Position Summary:- Responsible for HR Operations and Programs for all employees (US multi-state including California; MX, CAN, Dublin, London, Remote Europe, Dubai, Remote APAC, and Singapore) to include HCM/HRIS, people data and analytics, systems and processes, immigration, compliance, and benefits and wellbeing programs.- Strategist for People Programs: Critical 3 performance goal program, Semi-annual review program, Leadership Essentials training, Elevate Quarterly workshops, quarterly employee engagement pulse program, training, and new development of custom eLearning courses.Noteworthy Accomplishments:- Supported implementation of Dayforce HCM to bring all countries into one HRIS- Manage Small Improvements, Glint, and Pingboard systems and affiliated programs maximizing system offerings to support critical people programs, and partnering with IT on data integrations.- Drove engagement in semi-annual review process from 75-90% to consistent 100%. - Implemented goal setting training and brought quarterly goal program from avg of 70% engagement to 100%.- Updated or created compliance protocols; deployed new global background check program via Checkr, co-facilitated the creation of a global handbook, updated US I9 process, and manage end-to-end US Immigration matters (H1B, Perm, etc.).- Strengthened benefits package in partnership with brokerage firm for US and MX benefits. Supported enhanced wellbeing and mental health programming through tools like Spring Health and Wellness Coach, tracking utilization and maximizing results.- Refreshed People Team newsletter led global roll-out.- Refreshed entire People Team hub / intranet site. - DEIB consult, Global Comms chair for ERG Sojern Gives Back (volunteerism) and Liaison for SoWell (wellbeing program).

Position Summary:- Strategized, developed, and led all human resource functions spanning City Ventures portfolio of businesses in multiple industries and states for >3,000 employees.- Developed, sourced, and built HR team and structure from 0 to 20+ team members spanning HRBPs, Specialists, Talent Acquisition, Analytics, and HR Shared Services Team (Benefits, Payroll, HRIS) to effectively support multi-year exponential growth across several new and existing business segments. - Built HR strategy in partnership with business owners to achieve desired business outcomes. Established and reported on People Ops KPIs and ROI focused performance outcomes. Noteworthy Accomplishments:- Implemented first HRIS/HCM; revamped payroll, benefits strategy, and administrationUpdated or created compliance communication, new-hire training, employee handbook(s), and other policies across portfolios.- Brought Talent Acquisition services in-house. Implemented ATS, e-onboarding; established and maintained all onboarding processes, documents and communication materials. Reduced costs of 3rd party labor firm costs and brought overall spend down by 5x/hire. Established and improved time-to-offer (TTO) to 2.5 days and time-to-fill (TTF) to <7 days. - Transitioned payroll from Accounting to HR and onto HRIS; built team managing +$2.8MM in biweekly payroll. - Automated First Report of Injury process; improved OSHA 300/300A records and reporting process; initiated First Responder program at corporate office.- Strengthened benefits package balancing employee satisfaction with cost management. - Focused strategy and created key Employee Engagement milestones collaboratively with fellow senior leaders to include: Mission/Vision/Values project; Company Event strategy; Quarterly Volunteer program; Employer Branding vision; framework for forthcoming employee “intranet”/hub via SharePoint, employee experience resources, and engagement information.

Position Summary:- People Programs global leader responsible for training, development, eLearning, and goal + performance management programs to foster world class performance and growth of company’s internal talent. Reported to global VP HR. - Built and delivered specialized programs and standards for 10,000 EEs worldwide, targeted to production associates, front line managers, and mid-senior managers. - Drove business outcomes by way of performance management program (goal setting and cascade, reviews, feedback program, pay-for-performance merit model)- Key representative and lead for internal and employer-branding related comms end-to-end- Leveraged understanding of the facilities, technologies, and needs to drive global frameworks, build relationships, and influence others.Noteworthy Accomplishments:- Managed global Annual Performance review program globally, moving completion rate from 80% to 100% in one year.- DDI Certified Facilitator certificate received in 2016. Facilitated training to over 500 employees over 3 years in the US, Europe, and South Africa.- Enhanced employer branding and social media programming in collaboration with Marketing team.Created video, photo and other digital content to be used for new hires following M&A, and to enhance employee experience. Used Apple’s Final Cut Pro, iMovie, Clips, and Adobe Creative Suite.- Championed internal employee communication tactics, boosted global Yammer utilization and engagement to drive global comms, best-practice sharing, collaboration, affiliation.- Presented as speaker and trainer at MCC’s Global Sales CPG division Sales Conference.- Created custom learning content using Articulate authoring software for global use, including leadership training, Core Values training, etc.- Managed eLearning contract, global learning content in 8 languages, learning gamification, and certification tracks in LMS. Used SkillSoft, Percipio, and SumTotal + Dayforce HRIS.

