-Conducted regular meetings with VP’s and provided HR guidance on compensation practices, performance management, department restructures, workforce planning and succession planning.-Collaborated on and contributed to organizational DEI efforts and goals to continuously champion, promote, and advance diversity, equity, and inclusive excellence-Worked closely with management and employees to improve work relationships, build morale, productiveness and retention.-Analyzed trends and metrics with the HR team to develop solutions, programs and policies to ensure departments are fair, equitable, and follow organizational policies and strategies.

-HR lead for 700+ employees, across 9 locations, in the areas of employee relations, leave administration, compensation, worker’s compensation, accommodations, compliance, payroll, and HRIS management-Streamlined Leave of Absence and FMLA processes in addition to improving parental leave policy-Updated investigation process to ensure accuracy and compliance-Provide guidance to leaders in regards to policies, performance, employee relations, and compensation-Manage employee life cycle: recruiting, onboarding, training, performance management, employee relations, training/development, and offboarding-Implemented and updated multiple HRIS systems (ADT to Dayforce and Dayforce to Paycom)

•Daily collaboration with the HR Global VP on executive succession planning, executive development, and improvements to business strategy•Managed the employee compliance hotline, which tracked employee complaints, held monthly meetings with the executive HR and Law departments, and developed quarterly reports for the board of directors meetings.•Translated materials to Spanish and presented health insurance options to hourly employees in predominately Latino facilities•Organized and led executive meetings such with the HR leadership team, and Annual business conference committee in order to help execute the FY17 and FY18 strategic priorities in a timely manner•Provided HR support to corporate employees during their recruitment and selection process such as scheduling interviews, facilitating interviews, deploying background and drug testing screenings, developing offer, and conducting new hire orientation. •Created and implemented standard work for the employee recognition program, value of the month, and featured HR messages in order to promote engagement and alignment•Worked with a cross-functional team to develop and implement improvements to the onboarding and immersion process in order to more effectively integrate new employees into the culture and strategy of the company•Lead a report outs for executives on Talent acquisition Kaizens in order to simplify the processes for scheduling in order to eliminate waste and decrease the time to fill numbers for the next 5 years

•Conducted a data analysis project in order to evaluate staffing needs amongst hourly employees in order to reduce costs and increase productivity. Presented suggestions based on data which resulted in a cost savings of over $290,000 savings for 2017 by hiring 12 new employees•Built recruitment materials and booth for the REACH program to help attract top talent engineers to the facility•Implemented a new hire orientation process for salaried employees in order to more quickly and effectively align them with the companies strategies•Audited the current monthly performance review process by getting feedback from current employees and used the results to make process changes and improvements which resulted in more proactive and developmental conversations •Implemented an exit interview in order identify a recent increase in turnover amongst millennial hourly employees•Worked with union representatives in establishing a safety observation program to promote safety in the mill and in the office areas.

Assisted two students per week by simulating professional interviews for freshman-graduate students through the second most used service of the Career Center

Collaborated with a team of four in order to build a pipeline of over 10,000 potential candidates, who were soon to be graduating from Golden Apple that would be great candidates for teaching jobs for the growing network of charter schools.

•Designed, managed, and produced high quality marketing materials such as flyers, posters and social media messages to encourage inner-city Chicago families to attend Catholic schools•Planned and orchestrated outreach movie night event to build awareness and promote enrollment at Maternity BVM, which resulted in 13 new students and $1,700+ in sponsorships and donations

-Trained new staff on operating procedures, safety, and customer service-Trusted with the depositing of daily profits into a secured safe-Oversaw the auditing and inventory of front of the house and back of the house-Responsible for 50%-100% of entire sales -Trusted with business keys and responsible for opening and closing assigned location