As Early Warning's first Learning Program Manager, my focus was to design, implement, and facilitate enterprise learning programs to build critical skills, drive engagement and retention, and elevate the employee experience. Such programs included Leadership Development, Emerging Leaders/High Potential development, Onboarding, Mentorship, the Internship program and more. In addition to program management and facilitation, I also:-Created and maintained eLearning modules, and implemented roll-out and course assignment cadences aligned with business goals and optimal learner experience.-Planned, administered and facilitated in-person, remote and hybrid learning experiences, program events and ceremonies.-Selected and implemented a new course authoring tool; participated in the implementation of new LMS (Workday); rolled out enterprise learning content (LinkedIn Learning). Served as a system administrator for learning technology.-Conducted and presented learning reporting and evaluation, recommended changes or new solutions.-Participated in risk management activities and audits.

After a 4-month temporary assignment to cover for an HR Business Partner on leave, I was asked to stay on to help the People Team with a variety of projects, including:-Collaborating with a number of stakeholders and SMEs to create 15 training modules for managers focused on “nuts and bolts” processes like performance management, onboarding, offboarding, compensation basics, FMLA and Leave Management, interviewing and more.-Supporting content creation and administration of the Leadership Development Program and annualLeadership Conference.

HEAT Software merged with Landesk, Inc. in January 2017 to form Ivanti. Employing around 1,800 people globally, my post-merger focus remained HR management for the North American population as well as partnering with team members abroad on company-wide projects and initiatives.Ivanti is headquartered in Utah just outside Salt Lake City and has 36 offices in 23 countries. Ivanti's multitude of software products help organizations in areas of Security, IT Asset Management, Service Management, Supply Chain, Endpoint Management, and more.

Hired to manage Human Resources function for approximately 90 Scottsdale employees, position grew to leading HR for all North American employee population (approx. 350 employees in 3 offices and many remote locations across the U.S. and Canada) after company merger in early 2015. Key accomplishments included:- Integrating employees and the HR function - people, programs, policies and procedures - through multiple merger and acquisition scenarios.- Selection and implementation of global web-based performance management and recognition tools that were incredibly well-received by management and employees.- Overhaul of salary review system and annual merit review processes; improved efficiency, consistency, and user satisfaction.- Managed high-volume layoffs resulting from reorganization activities, including site closures.- Served as on-site lead for employee relations, office culture, social activities, and daily office management.- Thrived with distributed teams: reported to HR leadership in other offices and successfully managed a team of 3 direct reports based in another state.

As head of Human Resources department, served as a member of the Leadership Team for a global for-profit education provider with 140+ employees in multiple U.S. states and 7 foreign countries. Provided strategic and tactical HR solutions to support a growth-oriented environment. - Led a strong customer service-oriented department of 3 to support the needs of managers and employees across the globe. Required heavy electronic communication due to distance and time zones, knowledge of and research into local employment laws and practices, as well as respect for cultural differences.- Developed and implemented programs, policies, and procedures with goal of balancing company needs and budget alongside providing an outstanding employment experience.- Key Accomplishments include:o Built an in-house HR function as company came off of a PEO arrangement; included selecting and implementing payroll and HRIS system, all benefits plans, and 401(k) plan in 3 months.o Improved domestic retention rate by 25% in first year.o Developed and implemented consistent performance and salary review process globally.o Ensured competitive benefits are offered at a reasonable cost to the company and employees; requires strong employee communication/education in the current complex, changing insurance environment.

• Served client base of 230+ employees in 3 divisional offices and 10+ additional contract locations across the country, including some unionized sites.• Delivered accurate, timely, and personable service to employees in all areas of HR, primarily new hire on-boarding and benefits administration including open enrollment and issue resolution. Involved in recruitment, employee relations, leave administration, recognition awards, and performance appraisal process.• Handled all compliance and ad hoc reporting including Turnover, EEO, Affirmative Action, and VETS.• Created presentations for company-wide Harassment Training, FMLA Training for Managers, and communication of “green” initiatives. Trainings were migrated to Web-based platform for continued use in Orientation. • Developed, updated, and implemented company policies and procedures according to industry best practices and state/federal laws.• Compiled, edited and distributed bi-annual company newsletter.

• Provided support in all areas of recruitment including: writing and posting job advertisements, scheduling interviews, performing reference checks, and creating offer packets.• Coordinated New Employee Orientation and Summer Internship Program; assisted in planning and execution of Holiday Party, Summer Picnic, and other events for over 400 employees and their families/guests. • Input data, ran reports, and maintained accuracy of information in Web-based HRIS.• Expanded role beyond initial job description to include:o Conducting full life cycle recruitment for exempt junior-level and non-exempt administrative positions. o Handling all temporary employment assignments for the Association including placing orders, screening candidates, negotiating agency rates, and processing invoices.

- Conducted marketing and media tracking and analysis for EPA’s Energy Star program.- Served as team Recruitment Coordinator: reviewing resumes, screening candidates and interview scheduling.- Office Admin: reception, purchasing, coordinated office move for 50 employees.