As a member of the leadership team of a newly created branch within Safran, develop an effective team to support eight businesses in fifteen locations and 4 countries. Develop HR & communications strategy to ensure synergies and to meet the individual requirements of each business. Direct and support the HR leaders & communications staff in support of business strategies. Actively engage with counterparts across Safran in initiatives in internal mobility, digital transformation, succession planning, diversity, social responsibility, and development of the HR community throughout Safran.Accomplishments: Promoted to role after four years guiding the HR function within one business; defined the structure of the new branch and created a cohesive team that remained very effective throughout the COVID-19 pandemic. Drove branch response to pandemic resulting in minimal health impacts on our team members. Worked with local HR to right-size the organization in response to the economic impact of COVID. Co-leader of the Strategic Planning process for SPS; active involvement in M & A activities; supported the deployment of new HRMS system; collaborated to develop a harmonized benefits plan across all Safran US businesses.

Responsibilities: Full-range of human resources functions at two sites, including, benefits administration, recruiting and staffing, employee relations, management training and development, employee safety, worker’s compensation cost control, and performance management. Provide HR support to approximately 300 employees.Accomplishments: Worked effectively with corporate staff to deploy online benefits enrollment process. Reinvigorated safety training program. Established professional HR department approach to resolving performance issues and employee concerns.

Currently teaching part-time in the Sonoma State HR Certificate Program

Responsibilities: Full-range of human resources functions, including, benefits administration, recruiting and staffing, employee relations, labor relations, management training and development, worker’s compensation cost control, and performance management. Provided HR support to approximately 400+ employees in CO, WY, and UT.Accomplishments: Supported managers through the implementation of the first Bresnan performance appraisal process. Actively involved in the planning and execution of a business strategy requiring a transition from 27 remote locations to 2 call centers. Developed and implemented management development program. Delivered DDI Targeted Selection training to 88 managers and supervisors in 3 states. Initial results show a decrease in turnover of 8% and a decrease in time-to-hire of 62%. Participated actively in negotiations of 4 labor contracts –all ratified.

Responsibilities: Full-range of human resources and office administration functions, including, strategic human resource planning, benefits administration, recruiting and staffing, employee relations, compensation and benefits, training and development, performance management, office lease negotiation and build-out, and daily administration. As a member of the Sr. Executive Committee, worked with other senior executives to develop company strategy and initiatives in this entrepreneurial environment.Accomplishments: As the tenth employee at this start-up, I was responsible for building the HR organization’s systems, procedures, policies, and practices, as well as leasing and building the physical facilities for the company. As the business evolved, there were ongoing challenges in matching the skills of the staff to the organization’s needs. In 2001, we completed our first acquisition, and my team was instrumental in the due diligence activities, and continued to work on the integration of the acquiree into our organization.

Worked as an internal HR Consultant with the Parts, Forklift, and Marine Divisions. Provided consultation on a full range of HR issues, including performance management, compensation, headcount management, etc.

Responsibilities: Full range of human resources functions for a growing organization. Primary focus was on employee relations issues, employee communications, benefits administration, and special projects including selecting and training 600 new employees for three stores opening in one fiscal year, enhancing customer service through manager and employee training, revising and communicating amended 401(k) plan, and revising employee handbooks.Accomplishments: Initiated and published a weekly employee news brief. Reduced monthly worker’s compensation claims by 65% and claims costs by 87% in six months. Developed and published the company’s Administrative Manual. Implemented HRIS solutions in several areas

Responsibilities: As Assistant Vice President: Conceived, developed, and managed a 4-week in-house management development program, Wherehouse University. Developed 200 store and district management candidates per year. Coordinated curriculum development and course scheduling for 60 in-house instructors. Taught courses in management, supervision, and human resources. Constructed and administered a $1 million annual budget.As Regional Personnel Director: Consulted with store, district and regional managers in six western states in the areas of staffing and employee relations issues. Ensured compliance with federal and state regulations. Developed customer service training program that resulted in improved service and sales.Accomplishments: As Assistant Vice President: Developed hundreds of management candidates who were promoted throughout the company. Awarded the President’s Award for outstanding contribution to the growth of the company. Relocated University from temporary facility to a state-of-the art facility in the Corporate headquarters.As Regional Personnel Director: Developed and implemented customer service program, We Care. Promoted to Assistant Vice President, one of top 30 management staff.