• Responsible for managing the Union Labor Relations at Bobcat’s Gwinner ND facility.• Oversaw 3 direct reports, fostering positive employee relations of the location’s +1,200 production staff.• Addressed concerns and questions pertaining to the Collective Bargaining Agreement, employee disciplines, company policies, company benefits, work-site injuries, and overall plant safety.• Partnered with Operations Leadership and Local Union Leadership to define expectations from both… Show more • Responsible for managing the Union Labor Relations at Bobcat’s Gwinner ND facility.• Oversaw 3 direct reports, fostering positive employee relations of the location’s +1,200 production staff.• Addressed concerns and questions pertaining to the Collective Bargaining Agreement, employee disciplines, company policies, company benefits, work-site injuries, and overall plant safety.• Partnered with Operations Leadership and Local Union Leadership to define expectations from both parties in matters, and conduct investigations in a timely and professional manner to determine root causes.• Led the team to find equitable solutions between company operations and production staff, and drive higher positive employee experience for all to maintain production throughput.• Work with Talent Acquisition to improve upon new hire experience.• Led initiatives to improve upon plant safety, reducing future lost-time incidents and accidents.• Working closely with Local Union Leadership, professionally and productively worked through 3rd and 4th Step Grievances to avoid need for future Arbitration.• Conducted weekly meetings with outside contractors, Worker’s Compensation Insurance, and internal Safety Team to find root causes of injuries, minimize company exposure to lost-time accidents, and improve employee experience.• Mentoring and Coaching staff on how to navigate conflict negotiation, and interpersonal communications. Show less

• Responsible for full cycle talent acquisition locally in Fargo ND and across the nation for remote staff. Positions include roles in Accounting, Investment Sales, Marketing, Operations, Finance, and C-Suite Executives.• Responsible for Payroll Administration and Processing (and calculating allocation across multiple entities), Benefits Administration, and Safety related issues.• Tasked with driving change to improve employee satisfaction, overhaul the organization retention efforts… Show more • Responsible for full cycle talent acquisition locally in Fargo ND and across the nation for remote staff. Positions include roles in Accounting, Investment Sales, Marketing, Operations, Finance, and C-Suite Executives.• Responsible for Payroll Administration and Processing (and calculating allocation across multiple entities), Benefits Administration, and Safety related issues.• Tasked with driving change to improve employee satisfaction, overhaul the organization retention efforts, improve recruitment, and increase overall employee engagement and morale to create a workplace culture of Employer of Choice.• Own and facilitate the Performance Review process for the organization.• Benchmarking of current and future roles to remain competitive to market.• Coaching current staff regarding leadership techniques, interpersonal communication, and conflict negotiation.• Act as trusted advisor to Executive Leadership to execute strategic hiring, employee development, career progression, organizational structure, and drive current and future growth of the organization.• Developed and implemented business continuity planning regarding high level roles.• Serve as onsite IT professional with Admin over Microsoft 365, Teams, SharePoint, and Monday.com, as well as troubleshooting & setup of laptops and office equipment as needed. Show less

• Responsible for talent acquisition and talent management including full cycle recruiting and onboarding over 4 physical locations, and current employee population over 350.• Facilitate and manage roll-out of HRIS system (Paycom) and related communication.• Resolve remaining issues prior to HRIS implementation such as benefits claims, change reporting, and invoice approval.• After HRIS implementation, administer training and troubleshooting of new online employee self-service.•… Show more • Responsible for talent acquisition and talent management including full cycle recruiting and onboarding over 4 physical locations, and current employee population over 350.• Facilitate and manage roll-out of HRIS system (Paycom) and related communication.• Resolve remaining issues prior to HRIS implementation such as benefits claims, change reporting, and invoice approval.• After HRIS implementation, administer training and troubleshooting of new online employee self-service.• Maintain Paycom administration and reporting with timely processing and data integrity.• Manage timekeeping system within Paycom.• Coach supervisors regarding appropriate response and resolution of employee issues. Show less

