HR Advantage Advisory offers small and mid-size businesses robust outsourced human resource, risk management, and compliance solutions. We are different from other HR service providers because we are backed by a national law firm and staffed by certified HR Professionals. We provide a comprehensive outsourced HR department or customized solutions with an affordable and flexible pricing structure which aligns to the size of your workforce.

Worked with premier clients including Bright Horizons and North American Bancard to provide talent project and strategy support. Projects included implementation of a pre-hire assessment, identification of talent acquisition process enhancement opportunities, HR scorecard metric development and organization design support.

• Responsible for talent acquisition/management strategies and activities for 1000+ early childhood education centers in 37 states with ~11,000 hires annually.• Led a team of 30 talent professionals.• Implemented a mobile optimized apply process, integrating a 3rd party selection assessment, external job search engine and IBM's Kenexa BrassRing ATS.• Focused on TA metrics to identify optimum sourcing channels and tools to reduce time to fill, increase candidate and hire quality and ensure internal customer satisfaction and communication. • Created and/or revised numerous talent selection tools including standardized interview guides, interview feedback tools and interview training for field managers.• Replaced background screening vendor reducing annual spend by over 50%. Eliminated the use of an outside agency for ad placement, reducing advertising costs 80% over two years.

• Responsible for talent acquisition/management strategies and activities for all world HQ positions and key management positions across U.S. operations.• Launched a Manager-in-Training program for internal and external high potentials including a focused effort on diversity recruitment. Developed a college recruitment program targeting diversity schools to further develop Kelly’s talent pipeline.• Enhanced Kelly’s INROADS internship program focus to improve student hire rates and develop a clear career development plan for students. • Enhanced Kelly’s International Duke MBA internship program to more closely align with the goal of developing potential leadership talent for international operations. • Revised and enhanced the performance management tool and re-launched an internal on-line career development planning tool.• Prior to Talent Management role, functioned as Director, Human Resources for almost seven years. Responsible for employee relations support for a $850M division of Kelly Services. Lead a team of three HR Managers in the HR support of 300+ branch offices (~1000 FTE's).

• Joined Quality Dining shortly after company went public and experienced tremendous growth through acquisitions and new store openings. Participated with newly created HR team to develop/update/standardize employee handbook, HR training, performance management process and a variety of HR processes.• Managed employee relations and salaried management recruitment for three full-service and two quick service restaurant divisions in Michigan and Northern Ohio (50+ locations).• Developed management internship with Bruegger’s Bagel division for hospitality majors at Michigan State University. Identified 4 interns for the initial summer semester. • Developed orientation program for Bruegger’s Bagel and Burger King divisions. Trained 85 managers. • Responsible for HR planning for new restaurant openings for 8 Bruegger’s Bagels, 3 Chili’s and 3 Papa Vino’s. Hired 52 managers and coordinated recruitment strategy for 660 hourly staff for these openings.

• Managed employee relations and salaried management recruitment for 50+ restaurants in Michigan, Chicago and Milwaukee. Hired 100+ managers annually.• Researched and implemented a random, post-accident and pre-hire (for management candidates) drug testing program. • Created and implemented ADA training for restaurant managers at the onset of the American with Disabilities Act.• Managed worker’s compensation and chaired safety committee. Reduced injuries from 3.5 per restaurant to less than 2. Reduced lost work time injuries by implementing light duty program as well as aggressive claims management with third party administrator.• Managed state unemployment administration. • Investigated employee relations issues, including responses to EEOC and state agency claims.• Created and conducted HR related training courses for restaurant managers including sexual harassment, performance management and recruiting and interview skills.