Telrite Holdings, Inc. is a telecom provider offering service to a broad spectrum of customers with specific needs. The company reaches those who are often under-served by other providers through a portfolio of companies: Pure Talk - focuses on budget conscious consumers Telrite Corporation - provides local and long distance service across the country H20 Wireless - offers no-contract wireless services for every need and budget on the nation’s largest and most reliable GSM networks Life Wireless - provides wireless service for qualifying consumers through the Federal Lifeline program.

● Negotiated Better Benefits Program saving $500,000+ per year while offering better coverage. ● Achieved 95% employee participation in employee survey increasing retention. ● Oversaw and trained all in diversity, equity, inclusion and belonging ● Reduced work-related injuries by over 90%, to a .07 % ratio. ● Directed a staff of 49, managed HR functions for over 7,700 ● Reduced turnover rates by 87%. ● Spearheaded all HR functions for multiple skilled nursing facilities, rehabilitation centers, home healthcare agencies, and a hospital spread over 9 states. ● Decertified 3 unions and initiated union avoidance by promoting a positive work environment. ● Operated as Chief Spokesperson for management during union collective bargaining agreements and managed all grievances and arbitrations. ● Oversaw compensation and benefit strategies to enhance employee experience, while reducing employer costs. ● Developed, implemented, and monitored a strategic human resource planning process to ensure leadership continuity and provide a supply of highly talented employees. ● Ensured human resources policies and practices were consistent, supported the mission, and were in compliance with guidelines, Federal, State, and local regulations. ● Developed HR-shared services, new retirement plan, and leadership development. ● Eliminated Agency Nursing and involved in 40 significant mergers and acquisitions. ● Developed a new leadership evaluation tool and implemented it for electronic completion. ● Ensured compliance with DOL, OSHA, ADA, HIPAA, FMLA, EEOC, and COBRA labor laws. ● Wrote an Employee Handbook and implemented policies for smooth business operations. ● Developed and implemented training programs and a Performance Management program. ● Developed and implemented Succession Planning program.

● Led a staff of 24 and managed HR functions for 4,100 employees and 28 locations in 3 states. ● Executed employee relations, succession planning, staffing, benefits, workers compensation, and unemployment; served as Chief spokesperson during all collective bargaining agreements. ● Decertified 2 unions and won multiple union avoidance campaigns to exceptional leadership. ● Improved communication and morale by coaching and counseling employees/managers on recruiting performance management and disciplinary issues. ● Implemented a system to investigate and resolve discrimination and harassment complaints. ● Transformed employee behavior by developing and engaging participants in formal and informal training on interviewing skills, performance reviews, supervisory skills, and safety. ● Ensured compliance with DOL, OSHA, ADA, HIPAA, FMLA, EEOC, and COBRA labor laws. ● Drafted Employee Handbook, and wrote policies for improved business operations.

● Owned and operated a highly profitable business with over $2.5M in annual sales revenue. ● Administered overall profitability, sales, and service for the large volume dealership which generated more than $1M annually in sales revenues. ● Oversaw operations, policy implementation, advertising/promotions, and strategic direction. ● Established and administered budgets and initiated cost controls to ensure profitability. ● Recruited, hired, and motivated staff, including key management and support personnel. ● Evaluated performance to devise and implement proactive management training processes. ● Established departmental goals with the management team, which are based on exceeding the expectations of customers through continuously improving products and services. ● Created and implemented an employee satisfaction program and benefits package. ● Ensured compliance with DOL, OSHA, ADA, HIPAA, FMLA, EEOC, and COBRA labor laws.

● Led employee relations, succession planning, staffing, payroll, benefits, worker's compensation unemployment, and safety with 1,450 employees, operating in 7 states. ● Spearheaded HR Department operations and helped create corporate vision and goals. ● Redesigned job descriptions using a "Vision for Success" to illustrate job performance. ● Reduced company's liability by implementing fair and progressive discipline.

● Provided HR leadership and support for 13 states and approximately 12,500 associates. ● Supervised the efforts of 3 Human Resources Managers, a Training Manager, 2 Recruiters, and an administrative staff of 3 while maximizing productivity. ● Provided expert consultation to the Executive Management team in the areas of employee relations, policy, and procedure Interpretation. ● Developed organizational design, recruitment, performance management, and compensation. ● Resolved all EEOC claims through timely, sensitive, and legal expert investigations, including representation of the company at all local, state, and federal hearings. ● Directed Union avoidance and kept company abreast of new and pending laws and regulations. ● Developed and taught training classes for all levels of management to increase skills. ● Conducted succession planning, management development programs, and annual performance appraisal process to optimize employee performance.

Oversaw Human Resources functions for corporate office & four districts, provided leadership for approximately 2000 associates. Acted as internal advisor to Executive Management team. Assisted employees, supervisors, and management in settling work-related conflicts. Represented company in all EEOC investigations through position statements or representation at mediation. Kept company abreast of new and pending laws and regulations. Managed employee relations issues. Counseled managers on organizational issues. Implemented standard hiring practices to facilitate proper interviewing, applicant screening & offers. Initiated procedures to attract, motivate, and retain associates. Designed and delivered a performance management process for the US in 2004, with global applications in 2005. Developed an online talent management system. Responsible for Union Avoidance. Directed the efforts of the Human Resources Manager, Payroll Manager, Training Manager, Recruiting Manager, and a staff of four.

Diverse scope of responsibility included the supervision and development of associates in the corporate office. Responsible for Executive Level Succession Planning, Management Development Program, and annual performance appraisal process. In conjunction with these responsibilities developed and administered the annual compensation programs. Provided leadership to built strong management teams. Personnel Management (e.g., hiring, interviewing, benefits, training, coaching and developing associates, etc.). Administered various compliance programs including EEOC, FMLA, FLSA, ERISA, HIPAA and OSHA.