Driving strategic initiatives for compensation and benefits teams at Aldine ISD to attract and retain the best and brightest educators.

Manage Global Total Rewards programs for UK and US Workforce.

Managed Health and Welfare Benefits, Compensation & Total Rewards, HRIS, Diversity, Equity and Inclusion programs. Implemented PAYCOM HRIS portals. Benchmarked positions and analyzed pay equity using Payfactors compensation tools. Participated in salary surveys. Implemented plan to eliminate pay compression over two year period. Created Job descriptions. Created communications, facilitated virtual and online training sessions.

Strategic HR Leader driving HR innovations and organizational development for workforce that consists of manufacturing, construction and sales in the home improvement industry. Introduced a people and culture strategy to attract and retain top talent. Created a culture of learning, growth and development. Built a People support team that delivers excellence in HR partnership, systems, processes, data, project management, and compliance. Completed implemenation of ADP Workforce Now and E-time. Managed Total Rewards, Payroll, Employee Relations, Talent Acquisition.

Recruited to join the company to rebuild and expand the Human Resources department to meet the needs of the growing organization. Served as a Member of the Executive team, reporting directly to the CEO and Owner. Created a culture of learning, development and engagement. Branded organization as a top place to work. Managed the HR staff and budget, including health and welfare benefits, compensation, people analytics, compliance, payroll, talent acquisition and training.• Redesigned the corporate and regional HR function (50+ retail branches nationwide) to add HR functionality to deliver higher value, including the automation of a paper-based system through implementation of PAYCOM HRIS system, transformation of the benefits programs, and access to corporate learning.o Evaluated HR systems to automate payroll, benefits enrollment, performance management, applicant tracking, HR analytics, compliance and HR reporting. Developed a RFP, evaluated vendors, negotiated the purchase of the system, led system implementation (requirements, testing, training) and implemented full functionality including the employee self-service portal. Eliminated paper-based processes, improved data integrity, increased efficiency, and introduced a formal performance management system. o Introduced monthly educational sessions, an annual wellness fair and developed new electronic benefits platform to educate employees. o Transitioned the retirement plan to a new administrator and compliance team through a vetting process that led to the selection of a new plan, resulting in more investment options and improved access for employees through integrated technology and information. Established a 401(k) committee, serving as plan administrator and fiduciary (including audits, quarterly review of plan investments, etc.).

Supported approximately 2,000 Engineering, Manufacturing and Research and Development (R&D) Responsible for Succession Planning, talent acquisition, organizational change, performance management, compensation and benchmarking, employee relations, training and development, division communications. • Led relocation project, Designed messaging and communications, hosted employee and family communication meetings, conducted focus groups, and recommended HR policies related to relocation. Executed change management by connecting employees with local resources, including real estate agents, schools, amenities etc. Designed new workspace and facilitated the physical move, including transportation studies. • Engaged in activities to avoid unionization of manufacturing employees, including salary studies, employee engagement initiatives, implementation of safety procedures, succession planning and management coaching. • Recruited Ivy League students for engineering development program, placed recruits in rotational assignments, assigned mentors and served as point of contact for questions and concerns. • Created and implemented a Process Technology orientation and onboarding program.• Managed the performance management program and succession planning process. Analyzed people analytics, Identified High Potential employees and created training and development plans to ensure continued success.

Led HR team including Employee Relations, Benefits Administration, Compensation, HRIS, Payroll, Talent Acquisition and Employee Experience. • Transformed the HR function to a business partner model, becoming more visible and linked to business operations. Proactively managed business needs and provided executive counsel. Created a culture of learning, growth and development.• Initiated cost savings and technology enablements:o Reduced benefits expenses 24% by changing the plan design from fully insured to a hybrid, level-funded plan, revising plan offerings and conducting an annual RFP to identify new vendors. Analyzed claims to premium ratios and developed employee training sessions to facilitate better use of the plan to drive more cost savings.o Insourced talent acquisition function, eliminating costly vendors, resulting in a 30% cost savings. o Converted payroll system from ADP PCPW software to ADP PayExpert product to achieve more accurate and efficient processing. Worked with ADP consultants to identify system functions, merge data, validate data and define reporting needs. Performed system testing, implemented pilot payroll runs and performed post system implementation support. • Managed a corporate restructuring, laying off 50% of employees. Responsible for project planning, management coaching, EEO compliance, WARN act, and notifications. • Improved employee engagement YOY by revising health and welfare benefit offerings, introducing training, hosting recognition events and facilitating employee focus groups in response to annual survey results.-Implemented compensation structure including job grades, pay ranges, career ladders, pay for performance.

Supervised 6 trainers, across multiple business sites in developing learning materials and facilitating on-site classes, with a focus on process improvement and web-based training. Supported Consumer Lending, Business Banking, and Mortgage, including a call center (approximately 3,000 employees). Led project work associated with bank acquisitions and mergers, employee engagement, soft skill courses and new product launches. • Oversaw trainer workloads and assignments, managed projects, set annual performance goals, wrote and delivered performance reviews, and coached for performance (including terminations). • Created an internet based training toolkit, using File.net, Aspen LMS and Captivate, to structure an employee website for new hire onboarding, systems training, compliance regulatory training, call center policies and procedures, etc. Developed an accessible knowledge base that provided updated, current information to employees corporate-wide, replacing traditional paper-based manuals.

Responsible for creating and facilitating training programs for Lending Services Division of M&T Bank. Developed a “train the trainer” program for process improvement initiatives, including Lean Six Sigma and SADI.

Facilitated three-week new hire training course including Orientation, Federal Banking Regulations, Federal State Banking and Collections Laws, Computer Systems (22 Bank-wide systems) and Customer Service training.

Health & Welfare and Retirement benefits administrator for 14k employees across numerous states. Assisted with merger and acquisitions. Administered Health and Welfare plans, COBRA, disability and FMLA leaves. Managed vendor relationships. Created communications for merger and acquisitions. Partnered with outside vendor to create customized benefits portal.

Supported 17 out of state long-term care facilities. Trained HR field representatives in Minnesota, Wisconsin and Indiana.-Provided consultation for Recruiting, Employee Relations, Benefits, Training and Safety.-Conducted wage analysis of competitors and presented wage proposals accordingly.

Responsibilities included labor relations, recruiting, training, counseling management on policies and procedures as well as compliance with union contract, compensation, contract interpretation, administration of all paid and unpaid leaves, and benefits administration for over 500 employees consisting of union and non-union staff.