. Additional responsibilities included recruiting and selection of senior level positions for the Finance and Administrative Services business units.Served as the link between KeyCorp and colleges by building relationships at universities and branding KeyCorp as an employer of choice on specifically selected college campuses.Business partner to hiring managers, establishing impressionable recruiting and candidate sourcing strategies that resulted in hiring exempt associates at 60 days or less and non-exempt associates at 30 days or less.

Provided counseling and assistance to hundreds of employees and managers on job related matters. Recommended solutions and best practices to ensure a positive and supportive work environment.First-line communicator who expressed employee concerns to management. Provided balance representing employees and management in the development of Human Resources policies and practices. Through these efforts, facilitated the creation of different training modules and policy/practices that positively influenced the organization.Team member for Diversity and Inclusion Group and African American Resource Group. Assisted in the development of strategic plans for recruitment and retention of women and minorities.Established supervisor training for more than 50 first line supervisors. Training resulted in increased managerial resolution performance pertaining to employee development and issues.