Chief Innovation Officer at SPY - Responsibilities encompass the comprehensive oversight of HR operations, leadership in DEIA (Diversity, Equity, Inclusion, and Accessibility) objectives, and developing and implementing Learning and Development initiatives to foster staff growth.In addition, the Chief Innovation Officer is tasked with managing organizational risks, covering health, safety, risk, and corporate compliance aspects. Spearheading special projects, including real estate development, adds another layer to the transformative impact this role is set to make.This role embodies a commitment to shaping SPY's trajectory by fostering a culture of innovation and continuous improvement. With an unwavering focus on contributing to the organization's sustained success, the Chief Innovation Officer is poised to lead initiatives that leave a lasting legacy.

Responsible for all HR and Administrative functions for an $80 million+ nonprofit serving the homeless that provides all facets to 550+ employees in over 27 locations throughout California. HUMAN RESOURCES• Revitalized the HR department driving significant strategic change in a short timeframe. Transformed HR’s response from reactive to a proactive business solutions environment• Established companywide metrics for monitoring and measuring regional and total company turnover, HR budget, litigation, and management terminations• Achieved more than $40k in annual savings through implementation of Isolved, safety program, and automation/redesign of transactional processes, including electronic document management system to reduce staff costs and error margin.• Oversaw due diligence process for four (4) M&A initiatives and ensured the successful integration of all agencies. • Oversee critical HR initiatives to achieve CARF accreditation successfully• Support management and employees by providing human resources advice, counsel, and decisions• Manage, mentor, and coach of the human resources team. • Designed, established, recruited, and developed a new human resources headquarters department.• Provide strong HR support for the implementation of new programs and closures. ADMINISTRATION• Assist in organizing and provide logistical support for conferences, meetings, and seminars as well as in the creation of distribution materials • Manage the processing of agreements, contracts, and invoices • Complete special projects as assigned while identifying and suggesting improvements to processes and procedures

• Strategic business leader with active management involvement in shaping the company’s long range vision and strategy - and aligning the people and organization to create long-term value • Led the Program department for nine months and created clear vision, strategies and relevant programs• Manage public relations efforts for community programs and projects• Lead critical HR initiatives to successfully achieve CARF accreditation and DOR Vendorization• Oversee the Equal Employment Opportunity / Affirmative Action (EEO/AA) and Diversity Programs• Encourage employee engagement initiative featuring a new framework for employee-led committees that has empowered staff with authority to implement activities, make budget decisions, and function as intact teams.• Responsible for HR functional support for Quality, Supply Line Management, and Manufacturing as well as coordination of development programs for staff and client trainees• Conduct periodic assessments to measure the productivity of different departments and analyze causes of difference in the past and current outputs• Coordinate with respective HODs (Head of Departments) for formulating hiring procedures, job description and PA (Performance Appraisal) systems.• HR business consultant to senior management advising them in areas of HR strategies, talent development, and succession planning• Oversee the successful implementation of HRIS, and applicant tracking and performance management systems. • Design company’s corporate compliance, safety programs and training programs (for staff, client, volunteers, and board members)

• Changed existing Personnel Department into a streamlined HR department with bottom line accountability • Provided necessary developmental strategies for Security Officers and Field Supervisors; • Created instruction curriculum, training aids for instructing staff and corporate policies, etc.• Evaluate and analyze compensation structures to create benchmarks, budgets and proposals.• Maintain compliance with all industrial, federal, and state regulations• Effectively manage leave of absences; knowledgeable of leave law such as PDL, FMLA, CFRA and ADA as well as integration of the leaves• Initiate regular action meetings with top management to discuss potential areas of improvement• Take the leading part in various parts of HR such as payroll management, recruiting, employee training, leadership management, change management with adequate labor relationship.

Transformed HR from administrative role to strategic business partnership, including working with senior management to drive key business and implement performance initiatives. Developed hiring plans and conducted interviews training plans to ensure compliance with Department of Real Estate, state and federal regulations. Developed and established performance management, progressive discipline policy and recruitment guidelines for hourly and salaried employees. *Operate at Executive Staff Level in directing the business and resolving organizational issues*Changed existing Personnel Department into a streamlined HR department with bottom line accountability *Recruit difficult to fill positions in an extremely competitive recruiting environment. Reduced staff turns over from 72% to 14% by improving staff orientation and training, performance and professional training, and mid-level management coaching*Established training programs for staff in regard to all aspect of performance and professional development*Developed in-house training programs, resulting in approximately $100,000 savings*Restructured bloated organizational structure, streamlined administrative staff by 55%*Introduced new compensation program for sales and operations*Rewrote out of date Employee Handbook, updating policies to ensure compliance and adding new policies to improve morale.

Senior RecruiterBusiness professional with strong analytical and reporting skills. Creative, result-oriented business capable of leading groups through change engaging a positive, passionate, and proactive approach.Responsible for recruiting & hiring new staff. Proven ability to manage multiple projects simultaneously while meeting inflexible deadlines.• Manage a staff of 50 sales representatives• Reduced vacancy turnaround time from average of 55 to 20 days• Conducted extensive recruiting as sole recruiter accountable for filling 65 management, sales and administrative positions in 8 months• Instituted aggressive cost-reduction programs and upgraded policies and procedures• Meet with VP of Operations and the CEO to develop specific recruiting plans for the company• Worked closely with hiring managers and department managers to coordinate planning activities regarding hiring, trends, needs and recruiter strategies• Established and maintained the orientation schedule for all new employees