•Created a HR Department from the ground up and put into action policies, procedures, and systems for recruitment, retention, and development. Tasked with getting the company up-to-date with legal compliance, and gave Magnum the ability to bid on larger projects than they had before and perform Federal Contracting.•Drove fast and profitable growth through recruitment of top talent. Company was operating with under 100 total staff, 3 offices, and working in 2 states with sales of $20M.… Show more •Created a HR Department from the ground up and put into action policies, procedures, and systems for recruitment, retention, and development. Tasked with getting the company up-to-date with legal compliance, and gave Magnum the ability to bid on larger projects than they had before and perform Federal Contracting.•Drove fast and profitable growth through recruitment of top talent. Company was operating with under 100 total staff, 3 offices, and working in 2 states with sales of $20M. Currently now has 5 offices, over 220 staff, sales exceeding $50M and operating in 9 states. Also oversaw the retention and conversion of staff from 2 company acquisitions. •After extensive salary and benefit benchmarking across the company, through new salary decisions and benefit offerings was able to increase employee retention, minimize past excessively high employee attrition, increase and create employee career and safety training opportunities, and thus change public perception of the company through prior stated items. Result was bolstering the Company brand both in recruitment and sales.•Training and mentoring office/project management personnel in HR principles and law, while also recruiting and training additional team members for HR and Safety (created a full-time Safety Management Department).•Managed all employee relations, conflict management, performance management, training/development, compensation, Worker’s Compensation, Risk Management, Unemployment, Onboarding and Orientation, Benefits Administration, employee time off (FMLA, Vacation, Leave of Absence, etc.), Legal Compliance (DOL, ADA, Davis Bacon compliance, WHD, EEOC, OSHA, COBRA, individual state laws, etc.), and Dehiring procedures•Lead negotiations for Insurance renewals year after year, including switching to new vendors, moving to be a self-funded group, improving/expanding benefit offerings to create a better employee experience and increase affordability. All while not increasing company budget. Show less

•Tasked with starting a new branch office in Fargo ND to include hiring new recruiter, sales staff, field crafstmen staff, business development networking and outside sales for new clientele, and negotiate new office space.•Training and development of office personnel in intricacies of their positions in a mentorship model.•Setting and achieving sales goals for staff and myself. Setting office budgets. Managing AP/AR and Payroll. Supplementing craftsmen recruitment and outside sales… Show more •Tasked with starting a new branch office in Fargo ND to include hiring new recruiter, sales staff, field crafstmen staff, business development networking and outside sales for new clientele, and negotiate new office space.•Training and development of office personnel in intricacies of their positions in a mentorship model.•Setting and achieving sales goals for staff and myself. Setting office budgets. Managing AP/AR and Payroll. Supplementing craftsmen recruitment and outside sales. Coaching field craftsmen to improve on themselves and grow in their specific trades. Legal/Corporate onboarding paperwork and new hire orientation.•Managing Worker’s Comp, Unemployment, Benefits Administration, Safety Training, Dehiring, and employee time off (FMLA, Vacation, Leave of Absence, etc.) Show less

•Performed outside sales to build book of business, acquire new clients, conduct business development with current clients and improve upon sales levels and referrals for temporary construction labor staffing in the midst of “The Great Recession”•Recruiting, hiring, dehiring, and managing both current and newly employed workforce of trades personnel dependent on client needs (i.e. carpenters, welders, crane operators, electricians, pipe fitters, etc.)•Following corporate procedures for… Show more •Performed outside sales to build book of business, acquire new clients, conduct business development with current clients and improve upon sales levels and referrals for temporary construction labor staffing in the midst of “The Great Recession”•Recruiting, hiring, dehiring, and managing both current and newly employed workforce of trades personnel dependent on client needs (i.e. carpenters, welders, crane operators, electricians, pipe fitters, etc.)•Following corporate procedures for precise processing of timecards of field employees, completing new hire paperwork and data entry into company HRIS. Completing necessary data entry for client and work order records, ensuring field employees are working to OSHA standards, and conducting timely invoice collections with clients.•First started in the Minneapolis MN branch as a “Field Rep” among a team. Then transitioned to operating/running the St Cloud MN branch and assuming the responsibilities of manager/sales rep/recruiter/payroll/Accounts Receivable with some administrative assistance from the Minneapolis branch, while at same time prospecting and building business and workforce in North Dakota and Northern Minnesota and delegating what was able to the team back in Minneapolis. Show less