Ownership of the HR Department, providing HR leadership to Global Widget’s multi-site operations. As a member of the executive leadership team, I manage and build upon various HR Programs, including total rewards, talent acquisition, employee relations, performance management, organizational strategy, compliance, diversity and inclusion, policy development, safety, and other progressive HR programs and projects to support Global Widget’s business goals and objectives.

Provides broad support and HR leadership to Polymer’s entire North American operations, including corporate headquarters in Tampa, Florida and multiple wash sites across the U.S. As a member of the executive leadership team, I provide oversight to all facets of human resources including: daily HR support to managers and employees, payroll, compensation and benefits, recruitment/talent acquisition, employee relations, 401k administration, organizational and employee development, performance management, succession planning, regulatory compliance, policy development, HRIS, safety, and other progressive HR programs and projects to support Polymer’s business goals and objectives.

(Fieldcore is a merger of GE Power Services and Granite Services International)Led the North America Wind Installation and Services Resource Manager teams responsible for the installation, commissioning, and maintenance of GE wind turbine generators. Responsible for developing competitive strategies to effectively hire, retain, train and assign resources. Managed growing business demands, sustains positive client relationships through resource fulfillment. Maximized utilization by driving resource synergies and cross-training opportunities with other Granite segments. Partnered closely with Business Director to drive operating processes and compliance by establishing and maintaining operating rhythms across the segment. Forecasted and managed to monthly and annual financials, participated and directed contract negotiations.

Led the North America Wind Installation and Services Resource Manager teams responsible for the installation, commissioning, and maintenance of GE wind turbine generators. Responsible for developing competitive strategies to effectively hire, retain, train and assign resources. Managed growing business demands, sustains positive client relationships through resource fulfillment. Maximized utilization by driving resource synergies and cross-training opportunities with other Granite segments. Partnered closely with Business Director to drive operating processes and compliance by establishing and maintaining operating rhythms across the segment. Forecasted and managed to monthly and annual financials, and participated and directed contract negotiations.

Partner closely with Business Director to drive operating processes and compliance by establishing and maintaining operating rhythms across the segment. Work closely with Service Managers, Resource Managers, and other Operations Managers to drive utilization and professional development of retained field employees, in addition to creating operational metrics and driving consistency. Collect and analyze operations data and compare performance to established metrics as related to workforce optimization, resource utilization, and localization. Work closely with Region Leaders, Resource Managers, and Service Managers to investigate, analyze and resolve region issues related to resource management. Establish strategic process improvements to drive training and resource utilization geared towards future customer needs. Establish, maintain and report out operations dashboards. Forecast monthly and annual financials and participate and direct contract negotiations for our PSA business

Granite Services International - an affiliate of GE EnergyHR Manager for the Wind and Nuclear Energy segmentsResponsible for all HR functions for Americas Wind and Nuclear Energy Segments, approximately 1200 employees. Act as a liaison between Segment Managers, Segment Leaders and Corporate HQ in facilitating all HR deliverables. Key participant in the development and implementation of HR policies and procedures that align and favorably impact the company’s strategic plan. Responsible for HR process standardization across segments. Counsel employees and managers in areas such as Company policies/procedures, employee relations, employment, performance, disciplinary actions, hiring, terminations, etc. Act as Company Ombudsperson in Employee Relations matters. Conduct all investigations resulting from claims of discrimination, harassment, wrongful termination, etc. in segment. Represent company as HR representative in legal matters relating to unemployment, workers compensation, agency investigations, civil suits resulting from claims of discrimination, harassment, wrongful termination, etc. Administer and maintain Integrity Program. Ensure Company is in compliance with the applicable federal and state specific regulations and perform audits as such. Manage Annual Performance Management Process.

Responsible for all facets of HR for two US based offices and two international offices. Partnered with HR and Executive leadership to communicate various HR guidelines, programs, events and job postings and other items of interest on company’s HR Intranet. Benefits administration: interface with benefit providers on all benefits programs (e.g. medical/dental/ vision, STD, LTD, life insurance, worker’s compensation, FMLA, COBRA, FSA, and 401(k) savings plan); invoicing; open enrollment; enroll new employees; and clearly communicating benefit programs and addressing questions from all levels of staff on Numara Software’s benefit offerings. Process required documents through payroll, HRIS and insurance providers. Prepared and maintained accurate employee files, reports and reporting systems; processed new hire offers/ and International employment agreements. Conducted new employee orientations to ensure that employees gain an understanding of benefit plans and company guidelines/practices and are made to feel welcome. Compiled reports for intra and inter-departmental needs. Ensured company programs were in compliance with federal and state laws (e.g. AAP preparation, EEO-1 and VETS-100 Reporting, Non-discrimination Testing of 401(k) plan, etc.) Guide employees and address employee relations issues. Coach Managers to effectively analyze and solve problems, identify root causes, and evaluate alternative solutions.

Administer all HR policies, plans, and programs; support Managers and Executives in issues and concerns relating to recruiting and employment, employee relations, benefits administration, compensation, and employee training and development. Responsible for planning the goals and objectives for the HR department, and establishing internal operating policies and procedures. Construct job descriptions for each position within the company, and deliver career path initiatives. Create and conduct employee performance evaluations, and administer personnel actions. Build a competitive compensation system with defined pay scales to improve recruitment efforts and to maintain internal equity. Manage HR related projects with specific focus on initiatives to drive positive employee relations with management team. Implement and maintain company internship and mentoring program, building relationships with local universities and colleges.Achievements:Conceptualized, created, and implemented the first Human Resources department for two growing startup companies. Successfully transitioned company away from employee-leasing company, bringing all HR functions in house, including but not limited to the HRIS system, payroll, time tracking, training programs, employee handbooks, all employee benefits, conflict resolution, unemployment claims administration, and workers compensation program, thus saving the company more than $130,000 annually in administration fees. This also provided employees and management with improved and personalized service when dealing with any personnel related issues and concerns.

Served as Human Resources strategic leader providing all people processes and initiatives for Miami Lakes headquarters and 10 satellite offices located throughout Dade, Broward, and Palm Beach counties. • Successfully adapted employees to multiple changes in upper management. • Participated as a member of the senior management team regarding business strategy, policy analysis, and program development/implementation. • Responsible for all human capital, decreasing turnover and increasing employee satisfaction and engagement. • Drive Corporate Culture through coaching and mentoring of managers and providing necessary training opportunities. • Improved company functional processes and found innovative solutions to problems. • Talent and Performance Management maximized through annual performance review sessions and follow-up sessions, identifying key talent and determining next steps regarding growth opportunities and training for high-potential employees, coaching opportunities and career mapping for solid performers and exit strategies for underperformers. • Responsible for all generalist HR areas including recruiting, HRIS, training/development, wage and salary administration, benefits administration, payroll, employment law, job descriptions, and succession planning.