Hired as first fully dedicated Human Resources professional to launch and grow non-profit start-up. Build and manage HR operations. Implemented HRIS systems. Develop and implement objective based training programs, intern and volunteer programs. Create, administer and aggressively managing the budget. Managing a staff of four, five interns and 50 annual volunteers and 580 fulltime team members in 5 locations. • Spearhead the development of position descriptions, employee policy and… Show more Hired as first fully dedicated Human Resources professional to launch and grow non-profit start-up. Build and manage HR operations. Implemented HRIS systems. Develop and implement objective based training programs, intern and volunteer programs. Create, administer and aggressively managing the budget. Managing a staff of four, five interns and 50 annual volunteers and 580 fulltime team members in 5 locations. • Spearhead the development of position descriptions, employee policy and procedures and employee handbook, encouraging team members to take ownership in their roles and partner together raising employee satisfaction ratings by 45%. • Develop and implement a new safety program, performed safety inspections and designed corrective action plans on issues to ensure compliance. Overall resulting in 20% reduction in Workers Comp premiums. • Introduce new payroll policies and systems, ensuring compliance and yielding cost savings of 40% in payroll expenses.• Foster employee and organizational development by creating a culture of fairness and mutual respect. Developed and teach training programs for management/employees on diversity, leadership, change management, sexual harassment and legal compliance. Results yielding a 30% reduction in team member turnover. Show less

Hired as Director of Operations to build and improve an organization development/revenue function with this 6 million-dollar, 20-employee wholesale building materials manufacturer/distributor, yielding a 25 million-dollar, 150-employee private brand. Also took on responsibility for human resources infrastructure, including employment and employee relations, compensation, benefits and HRIS, as well as training and organizational effectiveness and internal communications. Report to… Show more Hired as Director of Operations to build and improve an organization development/revenue function with this 6 million-dollar, 20-employee wholesale building materials manufacturer/distributor, yielding a 25 million-dollar, 150-employee private brand. Also took on responsibility for human resources infrastructure, including employment and employee relations, compensation, benefits and HRIS, as well as training and organizational effectiveness and internal communications. Report to President/Owner. Plan, organize, staff, manage and market the human resources function to business units. Show less

Hired as Operations Manager to plan, organize and control overall operations and HR functions of (1) 50,000 sq. ft. distribution/showroom facilities in the South Florida Region, and within 6 months was promoted to manage multiple locations and their functions. • Reduced DC expenses by 30% while raising productivity levels, service quality and inventory accuracy. Acted as internal consultant by analyzing and recommending solutions to issues specific to program or section areas. Presented… Show more Hired as Operations Manager to plan, organize and control overall operations and HR functions of (1) 50,000 sq. ft. distribution/showroom facilities in the South Florida Region, and within 6 months was promoted to manage multiple locations and their functions. • Reduced DC expenses by 30% while raising productivity levels, service quality and inventory accuracy. Acted as internal consultant by analyzing and recommending solutions to issues specific to program or section areas. Presented training sessions that were department specific. Built revenue growth to historic 18% rate vs. 6% level from previous 2 years, restructuring staff to eliminate underperforming teams.• Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity by 28% and reduced turnover by 21%.• Developed and led cross-functional teams that collaborated as a focused unit to achieve aggressive business goals, fulfill a broad range of HR functions and drive the evolution of concepts into achievable business strategies, growing sales by 38%. Show less

Hired as Operations Manager to offer leadership and operations expertise across core business and operational development functions and transition company from sole proprietorship to Partnership of a professional consulting/negotiating firm specializing in providing executive level involvement in the acquisition of facilities, human resources, working capital and capitalized assets. • Oversaw core business and development functions (e.g. sales & marketing, human resources, finance and… Show more Hired as Operations Manager to offer leadership and operations expertise across core business and operational development functions and transition company from sole proprietorship to Partnership of a professional consulting/negotiating firm specializing in providing executive level involvement in the acquisition of facilities, human resources, working capital and capitalized assets. • Oversaw core business and development functions (e.g. sales & marketing, human resources, finance and quality control) within operations yielding a 155% growth in sales, 100% employee retention the first two years and increased on-time delivery from 18% to 87%.• Introduced and executed comprehensive plan to transition company from sole proprietorship to Partnership which ultimately enhanced company’s overall tax position and raised working cash flow 60%. Developed company’s first-ever standardized disciplinary and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.• Increased gross profit margins 18% by restructuring organization after the implementation of multi-tiered root cause analysis and process management initiatives. Reduced inventory surplus 27% by implementing a demand based planning process and MRP system. Show less

Hired to fill management positions for this high growth, national casual theme steakhouse company operating 87 restaurants in 13 states with 850 employees. In 1997 promoted to manage a team of 9 in recruiting department. Managed exempt recruiting, training, employee relocations, benefits coordination with responsibility for medical, life, long-term disability and dental insurance. • Planned and directed HR efforts, including long-term strategy, compensation, recruitment, performance… Show more Hired to fill management positions for this high growth, national casual theme steakhouse company operating 87 restaurants in 13 states with 850 employees. In 1997 promoted to manage a team of 9 in recruiting department. Managed exempt recruiting, training, employee relocations, benefits coordination with responsibility for medical, life, long-term disability and dental insurance. • Planned and directed HR efforts, including long-term strategy, compensation, recruitment, performance management, benefits, employee relations, training and labor law compliance, reducing employee turnover by 31% and increasing workflow productivity by 19%.• Provided business partner support to the various groups at the support center with emphasis on handling associate relations and key staffing issues, producing a corporate “open door” conciliatory environment, yielding a 22% improvement in employee satisfaction ratings. Show less