On Plane Consulting focuses on building Organizational Effectiveness in small businesses and startups. We help CEO's optimize and scale their organization with solutions tailored to their needs.

Fully responsible for all Human Resources functions for LABSCO, a company of 240 employees, reporting to the CEO. LABSCO was a privately held clinical laboratory device distributor purchased by Frazier Healthcare in February of 2011. Frazier sold LABSCO to McKesson in May of 2016• Managed the company’s HR team during high growth period. Gross Revenue increased from $114M to $300M while EBITDA increased from $1M to $8M. Investors realized a gain of 3.1 times their initial investment in 5 years• Led, designed and implemented sales compensation, sales staffing and sales performance management strategies resulting in a market leading sales team• Designed and implemented LABSCO’s benefit strategy, including plan redesigns, moving to self-insurance and wellness screenings resulting in a market competitive benefits while limiting benefit cost increases• Conducted multiple RIF’s resulting in proper staffing levels across the organization with zero legal actions• Reduced HR staff from 7 to 3 using process and HRIS technology improvements resulting in better service levels to internal customers at a lower cost• Responsible for HR portion of diligence and planning during M&A activity with Siemens and McKesson. Staffing plans for Siemens sales transition of $190M in business resulted in no sales force turnover and a fully staffed sales force as of go live

Working at Amazon.com's largest fulfillment center with between 1200 and 5000 Full Time and Temporary Associates. I have full HR responsibility for 350 to 650 Associates in a 24/7 operation with one direct report.Responsible for all aspects of HR including staffing, compensation/payroll, employee relations, manager training and development, performance management, investigations and discipline for my groupLed the Associate Insight Survey for North America, covering over 5000 Exempt and non-Exempt Associates in 30 locations twice in 2010 and achieved over 95% participation, a 6% point increase from 2009. Established and facilitated an Associate action committee locally to develop responses to associate concerns raised in the survey and drove these to completion. One solution was sighted as a best practice for North AmericaSet in place structure for ADA placement and work accommodations for the Lexington siteWorked with HR Assistants to establish HR floor hours and kiosksLed building Leadership review for 2010 delivering ratings for 96 Exempt and Non-Exempt Associates on time and in line with Amazon.com's guidelines

CVG1 is solely responsible for fulfillment of shoes, purses for Amazon.com and Endless.com. CVG1 is a two shift 20/7 operation with between 250 and 500 fulltime and temporary Associates. Fully responsible for day-to-day Human Resources and Temp Staffing Vendor at CVG1, managed the Building Admin, and HRA for CVG1Lead Kaizen to streamline labor sharing between CVG buildings. Although it had initial resistance, the process lead to a 100% increase in placement of "shared" associates into labor paths allowing protection to and increase of building capacities while mitigating some temp vendor staffing issues. It is still being used outside of peak with no issues and was identified as a North American best practiceImplemented performance management, job rotation, perfect attendance program, VTO process, transitional work program, Associate Kiosks, and department roundtables in CVG1Participated in projects for HR AIS action plan, HR Peak Metrics automation, Employee Relations Score Card, all with successful resultsManaged HR for an additional building and HRA in Hebron (CVG2) for 6 months while a replacement HRBP was identifiedBenchmarked Zappos.com for employee relations best practices and implemented an Associate store and Associate recreation area

Supported a group of 250 Engineers and Technicians in multiple locations who design and develop Heavy Duty Diesel Engines.Developed and implement a performance management audit tool globally across Cummins, now used for 10,000 exempt employees. This resulted in a 30% increase in utilization of Cummins performance management tools within exempt employeesConducted a project researching ability to collaborate over distance with geographically dispersed teams. Project resulted in ongoing focus on this topic from the leadership team I supported and a plan to actively seek and solve issues from this survey increasing efficiencyDeveloped and implemented a staffing projection tool to manage exempt staffing. This tool was referred to as a best practice by the group I supported and enabled us to hit our staffing goalsMentored 1 direct report who replaced me when I left that role

Served as a consultant to many small and emerging companies. CBIZ specializes in establishing HR practices and policies as well as HR outsourcing for small companies that otherwise have little or no HR support.Reviewed current handbooks for legal compliance and functionality, made recommendations, assisted with implementation of new handbooks and management guidebooks. Assisted companies with general HR issues including staffing, discipline, and termination

is a tier one automotive supplier with over $15 Billion in annual sales. Lear's Hammond plant assembles all the seats for the H2 Hummer, Ford 500 and Freestyle, and the Mercury Montego.Filled in for and completed all duties of the Human Resources Manager in his absence-up to two months in length Trained and supervised three Human Resources Administrators-two at the same timeParticipated in Health and Safety walkthroughs. Assisted in solving safety issues when necessary. Lear's Hammond facility has gone over three years without a lost time incident Worked with the U.A.W. to settle issues proactively. Averaged 1 grievance per month in a plant with 310 hourly employees-most were for terminations. Settled grievances at second, third, three and a half steps and at mediation Mentored and counseled all levels of salaried staff at the plant-including the plant manager on management questions or issuesSix Sigma Green Belt Certified Led HR Department in preparation for TS16949 audit and helped the plant receive certificationManaged the hiring process including testing, interviewing, physicals and drug screens for over 85 new hourly employees Worked with other departments and government agencies to secure grants for training and tax abatements valued at $600,000Managed attendance policy by granted leaves of absence, FMLA, and suspending or terminating hourly employees for infractionsInvestigated policy violations, determined discipline and informed the employee of the discipline for salaried and hourly employeesLiaison between the company and legal representation for sexual harassment lawsuit during the discovery phase of the lawsuit. Answered EEOC Charges-all six have been dropped

employee seat assembly plant. Lear's Bridgeton plant assembles seats for the Dodge Ram.Investigated grievances, shop rule violations, and discrimination claimsUpdated and maintained a grievance data base with over 2000 open grievances, and participated in closing over 1000 of them

Served as an HR Generalist at Ford’s 2,000 employee metal stamping plant