Human Resources Business Partner for a global logistics distribution company covering multiple product lines. Responsible for all aspects of HR functions such as Organizational Development, Talent Acquisition, Employee Relations, Leaning & Development, Succession Planning and Performance Management.

Provided organizational development and human resource management for global knife manufacturer as sole member of Human Resource department. Served as Human Resources Manager and business partner to senior management team, spearheading HR initiatives, in order to aid in achieve short and long term organizational goals.• Partnered with Senior leaders and served as a consultant to management on human resource- related issues and assessed and anticipated HR-related needs.• Developed and drove change initiatives across organizational effectiveness, management development/coaching, individual and team development, workforce planning, compensation, performance management, policies, procedures, employee engagement, health and welfare, talent acquisition and retention, communication, and program development, and diversity and inclusion.• Acted as an employee champion and change agent by cultivating partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives. • Lead talent and leadership development activities aligned with business strategy e.g. Performance Management and Leadership Development. Kept talent priorities at the forefront with Sr. Leaders. Executed processes with a focus on development plans, coaching/counseling leaders, succession plans, bench strength for critical positions, retention of top talent, employee onboarding and new leader assimilation to drive business unit performance.• Coordinated and manage project planning and execution for multiple projects.• Review and analyze data to identify trends and recommend solutions to improve the overall health of the organization. Identified and eliminated $215K in operational expenses by developing a systematic approach to recruitment, policy development and effectively managing training.

Supported all recruiting endeavors for rapidly expanding company, including four domestic divisions and efforts to expand internationally. The Karbon Engineering division focuses on developing innovative mechanical, electrical, and plumbing/fire protection engineering solutions while commissioning processes for mission critical facilities. The Aligned Data Centers division candidates are tasked with measuring, monitoring, building, constructing, designing, and developing across all centers in the most efficient manner possible. All recruitment responsibilities are conducted across multiple locations, including green company infrastructure, engineering, data centers, manufacturing, and business development resources. • Greatly increased efficiency and visibility by collaborating with senior stakeholders to develop and roll out comprehensive recruiting plan and policy, combining individual organizational recruiting plan.• Built and led employee referral, campus recruiting, and employee recognition program across entire organization.• Planed and delivered management virtual and in person training organization wide.• Oversaw creation and management of internal job posting program.

Oversaw full life-cycle recruitment across multiple sites and functions, utilizing creative sourcing strategies to reduce cost of hire and time to fill for Human Resources, Finance, Procurement, Sales, Marketing, Research and Development, Supply Chain, Information technology, Legal and Finance. • Partnered with business leaders to identify, vet, and hire top talent for exempt level and managerial positions. • Leveraged multiple channels in the Consumer Packaged Goods Industry (CPG) and built branding relationships with talent partners, including LinkedIn, Glassdoor, Indeed, TheLadders, Diversity Sites, Colleges and Universities, Professional Associations, and additional online resources and emerging technology to generate diverse candidate pipelines for hiring teams. • Meticulously aligned all recruiting and hiring processes with EEO/Diversity policies and OFCCP guidelines and practices. • Key contributor to talent management programs, supporting implementation of HR projects, programs, and specific business initiatives. • Delivered system administrator support for Applicant Tracking Systems such as Taleo and Workday as well as Video Stream Interviewing.• Drove new hire on-boarding, training and mentoring of junior recruiters, process map development, creation and documentation of best practices, client and vendor management, social media recruitment, marketing plan growth, LinkedIn networking, phone screen and job description expansion, reference checking, and hiring manager partnerships.• Actively researched and identified strategic sourcing tools and channels to drive awareness and quality of hire while developing specific market plan based on the talent needs of the market. • Ensured optimal sourcing activities to enhance diversity and gender balance, operationally collaborating with key stakeholders to zero in on identification and qualification of key talent vs. critical roles and skills gaps, ultimately fortifying talent pipelining.

Provided HR Business Partner support while managing many aspects of HR management. Drove all operations to ensure alignment with organizational key goals and priorities. Broad Generalist experience, ranging from administration to and over 300 employees in four U.S. offices. Managed in-house full-cycle recruiting for two locations with heavy emphasis on increased workforce diversity and fostering an inclusive workplace. Facilitated Workers’ Compensation program for three locations.• Advised senior management regarding any serious employee relations concerns impacting company’s ability to retain valued employees. Supported managers with performance reviews, compliance, policy implementation, and enforcement to guarantee quality, innovative, and cost-effective HR programs.• Delivered recruiting and talent management initiatives, including coaching senior leaders, supporting annual performance management processes, and pursuing activities that support diverse culture. • Identified changes affecting each business unit and focused on building bench strength and ensuring identification of appropriate candidates for positions, decreasing employee turnover. • Implemented highly effective recruiting strategies by utilizing various job boards, partnering with colleges to develop candidate channels, internal posting programs, referrals, associations, and various job fairs. • Executed corporate international, domestic, and high school internship programs, increasing workforce diversity and corporate visibility while strengthening candidate pipeline. • Earned “Presidents Award” (2009) for implementing Human Resources Information System as well as outstanding performance.

Provided organizational development and human resource management for $60M technology company. Served as consultant and business partner to senior management team, spearheading HR initiatives, including performance management, leadership development executive recruitment, retention, benefits, and compensation administration.• Provided consultation regarding organizational design. Partnered with senior management team to resolve labor relations matters. • Supervised all property maintenance, including lease negotiations and new property selection. Oversaw facility maintenance, repairs, renovations, and build-outs.• Identified and eliminated $398K in operational expenses by developing systematic approach to recruitment, policy development, and effectively managing training. • Proactively organized and negotiated policy renewals with insurance.

Established, recommended, and coordinated implementation of human resources policies, services, programs, benefit administration, training and development, as well as new hire orientation. Spearheaded staffing support, including interviewing, counseling managers, and negotiating offers to client groups. Maintained human resources information systems to ensure record keeping and reporting requirements. Supported facilities management operations through maintenance, repairs, renovations, and new construction.• Developed employee retention program, reducing employee turnover from 6% to 2% over two-year period.• Pioneered and oversaw employee committees such as Emergency Response Team and Employee Action Committee. • Collaborated with cross-functional teams to implement appropriate training, including interviewing techniques, performance management, sexual harassment, and diversity awareness. • Reduced annual security costs by 51% in one year.Finance ManagerDrove all aspects of financial management and analysis of client portfolios. Guided budget as well as cost and profit analysis of new and existing projects, ensuring accurate recording of revenue and expenses. Maintained accounts receivable, heavy collection, and billing for national client base. • Oversaw internal and external costs for $5M account, including monthly reconciliation, forecasts, profit and loss statements, as well as revenue and expense reports. Frequently interfaced with client and account teams, estimating, pricing, and forecasting.