Position Summary:- Implemented the human resources strategy, lead the people functions and offered human resources support to the plants in the "Food Label Division" with the North American Consumer Packaged Goods (NA CPG) group. Employee composition: 300+ non-union narrow web flexographic printing operations between three locations: Chesapeake, VA; Green Bay, WI; and Omaha, NE. (Began as Omaha Plant HR Manager, promoted to Regional)Provided shared specialty services amongst global HRBP team – my area of focus as employer branding and training.- Provided input to and support the overall financial objectives of the facility by ensuring HR activities are planned and delivered within budget including but not limited to position planning, recruiting, training, annual budget planning, and other functions of cost and financial projections. - Assisted the Plant Operations Leadership in development of the Strategic Plan at the plant and departmental levels.- Cultivated and fostered the enhancement of the plant culture, including driving company values-based recognition, regular facilitation of employee surveys, engagement programs, community-based volunteer program, company events, etc. - Consulted plant management teams on human resources strategies, issues, and compliance.- Managed progressive and proactive HR systems, processes, and practices, recruiting, performance management and succession planning. - Instilled a culture focused on safe work environment. Ensured effective management of worker's compensation. Co-lead Safety committee with Plant or Operations leaders through leading-indicator behavior based safety program to drive safety first culture and reduce injuries.- Provided input into Corporate HR initiatives. Created, supported and/or administered programs in alignment with corporate initiatives.- Ensured compliance with all federal, state and local laws and regulations related to HR disciplines such as labor and employment.

As a member of the plant management team, I implement the human resource strategy of the corporation, lead the people functions and offer human resources support to the Omaha, NE, narrow-web flexographic printing plant.

I served in a fast paced CPG environment supporting two dynamic business enterprises consisting of 600+ employees within the Supply Chain and the Enterprise Business Services organization:+ Providing end-to-end specialist systems, HR compliance, position management, & process support to HR team and business leaders+ Partnering with and supporting Supply Chain and Corporate HR teams to ensure that key initiatives are realized within the context of the broader organization people agenda and great-place-to-work initiatives+ Offering strong systems & process orientation, policy knowledge, personnel support (FMLA/STD, employee relations, candidate selection process, etc.), reporting and analytic capabilities, continuous improvement efforts, and solid collaborative skillsKey Impacts while at ConAgra Foods: + Developed and implemented HR KPI Scorecard for 30+ consumer plants+ Lead focus groups regarding engagement survey, creating business cases for change around employee engagement and work environments that are directly related to business performance and long term success at Council Bluffs Plant+ Developed Customer Supply Chain internship program within the ConAgra Enterprise internship program. This functional internship group saw immediate success in the first year with a 100% offer/acceptance rate for returning interns and full-time conversions.+ Participated in enterprise-wide PeopleSoft 9.1 upgrade, HCA/R (Human Captial Analytics and Reporting) roll-out, and I-9 system upgrade and audit. Lead work authorization completion for an acquisition and acted as key-point of contact for the process (3 plants, 600+ employees)+ Co-developed communication and execution process for enterprise Supply Chain 100% in 100 days on-boarding program as a pilot for the company; Continued to support in leadership role, the on-boarding automation, orientation, and end-to-end improvement process which rolled out to the enterprise.

Manager: Apr 2006 – Mar 2010Team Leader/Quality Control Expert: Jan 2005 – Apr 2006Team Member: Apr 2004 – Jan 2005I supported in a growing capacity, the restaurant sales, food production, and Generalist human resource facets of the business by:• Supporting and managing the hiring, on-boarding, training, progression, personnel issues, scheduling, performance management, and employee retention efforts, to support the production needs of the restaurant. (5-15 employees per shift; 30-45 total store crew members);• Ensuring that key regional restaurant, safety, quality, and cost initiatives were supported and realized;• Controlling costs by managing in-store bank up to $5,000 daily, and broadly by managing and tracking labor, supply, product shipments, and other budgeted accounts; • Achieving store sales goals, meeting crew retention and development goals, and passing critical quality and safety audits

During this internship, I organized the strategic planning efforts for Creighton University's Student Support Services (SSS) office (a program of TRIO) under the direction of Tami Buffalohead-McGill, Program Director.By researching and understanding the needs of students in the program; the requirements of the governement, grant and University funds; and the best in class SSS organizations I drove the strategy for current and future students in order that they be supported in their collegiate journey by the program with efforts to increase retention and graduation rates of students. My research and efforts towards defining the strategy for Creighton's SSS group supported the 2010 grant application (which provides funding for the program).