Directly responsible for the overall administration, coordination and evaluation of SDAO’s internal human resource function; Provide human resources consulting services and trainings to SDAO’s 900+ special district members.• In conjunction with the internal legal department, develops and administers various human resources plans and procedures; maintains a model employee handbook; assists members with review of employee handbooks, and development of HR policies, forms and written procedures.• Implements and updates the compensation program; rewrites job descriptions; coordinates salary surveys, monitors performance evaluation program and revises as necessary; • Develops, recommends and implements personnel policies and procedures as approved by the board of directors; Develops a library of job descriptions that can be used by members and SDAO’s workers’ compensation insurance program. .• Conducts full cycle recruitment efforts; conducts new-employee orientations; monitors career-path program and employee relations counseling; conducts exit interviews.• Manages and assists other management personnel with the employment issues, terminations, leave or suspension process, including conducting terminations of employment; Provides general telephone and electronic communication support to members on any topic related to their HR questions and needs.• Write articles to be distributed to members to keep them updated on compliance with federal, state and local employment laws• Provides trainings to SDAO members by periodically speaking a regional HR training workshops held at multiple locations throughout Oregon.

• Provides Human Resources support including strategic leadership in areas of performance management, recruiting, and hiring for all aspects of Finance and Administration Shared Services units including Campus Planning, Design and Construction, Sustainability, UO Police Department, Emergency Management and Fire Prevention, Risk Management, Environmental Health and Safety, Campus Mapping and GIS, Parking and Transportation, Printing and Mailing Services, Purchasing and Contracts, Information Technology and Budget and Finance.• Oversees six FTE including Finance and Administration payroll department. • Acts as liaison with University human resources office on matters of HR policies & practices and classification and compensation determinations. • Creates and delivers timely and comprehensive training to employee groups on a wide range of human resources topics. • Serves as a resource for all Finance and Administration employees. • Ensures compliance with all federal, state, university, and unit guidelines and policies.• Advises supervisors and Finance and Administration leadership on matters related to the collective bargaining agreement, employee relations, conflict management, and disciplinary matters. • Works closely with the University employee and labor relations team on grievances, investigations, and disciplinary matters. • Builds strong relationships with employee groups and designated representatives. • Collaborates with members of the Finance and Administration management to create and implement human resource policies specific to Finance and Administration . • Determines best process for achieving program/policy success, both operationally and fiscally. • Serve as a member of the Finance and Administration executive management team. • Provide counsel on a wide range of matters related to unit operations. • Collaborate on cross-functional teams.

• Reported to the Human Resources Director, responsible for the development of the department from the ground up in a municipality serving 24,000 residents with a budget of $38,000,000 and staff of 170 FTE• Lead and oversaw the recruitment of all City positions in harmony with various Department Heads and Supervisors; includes conducting interviews, background checks, providing new hire orientation and on-going training etc.• Developed and facilitated training sessions to update and revise City policies and procedures to ensure compliance and to improve efficiency and effectiveness of operations; included in house development/facilitation and utilization of third party resources• Consulted and worked as a team member with multiple department representatives to develop HR programs and solutions including supervisory training for first line supervisors • Provided guidance and assistance to Department Heads and Supervisors in employee coaching and disciplinary issues including the conducting of investigative interviews• Primary point of contact for all employee inquiries; effectively resolved employee issues and support multiple department with their human resource demands • Managed all benefit open enrollment• Implemented electronic recruiting system and electronic time keeping system • Assisted in contract negotiations with two collective bargaining units• Responsible for management and compliance with all Workers Compensation claims, FMLA/OFLA, OSHA etc.

• Reported to the City Administrator, responsible for the development of the department from the ground up in a municipality serving 12,000 residents with a budget of $12,267,763 and staff of 100• Led the recruitment of key City positions including City Administrator, Fire Chief, City Engineer, Deputy Fire Chief as well as day-to-day recruiting activities implementing innovative recruiting processes to reduce recruiting costs• Implemented a performance management program to include job specific performance criteria , code of ethics and goals and objectives• Managed the pay-for-performance compensation system• Developed and implemented a city wide job shadowing program to cross train employees for advancement opportunities and career development• In cooperation with the Department of Labor, designed and implemented Summer Youth program to give training opportunities to youth while saving salary expenses to the City • Point of contact to effectively resolve employee issues and support multiple department with their human resource demands • Worked with multiple and various department representatives to develop HR programs and solutions including supervisory training for first line supervisors while maintaining positive public relations• Developed and implemented internal Wellness Program

• Responsible to recruit, screen and interview qualified applicants for positions for a 600- employee call center• Collected all new hire employment documents, verified compliance with federal and state labor law and employment regulations and practices• Ensured employee orientation training is completed for all employees resulting in improved on-boarding for new employees• Identified employee issues needing resolution through effective employee relations • Administered policies and procedures

• Represented the Magic Valley Regional Office, responsible to interview applicants for job openings and placement and record personal information for job search• Obtained necessary separation statements for Unemployment Insurance Claims processing• Responsible to issue written Unemployment Insurance eligibility decisions• Planned, designed, prepared job search seminars, making presentations to employer and student groups • Guided clients to form employability development goals while reducing employment barriers• Provided excellent customer service to maintain highest level of public relations

• Responsible to oversee daily operations of two partner practice during high growth period • Responsible for recruiting , hiring, training, supervising, scheduling and managing staff while maintaining minimal turnover• Conducted disciplinary action as necessary • Developed, organized, and taught Puppy Kindergarten program