-Provide leadership to Manufacturing Operations BU in the development and execution of human resource strategies to support the organization’s needs and the achievement of business objectives (increased production capacity, improved engagement, develop talent and reduce attrition)-Utilizing engagement survey feedback, partnered with manufacturing business partners to create a development road map and process that will provide hourly employees an individualized plan that will encompass all required areas of learning and development to progress in their current and into futures roles-Managed, mentored, and coached an HR Advisor to add additional support to the Operations HR Team-Continuous organization review and talent assessment with business leaders to determine gaps and cross-training/rotations to close the gap in skills and missing successors on teams-Transitioned from a temp to perm to a direct hire model for our non-exempt manufacturing roles which increased our retention, engagement and productivity ramp up time for our plant operations-Acted as HRBP lead on acquisition and integration of business which was first ever acquisition for the company-Provide continuous coaching and development to managers to work through performance and development concerns

Lead and managed HR Projects including, talent and culture initiatives for the IoT group transformation, talent review & succession planning, and talent acquisition needs.

Direct strategic human resource operations by building knowledge of assigned client group such as organizational vision and goals, competitive strengths, industry dynamics, and customers and competitors.-Design operating model with a focus on Division and Segment Revenue/EBITDA including workforce reduction strategy, efficiency assessment, and organizational changes achieving an on-time transition to a third-party vendor and achieving segment synergy and value capture goal of $5.5M for FY19.-Integrated 70 acquired employees by creating job alignment, salary architecture, and assimilation to company culture and processes.-Oversee up to 70 full-cycle employee relations cases annually with 28% requiring investigations and 5% having high risk for litigation achieving 100% success rate of avoiding litigation with potential average savings of $250K per case.

As a Human Resources Business Partner, I managed human resource operations. Some of my key contributions include:-Created a robust, sustainable onboarding program for new HRBPs focused on process compliance, new hire engagement, turnover reduction, and improved communication. -Contributed to new and revised Reduction in Force (RIF) program policies aligning with industry levels while maintaining competitiveness securing up to $800K in savings annually.

As a Human Resources Business Partner, I managed human resource operations. Some of my key contributions include:-Facilitated five development sessions for up to 20 people leaders per session. -Oversaw HR analytics for business division, coordinated and analyzed data gathered from focus group meetings with divisional leadership team members and provide analysis, suggestions and corrections for concerns and issues.

As a Human Resources Business Partner, I spearheaded human resource activities including employee relations, engagement, performance management, and communication strategy. Some of my key contributions include:-Established a committee made of Associates with subcommittees to drive improvement across three main areas of opportunity driving peer accountability, employee buy-in, and engagement resulting in a 10% satisfaction increase in targeted areas. -Conducted analysis on KPI to provide feedback to employees and improve performance achieving a 15% increase in productivity.

As a Manager of Human Resources, I led human resource efforts supporting 400+ employees and 16 schools. Some of my key contributions include:-Developed and implemented a streamlined, universal performance review process for adoption across school locations and facilitated training achieving an increase from 63% to 95% in adherence to performance review guidelines.-Revised employee onboarding in collaboration with company and school leaders with a focus on team satisfaction, counseling, coaching, and employee ownership.

Contract HR Business Partner role supporting the IT and Finance Departments.

Joined ACMI (now Olympus)