Perform a wide variety of complex and diverse advanced level professional and technical duties in support of assigned special projects including those requiring a significant level of expertise in the areas of enterprise project management, workforce strategies, and business administration concepts. Such projects include but are not limited to initiatives such as the enterprise resource planning program. Develop and convey complex information to a broad audience on a wide variety of topics inherently diverse in nature as a change agent impacting the business flow of a department and/or an enterprise wide program, through formal presentations, training or other means of effective communication, education and/or resource design. Conduct surveys and perform research and statistical analyses on administrative, fiscal, personnel, and operational issues; coordinate and participate in organizational studies involving administrative or operational systems, procedures, functions, processes, and techniques. Identify issues, collect data, analyze alternatives, develop, coordinate and implement changes for the improvement of workflow, succession planning, and resources allocation including research of new programs and services in the City’s Finance Department and enterprise wide initiatives as assigned.

Division leader in the Human Resources Department within a municipality of 2900 sworn and civilian employees. Manage a team of six serving as strategic partner with organization's leadership. Oversee and direct personnel programs addressing recruitment, performance management, leadership coaching, organizational design, position classification, workforce fitness and compliance training. Administer the City's formal complaint, grievance, progressive discipline and arbitration programs including any resolution initiatives through counseling, mediation, and conflict resolution training. Facilitate the City's Meet and Confer process for Police and Fire Associations. Manage the design, publication, and interpretation of City personnel policies.

Member of Human Resources Department within a publicly held Fortune 500 healthcare provider with over 5000 employees. Non-unionized work environment wherein responsible for national and international recruiting of exempt/non-exempt clinical personnel (RN, LVN, Dietitian, and Social Workers) for employment in the South-Central region consisting of 1000+ employees and 60+ clinics located in Texas, Arkansas, and New Mexico. Developed and administered region's comprehensive on-boarding program for newly recruited expatriate RNs. Responsible for regions worker’s compensation program, the design and presentation of all in-house training, investigating and resolving all employee relations issues, coaching/advising management, the design and enforcement of policies and procedures, the development of reports providing trends analysis and ensuring department personnel records were in compliance throughout the region.

Member of management within Human Resources of nation's second largest full service relocation company with 500+ employees. Administered organization's recruitment program staffing exempt/non-exempt office professionals, DOT drivers, and crew employees, designed and presented all in-house training focusing on leadership, customer service and compliance, investigated and resolved employee relations issues, provided strategic coaching/advise to management, designing personnel policies and procedures, ensuring department records were in compliance and executive progressive discipline. Supervised and developed HR staff responsible for payroll, benefits administration, and self-insured workplace injury plan. During my tenure I designed and implemented the organization's succession planning program. During my employment with Daryl Flood Allied, 9/11 significantly impacted the organization’s financial position requiring a reduction in force.

Senior HR professional in a unionized manufacturing facility with 600+ on-site employees. Responsible for staffing Pharmacist, Certified Technicians, and exempt/non-exempt personnel. Supervised seven non-exempt employees responsible for STD/LTD, Worker’s Comp, FMLA administration, payroll, benefits administration, records retention, attendance tracking, and recognition. Created/maintained positive relationship with Paper, Allied-Industrial Chemical & Energy Workers International Union, Local 4-208 and Local 4-211. Investigated and resolved employee relations issues as well as responsible for non-bargaining performance evaluations and compensation planning.

Responsible for projects including, but not limited to the design and maintenance of the Leadership Assessment Program, creation of a development guide for executive/general employee base, identify/design HR measurable program, design/implement in-house educational assistance program, and create/ track employee retention for regional HQ, call centers, and a corporate staff (demographics, retention, exit data, tenure, recruiting cost per hire, headcount, and special projects). Also held leadership role planning events such as company wide and annual HR conferences, produced key performance indicators for presentation to the Executive Leadership and Board Members, and addressing employee relation needs (recruiting, investigations, performance agreements/evaluations, corrective action plans, conducting exit interviews and participating in job fairs). Advised field HR personnel on benefits issues, executed report writing in PeopleSoft HRIS software, provide training on PeopleSoft software, new hire orientation, and corporate culture, negotiated contracts with third party vendors (background investigations, unemployment, drug testing, recruiting agencies, and education assistance), nationwide travel to support field, held a leadership role for internal audits of HR records (6,000+ personnel files) as well as designed inter-related documentation flow. During my employment at PrimeCo the company launched its products and services, staffed twelve regional offices, three call centers and hundreds of stores, established a winning corporate culture, and made records sales. PrimeCo merged to become Verizon and the corporate headquarters was relocated to New Jersey.

Exempt staff member supervising one non-exempt employee as well as responsible for Human Resource functions focusing on organizational development and employee relations including recruiting, investigations, performance agreements/evaluations, conducting exit interviews and represented organization at national job fairs. Responsible for the design and execution of special projects such as identifying core competency model for recruiting/staffing needs, designing and administering in-house educational assistance program, creating/tracking employee retention data and trends of 3500+ employees such as EEO, retention, exit data, tenure, recruiting cost per hire, organization design/staff models. Participated in various focus groups and committees as well as producing key performance indicators on a monthly basis for presentation to the senior management and officers. Other special projects supporting organization values and goals included chairing annual corporate conference and leadership retreat, planning corporate employee events such as picnic and corporate holiday parties. Also served as corporate relocation specialist for chief executives.During my employment, Color Tile filed bankruptcy and downsized 75% of its workforce. My role in the reduction was to identify competencies and determine employee skill sets essential in maximizing the productivity of a lean workforce.