• Developed performance management system. • Partnered with Operations and other department leaders to develop budgetary forecasting for headcount and compensation accrual planning. • Oversaw annual Talent Conferences for leaders of each department to determine talent distribution to determine high performers and potential successors as well as define development opportunities for all talent. • Streamlined data migration between the various systems to reduce discrepancies and outdated data. • Revised the company employee handbook from the 2004 version. • Oversaw COVID compliance protocol to maintain federal, state, and client compliance nationwide. • Developed automated alternatives for field transactions.

Director of Human Resources for multiple Business Units throughout North America.• Streamlined data migration between the various systems to reduce discrepancies and outdated data.• Recognized by the global corporation as the most improved BU based on increased engagement scores.• Lead the relocation logistics of the Branch HQ from NW Houston to La Porte.• Project Manager of $2M facility expansion and remodel.

Director of multiple departments, responsible for the strategic and tactical direction for HR and ITdisciplines.• Evolved employment paperwork to all digital format leading to 98% reduction in data entry errors andless than 15% of the original processing time.• Constructed a construction applicant sourcing database generating better candidate pipeline data,former employee grading and qualification information, and enhanced communications with fieldsupervision.• Introduced the company’s first Wellness Program resulting in a 63% first year participation rate.• Developed performance management system to include semi-annual evaluations as well as postproject audits.• Overhauled employee benefit offerings netting a 51% employee only premium savings and up to 38%savings in family premiums over a two year period.• Served as the project manager for the implementation of the customized SharePoint system, as wellas the company’s first Benefit Administration System.

Accountable for North and South American Human Resources direction for CPI, a leader the design and manufacturing of engineered sealing components for reciprocating compressors.Develop and administer various human resources plans and procedures for all company personnel.Implement and annually update compensation program with annual salary surveys.Provide annual evaluation of policies for cost effectiveness, information activities program, and cash flow.Developed and maintain affirmative action program records, reports, and logs to conform to EEO regulations.Restructured full cycle employment functions such as talent acquisition, new-employee orientations, career pathing programs, performance management, and organizational development.Create new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.Provide functional guidance for administrative support needs.

Provide results oriented support to a variety of human resource disciplines for this 5,000 employee-owner company in the heavy industrial, maintenance and construction industry. Implemented social media initiatives that promote the Austin Industrial brand recognition and increased the quality of talent pool by over 60% saving the company over $100,000 annually.Oversaw the functions of Employment, Talent Acquisition, Employee Relations and Compliance, and Workforce Development consisting of fourteen employee-owners.Restructured talent acquisition procedures rendering an approximate 40% reduction in process time.Created electronic forms that reduce man hour requirements by 70% and promote the “Paperless Process” movement. Designed and applied a centralized database of over 50,000 contacts for craft recruitment to better address candidate availability throughout the country.

Provide HR leadership for the Renewable Energy Field Services organization.Provide leadership and expertise in the areas of professional relations, hourly relations, compensation, employee involvement, training, organization change, and employee development Serve as a tactical business partner to the executive leaders of the Wind Energy business Analyze/forecast trends with executive leadership to develop appropriate strategies to support of key business needsOversee recruiting, selection, performance management and career developmentFostered a network of industry related technical schools for the development of a talent pipeline Established clear career paths for employeesEnsure strong recruiting strategies and processesOwn and maintain positive employee relationsAct as an impartial advocate to ensure all individuals receive fair and equitable treatmentDevelop and implement appropriate change management plans in a very dynamic, changing environmentRevised employee handbook for the entire Wind Energy business Served as project lead for the development, implementation, and rollout of America wide drug/alcohol free programAssess Union Avoidance strategies and provide site audits to limit exposure liabilityPartnered with executive leadership of operations, fulfillment, and EHS to create best practices guide for field managementOversee EEO and AA reporting and planningOwn HR initiatives for the organization including strategic workforce planning and development, compensation planning, and performance management Ensure 100% compliance with all human resources policies and procedures

Responsible for operational, administrative, and strategic functions including organizational and strategic development, employee relations, and general HR services for the Engineering, Procurement, Construction, and Manufacturing company. Project Manager responsible for employee development programs, facility expansions, and various process improvement projects Developed award winning workforce development programs Heavy ROI analysis Created and implemented evaluation system based on Kirkpatrick’s Four Level Model to assess effectiveness of training program Designed, implemented, and delivered training programs from task specific to conceptual modules Developed succession plans and career mapping for entire organization Grant solicitation and administration for development of training programsEstablished processes and programs for recruitment, retention, terminations and other general employment issuesDeveloped and have written all policies, procedures, and forms related to human resources Created performance management, career mapping, and succession planning standards and programs Established compensation structures Conduct regular corporate liability audits and investigations Provide on-site conflict resolution and mediationProvided onsite HR Management for multiple construction projects across USA and Canada Developed successful retention initiatives yielding 40% reduction in turn-over rate Immigration solicitor for all US in-bound and out-bound immigration needs