People leader responsible for all HR functions across the organization and developing strategies to align with the company’s goals and objectives.• Responsible for guiding and directing the overall provisions of the department including continuous improvement and implementation of policies, procedures, employee relations, compensation and benefits, talent acquisition, and training development • Leading a team of four human resources professionals and developing their competencies• Accountable for implementing, enforcing, and administering federal and state employment regulations

Deliver HR related strategies, initiatives and processes to enhance the attraction, development and retention of high performing teams. Support the regional Chief Practice Officer, local Managing Principals and other industry/service leaders to execute CLA people strategies. Research and provide recommendations to leadership on how to respond to emerging workplace trends and how to address employee needs or issues while considering both legal compliance and firm culture. Apply deep human resources knowledge to positively influence the CLA promise, lead change, support our business leaders, and be a resource to our employees.

As the firm's first HR leader, developed and implemented progressive talent initiatives to support the partners' strategic plan and vision. Worked collaboratively with the Managing Partner, CFO and other partners to up-skill the firm's leadership capabilities and improve employee performance. Oversaw and managed the recruitment, on boarding and development of high performing client service professionals. Proactively assessed and diagnosed organizational issues with leaders while providing consultative support in the areas pertaining to employee relations, performance management, legal compliance, talent development compensation and benefits management, and employee engagement. White Nelson Diehl Evans was acquired by CliftonLarsonAllen.

Regional HR Business Unit leader supporting approximately 350 employees across 11 offices in highly matrixed organization. - Strategic Business Partner to Business Unit Managing Partner and other Business Unit Partners to create and implement People initiatives - Provided thought leadership regarding change management, and foster the firm's "People First' culture, collaborating with multiple Centers of Excellence within the firm - Developed and maintained a highly effective, inclusive culture through implementation of counseling teams and delivery of cultural agility training - Led the rollout of an entirely new career development and performance management process, including more timely feedback and a simplified process cycle - Managed employee relation issues, working with internal legal counsel on proper resolution - Analyzed operational results and recommended approaches to improve practice processes and employee engagement and retention - Supported workforce planning efforts to minimize resourcing costs and maximize productivity

Provided expert support in respect of HR policy development and HR project management for FirstGroup companies throughout the United Kingdom and sectors of North America and equipped them with appropriate tools and knowledge to effectively manage their workforce. • Supported the development and maintenance of FirstGroup HR policy frameworks, to ensure that FirstGroup is compliant with new and current legislation and ensuring guidance and support is provided to the companies in the development of their own HR policies. • Implemented processes for gathering management information (internal and external) that influenced the development of policies and strategic decisions within the business; for example, diversity benchmarking, market benchmarking, and identifying future trends in business and HR. • Created and distributed corporate communications on new minimum standards, managers' guidance and changes in UK legislation to FirstGroup UK companies to enable them to update existing policies or create new policies.• Acted as program manager for the key global HR priority - Diversity and Inclusion campaign - including development of the business case, leading an internal workplace flexibility project team, managing the delivery of UK employee diversity focus groups, and developing two diversity focused training courses.

Responsible for the formation and implementation of the HR strategy for the region consisting of over 6,000 employees, ensuring alignment to the Regional Business Plan and for leading the six member regional HR team.

Responsible for the human resources function, established internal HR programs and processes to support the business objectives/strategies for three entities: the Anaheim Ducks (professional sports team), Anaheim Arena Management (management of Honda Center), and The Rinks (public ice and roller rinks).Managed a department of three delivering all aspects of HR support including recruiting, orientation, compensation, benefits, employee relations, performance management, policies and procedures, and terminations.Created and managed the annual HR department budget of approximately $600,000.Built the organization's HR infrastructure from scratch, aligning it with senior management's strategic vision.Participated on the executive management team, developing people programs and practices that lined up with the business' operations and goals.

Managed the human resources function and the risk management area for two business entities. H&S Ventures is the family office for a high-worth family in Orange County. The Arrowhead Pond is an H&S Ventures investment and as such my time was split lending HR and risk management support to both organizations.Managed all HR functions for both entities including recruiting, orientation, compensation, benefits, employee relations, performance management, policies and procedures, and terminations.Worked with brokers on insurance coverage for personal and commercial policies for family assets and business ventures. Processed any claims filed against policies and ensured policies were amended as appropriate.

Leadership of a six-member HR team dedicated to the day-to-day career management activities for the West business unit (WBU), including performance review processes and supporting systems. Developed and implemented tools and programs, supportive of staff development and evaluation, leadership planning, and coaching/mentoring. Worked with national HR leadership to ensure that career development programs were aligned with the firm culture, values and overall business objectives.Led the annual assessment process for 1000 - 1500 WBU consultants. This included an integral role on the FY02 national HR team responsible for the redesign of the process to meet the partners' process improvement goals. Guided staff and partner knowledge of the assessment process, training them on the process, tools, and the firm's career model. Managed the WBU coaching program. Selected and organized six executives, trained them as "master" coaches and directed their responsibilities. Trained as a master trainer for the firm's coaching clinic training course - delivered train-the-trainer sessions and numerous coaching clinics.Led the development and delivery of significant training initiatives: Professional coaching/mentoring workshop, performance assessment training, and diversity awareness training.Participated on the WBU's Leadership Diversity Council and directed the development and implementation of the Council's diversity initiatives from the HR perspective.Oversaw the development and administration of the WBU's Affirmative Action Plan.

Planned and managed the annual assessment performance and skills review process for 1400 client service staff in the West.Worked with six HR leads across the nation to develop a balanced scorecard to measure performance, linking this scorecard to the incentive compensation program.Managed the first organized reduction in force (RIF) for the West - working with partner group to identify criteria and candidates, orchestrate the notifications and associated follow-up activities.Managed the partnership candidate proposal process for the West.

Managed the resource deployment team for the West, which consisted of 12 HR managers and seven assistants. Responsible for the deployment of 1200 client service staff and partners.Managed employee relations for the team and counseled resource managers on dealing with their groups' employee relations issues.Addressed serious and high-exposure terminations, sexual harassment and client-facing staff issues.Met on a regular basis with West resource management team, national resource management leaders, and West HR leadership team to discuss and resolve issues and implement new programs.

Directed all HR activities supporting the West SAP practice, which consisted of 275+ client service staff and seven partners. Supervised a three-person HR team.Developed a model to determine headcount needs given expected revenue generation for the year. Worked with lead SAP partner and lead recruiter to collect and analyze data.Counseled managers and staff on conflict resolution and performance issues.Conducted and analyzed exit interviews, identified and addressed key issues and recommended steps to improve turnover ratio.Developed and administered quarterly recognition programs.

Managed all areas of human resources for the U.S. Pacific Region management consultants of SHL Systemhouse. Staffed all regional projects and personnel by working with project managers/directors and HR counterparts in other regions within SHL.Developed and instructed a customized course on employee performance evaluations for the entire region, which included 15 sessions with 15 - 20 participants per session.Counseled employees regularly, helping to resolve interpersonal conflicts, developing communication skills and assisting managers in rewarding or disciplining their direct reports.Worked with company labor counsel to develop company position on legal complaints and to ensure compliance with federal and state laws. Conducted internal investigations when necessary.Designed and implemented annual performance and salary review process, matching employees to job descriptions and using salary survey information to help determine salary increase matrices.Directed the development and monitored progress of the Affirmative Action Plan. Worked on several outsourcing deals, completing analysis of impact to organization and employees.