Provides executive-level leadership and guidance to iServ's HR operations, including setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals.

Provide overall strategic, people-related leadership, oversight of the development and implementation of related policies, programs, and services, including talent acquisition, compliance, Team Member relations, training and development, HRIS, and general employment practices.

Immediate Past President (2021 - 2022), President (2019 - 2020), President-Elect (2018), Membership (2017), Non-dues Revenue (2016)

An international banking company headquartered in San Francisco, CA., and the 10th largest bank in the world by total assets. High volume talent partner to hiring managers spanning multiple lines of business. Manage the end-to-end talent strategy process including Hiring Manager engagement sessions, writing job postings, sourcing, conducting interviews, salary/officer title recommendations, etc.Partner with Staffing Specialists, selection & assessment, and compensation teams for select job postings, the creation of customized selection materials, incentive pay, etc. Maintain recruitment compliance by using systems of record for multiple audit levels.

A human resources consulting firm providing strategic and tactical people and performance solutions for compliance, consistency, and service, with emphasis on clients Values, Excellence, Results and Growth. Fiercely dedicated, self-directed leader with strong character and faith, bolstered by progressive experiences aligning progressive human resource-related strategies with business objectives.

CTF manages/operates three on-campus hotels - the Grand Hyatt Baha Mar, SLS Baha Mar, and Rosewood at Baha Mar. Three-month role. A three-month project to developed curriculum/content for a four-week Hospitality Academy aimed at better preparing candidates for the workforce, to improve service and tourism for the Country.Facilitated courses including ‘Remarkable Resumes,’ ‘Interviewing,’‘The Power of Positive’ (attitude), ‘Sexual Harassment,’ and more. The program resulted in 87 of 89 participants graduating (97%) with many receiving job offers from the on-site hotel brands.Tracked, monitored and reported test and evaluation data as a few of several success factors.

11 boutique, luxury hotels known for distinctive architecture, rare art and music, & exemplary service.Led collaboration on escalated, property-based employee-relations issues to ensure consistent application of legal and company requirements.Hosted weekly calls with Human Resource Directors to promote improved communication between the properties and the corporate office. Enhanced and facilitated the Performance Development Plan (PDP) to align employees with the expectations of their roles.Led request for proposal (RFP) processes for both an ACA compliance and background check vendor.Directed the payroll function and recommended systems to address potential wage & hour concerns, manual check requests, leaves of absence (LOAs), etc.

Parent co. to Signature Flight Support (SFS) and Aircraft Service International Group (ASIG), and the market leader in flight support services within the general aviation sector. Six-month role - extended.Assessed centralized recruitment functions and made recommendations promoting efficiency and a more positive candidate experience. Sourced candidates for hard-to-fill positions to include a corporate Sr. Talent Acquisition Manager and a location-based HR Generalist.Revised job descriptions, job postings, interview guides, reference check procedures, and offer letters for improved compliance and consistency within Flight Support.Partnered with ASIG operators to develop Success Profiles for core positions to enhance recruiting efforts.Directed SFS and ASIG handbook revisions to further align both with the businesses.Reviewed hourly benefits for competitiveness and made recommendations for improving the employer brand. Served on the Global Mobility (relocation) Committee to source a new vendor capable of providing service and up-to-date technology for our international businesses.Assisted in analyzing employee engagement survey results and compiled location-specific presentations to promote action.

National dining concept comprised of more than 70 casual restaurants, 5,000 employees and annual sales in excess of $300 million. Led the implementation of applicant tracking system (PeopleMatter) to modernize recruiting and on-boarding. Defined and taught progressive coaching procedures, to streamline the discipline process, improving documentation, and minimizing unemployment exposure. Piloted succession planning program to foster the development of high-potential employees for future company leadership roles.

Oversaw the In Pursuit of Excellence (IPOE) program responsible for reviewing performance and quality in 14 disciplines at all domestic and international restaurant and sports and entertainment locations. In partnership with Home Office department heads, created and managed review documents aligned with company branding and key business practices based on current company objectives. Emphasized education and accountability by implementing a conversational approach during compliance discussions and direct feedback during post-review recap meetings. Composed post-review executive summaries for wide-ranging audience including CEO. Built and published quarterly updates for Home Office department heads that identify major areas of opportunity based on information derived from our reviews to help further support the locations. Improved morale and promoted healthy competition by sharing best practices among locations. Established and implemented review structure for improved consistency while in the locations. Created sector-specific review documents for non-traditional locations including restaurants and special events. Supported the future of the IPOE program by creating “how-to” guides and coaching regional resources.

Served as one of three Regional Directors of Human Resources with responsibility for supporting area goals by delivering counsel on business planning. Drove successful development and implementation of human resource and operations strategies across a range of locations that include NASCAR venues, sports stadiums, convention centers, traditional restaurants, and others. Acted as key consultant to two of four regional vice presidents and several regional directors of operation on strategic personnel planning with emphasis on succession, development, retention, and profitability. Directed four location-based human resource teams, overseeing all HR programs and providing leadership on escalated legal, risk management, and benefit issues. Played a key role in large-scale corporate restructurings and several acquisitions by expertly guiding HR functions through transitions, including launch of operations into NASCAR, PGA golf, and the U.S. Tennis Open. Selected to teach progressive coaching, harassment, and compliance courses at the Management Academy. Contributed greatly to creating performance metrics designed to ensure adherence with core business practices.

Directed the HR department at one of the nation’s largest convention centers, McCormick Place Chicago. Supported achievement of operational goals by managing HR programs for 1,000 hourly and 40 salaried staff. Served as company representative for three unions during contract negotiations and grievance resolution. Defended the company successfully on several Equal Employment Opportunity (EEOC) charges.

Served as the initial HR contact at corporate office for all sports and entertainment locations, delivering sound advice and strong support to operations across the country. Established clear standards and comprehensive training programs to create a “Core Signature” for partnering with non-profit organizations to staff concession locations. Improved analysis and retention efforts by developing an accurate method for tracking employee turnover, conducting exit interviews, and providing statistical recaps. Enhanced communications by creating “The ScorE,” an S&E newsletter. Reduced paper waste and improved response time to candidates by designing an electronic “receipt of resume.”

Oversaw a $3 million club-level concession department consisting of 10 bars, 8 concession stands, in-seat service, and numerous portable outlets. Earned praise for flawless planning and execution of service for major, high profile events that included Super Bowl XXXIII and the FedEx Orange Bowl. Recognized as the first manager in the company to utilize non-profit organizations for concession area operations, leading to significant cost savings and stronger community relations.