Support the driving force behind our company’s people strategy by overseeing all facets of our talent lifecycle. This ensures that our company attracts, retains, and develop the best talent while providing opportunities to utilizes their strengths, be the best version of themselves, and build a career with us.

Performance Coaching• Coach employees on their career development, challenges, and successes.• Build trusting relationships with business partners to identify top talent coaching opportunities to grow our employees to grow our company.Competency Development Management• Design competency band models that provides clear direction, succession, and growth for all employees.• Incorporate a layered learning strategy that aligns with the competency bands that provide consistency in competency development through all employees.• Create competency career paths for employee owners to provide direction, development, and succession for key talent. Facilitation and Program Design• Partner with Department Leaders and SME's to create and facilitate training and team building programs. • Assess training needs through gap analysis techniques including interviews with employee-owners, focus groups, and consultation with business and outside vendors as necessary• Evaluate training and development approaches to optimize effectiveness, costs, and business impact. Learning Management System Management • Design Performance Management processes to drive employee development, increase performance, and engage productive coaching conversations.• Create targeted e-learning modules that provides micro learning for easier attainment and adoption

Partner with our employees from across the company to create a culture of development in all the stages of the employee life cycle that is focused on attracting, retaining, and growing an engaged and energized best in class work force that builds brands people love with products we believe in alongside people we care about.

- Responsible for developing and executing the employee-growth strategy. - Create and lead development planning for employee succession. - Oversee the development and growth of the whole employee life cycle process. - Drive the organizational development process by leading competency mapping for career planning. - Facilitation of internal performance, leadership, and coaching programs. - Create a culture of growing leaders to grow the company.

Learning Management System Management • Design Performance Management processes to drive employee development, increase performance, and engage productive coaching conversations.• Create targeted e-learning modules that provides micro learning for easier attainment and adoption.Facilitation and Program Design• Partner with Department Leaders and SME's to facilitate training and team building programs. • Consult with 3rd party experts to collaborate and deliver targeted learning initiatives.• Created a gamification change management training program for an ERP rollout that saved money and increased user learning.Competency Management• Design competency band models that provides clear direction, succession, and growth for all employees.• Incorporate a layered learning strategy that aligns with the competency bands that provide consistency in competency development through all employees.Performance Coaching• Coach employees on their career development, challenges, and successes.• Build trusting relationships with business partners to identify top talent coaching opportunities to grow our employees to grow our company.

Training Management• Assess training needs for individual regions and departments to create yearly training plans / goals.• Develop training materials and conduct train-the-trainer programs. • Conduct evaluations of programs and continuously improve existing programs.Facilitation• Facilitate courses, round-tables, and/or webinars. • Facilitate strategic team meetings and team-building events for departments and job-sites. Competency Management• Oversee the design, creation, and banding of the competencies for each organizational role.• Align and create training strategies to support competency and organizational development.• Create performance management processes for succession planning and career growth.Internal Performance Coaching• Coach employees on the career planning process.• Help identify learning and coaching opportunities for individuals, departments, and regions.

Supervisor, Training and Quality• Lead a team of 16 employees to meet the guideline of our customers to guarantee compliance and accreditation.• Provide continuous improvement recommendation to internal customers for training and process advancement.• Support external customers by auditing and monitoring cross departmental programs to meet quality standards.

Business Consultant – SMB Division • Manage a territory with 300 – 500 small to medium sized business customers.• Provide telecommunication recommendations to increase business growth, profits, and efficiency. • Cold call customers to develop business solutions and partnerships.

Employee Development Manager • Implement and manage Ohmart/VEGA’s comprehensive layered learning strategy for compliance and professional development.• Balance over 5000+ hours of training yearly that provides 700+ opportunities for learning and development.• Create, schedule, and facilitate training classes that target Ohmart/VEGA’s corporate mission, vision, and values.Co-op Program Manager • Develop project based and team building work experiences and opportunities for all co-ops at Ohmart/VEGA.• Recruit and hire top talent by building productive lasting relationships with key position holders at colleges and universities.• Manage and mentor co-ops to be prepared for full-time hire upon graduation.Environmental, Health, and Safety Manager • Manage safety supply vendors to provide the appropriate PPE, training, and equipment to reduce risk of accidents and illnesses. • Manager of the Emergency Response Team that trains and communicates first response processes and procedures.• Investigate, audit, and analyze work processes and procedures to reduce safety risks. Community Outreach Program Manager• Manage Ohmart/VEGA’s vision on being an active member in the community.• Coordinate and lead volunteer events with community organizations that build lasting and consistent relationships with the community.• Balance financial and volunteer contributions to the community to optimize the opportunity to make a continual positive impact.

• Trained and implemented 5-S Lean Manufacturing practices through the Operation offices.• Perform root-cause analysis reports on customer related issues to re-establish customer loyalty and build lasting relationships.• Analyzed customer data to find trends and implement Kaizen process improvement changes to prevent quality issues.• Lead value stream mapping sessions to increase efficiency by adding LEAN principles in underperforming departments.• Managed the corrective and preventative action tracking database to improve quality and prevent quality issues.• Lead continuous improvement project teams to target process and procedural inefficacies.