Coach Sr leaders to develop, motivate and provide accountability to their teams to optimize performance levels and engagement more effectively. Developed best-in-class DEI initiatives, designed and presented instructor-led training for the HR department and 350 upper-level leaders. Created and led the implementation of a multi-year DEI strategy. Company expert in DISC and other assessment tools used in hiring, development and promotions of top talent. Built the Talent Acquisition function – Yielded $440K+ in annual savings through a transition from the use of external recruiters to a newly created internal recruiting team—built entire recruiting team, crafted Applicant Tracking System (ATS) RFP, identified vendors, evaluated responses, selected vendor, drove entire implementation project, and conducted training for entire HR organization. Lead continuous improvement projects to improve sourcing capabilities, upskill recruiters and function as a best in class TA function. Facilitated hiring 220 service and maintenance employees across 48 states in just 8 months, incorporating local and state laws regarding safety, compensation, benefits, work environment, and employee relations. Designed and implemented training, communications, pay process, reporting structure and KPIs. Hired an HR Manager to support this new and growing function. Led a company-wide global restructuring for sales and corporate functions. Evaluation of the organizational structure of the sales and corporate functions to eliminate inefficiencies and focus resources on the most significant growth opportunities globally —savings target of $4.3M for sales group and $12M company-wide.New build – facilitated the on-time and on-budget opening of a new manufacturing facility in the UK with 80+ employees. Drove employer of choice status throughout our hiring and onboarding of all leadership roles and ongoing hiring of plant employees.

Strategic Recruiter supporting multiple corporate functions. Partner with hiring managers to determine candidate qualifications needed to be successful. • Manage all phases of recruitment including defining Hiring manager needs, posting positions, sourcing, ATS management, screening, making compensation recommendations and negotiating offers. • Build and maintain external networks by developing passive and active candidate pipelines. • Develop a strong talent pool for each requisition by defining a sourcing strategy and actively • Cultivate influential relationships with client groups including IT, Legal, Customer Service, Human Resources, Finance and Marketing. • Successfully sourced and screened candidates to fill VP Training position in 4 months. First VP level position to be filled by an internal recruiter.

Strategic business partner supporting multiple VP Sales in Specialty Channels and Retail, including 10 Senior Retail Sales Directors and other senior leaders of supporting functions across the North American businesses. • Conducted Talent Review and Succession Planning sessions to determine organizational deficiencies and built development plans to fill gaps within the Sales function.• Increased employee engagement by collaborating with business leaders to interpret Opinion Survey results. • Led the annual Performance Management Development processes including employee training and coaching, calibration and employee development planning. • Change management lead on multiple large-scale projects to improve the effectiveness of the US Sales Organization. • Acted as the HR expert on the US Sales and Specialty Sales functions on several large-scale reorganization projects.

Collaborative business partner supporting East Region Vice President of Sales and leadership team, 1,500 full-time and 1,800 part-time employees across 22 states and multiple functions including front line sales, distribution, sales support, finance and Account/HQ Sales. Led efforts to build a diverse workforce through intern programs, veteran outreach, college career fairs, hiring manager education and staffing partners. Significantly improved representation of female and minority employees. • Ensured business needs were met by the new HR service delivery model and acted as change agent to guide the rollout of new initiatives. • Led the annual Performance Management and Development processes for Sales, including employee training and coaching, development and succession planning.• East Region led the country in Culture Survey results and ranked #1 in sales and distribution metric achievements for multiple years.

Provided recruiting leadership to all Business Units and functions within Kellogg’s at all levels. • Managed the full-recruiting cycle in partnership with an external vendor to ensure a pipeline of highly qualified talent. • Researched and developed a Diversity recruitment strategy.

Provided HR support to the Region Sales Directors, Account Sales Directors and their teams. Provided guidance to sales leaders to ensure fair treatment of employees, conducted investigations to obtain complete information, partnered with ER COE to ensure timely & consistent resolutions & coached leaders on having effective difficult conversations. •Ensured the Employee Development process was effective and linked to the Kellogg competencies. Provided guidance on how daily work tasks could be integrated into a development plan as a learning opportunity and created an L&D Committee to further support this in the respective sales zones. Supported the Region wide calibration of Performance Reviews. •Collaborated with Sales Directors by evaluating their current structure to ensure optimum efficiency and support of the business priorities. Supported the sales organization by providing guidance during numerous projects and ensuring the impacted employees felt they were treated with respect and dignity. •Participated as DSD Sales lead on numerous corporate project teams, including choosing & implementing a new staffing vendor& process, creating a mentoring program for the field, developing the 2007 Global Culture Survey strategy and participating on the Learning & Development Ambassador team.

Redeveloped the orientation program to meet the needs of a new store. This included developing train the trainer for other facilitators, facilitated sessions to accommodate 400+ new hires & revised the program to meet the needs of an open store. Assured that all IKEA policies and procedures were implemented consistently by partnering with other business units within the store. Provided guidance to co-workers & managers in need of HR guidance with employee relations issues or concerns. Developed and maintained co-worker recognition programs, including Co-worker of the Month, Ambassador Program and Service Award program.

Project Leader for build-up of a new store. Coordinated all recruiting, community relations, advertising and training efforts for the new location while ensuring all project goals were met within budgetary limits. In collaboration with business partners, assured that IKEA HR policies and procedures were implemented consistently. Developed an EEO data collection process and procedure that was implemented throughout North America. Administered all benefit programs for Corporate Co-workers, including Medical, Dental, STD, LTD, Life Insurance, 401k, EAP and AD&D. Developed and maintained MS Access databases for location specific HR information as well as ensured accurate, current data in the company wide PeopleSoft HRIS. Facilitated training programs for management and co-workers. Consulted with management to ensure timely and fair resolutions of employee relations issues.

Coordinated all recruiting efforts, including posting positions, pre-screening candidates, conducting interviews, checking references, negotiating and extending offers. Created a Group Interview process to minimize time to fill and maximize the quality of hires. Created and facilitated New Hire Orientations. Ensured employees understood all policies and procedures. Assisted in the development of the USA3000 Airlines HR Department; including creating policies and procedures, benefits selection and administration, establishing and maintaining all state withholding and SUI tax accounts, creating new employee orientation programs, and resolving employee relations issues. Administered all benefit programs, including Medical, Dental, COBRA, 401k, Life Insurance, STD, LTD, Long Term Care and AD&D ensuring accuracy of all billing, enrollments, terminations and claims. Key player in the migration to ADP from Paychex and Ceridian payroll systems. Managed the payroll process for 6 affiliated companies. Main contact for employee relations issues from preliminary investigation to the successful resolution. Developed and administered a training program to accompany the implementation of a Kronos time keeping system.

Key contributor in the selection and migrations to new Medical and Dental carriers. Administered all benefit programs, including Medical, Dental, COBRA, 401k, Life Insurance, STD, LTD & AD&D, ensuring accuracy of all billing and enrollments. Created New Employee Orientation program and conducted all Orientations. Successfully identified, screened and hired technical candidates for the Network Operations Center. Gathered information and investigated Employee Relations issues ensuring confidentiality throughout the process. Creator and Chair of the Employee Satisfaction Committee.

Assisted in the initial creation of the Human Resources Department. Assisted in the writing, editing, printing and distribution of the Employee Handbook. Performed benefits administration and assisted employees with questions pertaining to company policy, benefits, vacation, sick leave and payroll. Processed ADP payroll for over 200 employees.