• Responsible for transitioning the company’s HR practices from a “mom and pop” environment to a scaling, venture funded company. • Benefit broker transition used to implement “best in class” benefits for a remote, nationwide employee base. • Redeveloped 401k program to become a viable employee benefit with expanded investment options and oversight. • Restructured hiring practices among all departments. Seasonal employee hiring accounted for 150-250 annual employees who served between 4-9 months at a time. Full time employee count increased 25% as well. • Implemented various HRIS tools such as ADP WorkforceNow and Lattice. • Overhauled employee engagement through the use of engagement surveys, pulse surveys, and multiple committee formations. • Created a viable and repeatable performance management program including an annual review cycle and performance improvement plans. Tied to this was a full compensation restructure that relied on metrics.

• HR “department of one” tasks that include department design, employee onboarding,offboarding, HR policy creation, leave processing, compensation planning, benefitadministration, and employee discipline.• Oversaw company culture and led Deacom to culture/employment awards during everyyear in charge of HR. Tasks included event creation and execution, training initiatives,partnership with marketing to create culture material, engagement surveys, etc.• Member of the international expansion committee in which I helped bring the companyinto Frankfurt, Germany as its first overseas office. My responsibilities includedemployment contract creation, payroll setup, hiring guidelines, American employee Visaand transfer processing, forming legal and accounting partnerships, etc.• Guided the company through the COVID-19 pandemic and the transition to a fullyremote workforce.• Overhauled benefits program, 401k offering, and HRIS system (ADP WorkforceNow)• Full cycle recruiting responsibilities that include screening, hiring, and onboarding newemployees in both technical, operational, and sales functions.

• Manage operational expansion of men’s grooming product startup with 12 employees from product inception through national distribution in over 700 stores• Negotiated contracts with Target, CVS, and Harmon for in-store product placement which accounted for over 50% of total company revenue during first fiscal year in 2015 • Established lean operational procedures through network of manufacturing, warehousing, and shipping partners to reduce cost by 30%

• Generated $1,500,000 in sales of classic/used cars at a startup independent dealership while overseeing the lot operations and finance functions (loans and warranties)• Drove expansion of inventory from 20 to 90 vehicles to improve turnover and diversify selection to attract a wider range of clientele which led to 300% increase in sales over 6 months• Sourced and implemented software platforms in the areas of inventory control, marketing, and customer relationship management to limit headcount and operating expense

• Supervised 60 union employees within the valet department in the parking/retrieval of 7,000 weekly customer vehicles (one of the highest casino rates in the U.S.)• Designed disciplinary and training procedures with Teamster representatives to ensure a mutually beneficial environment for both employee and management