• HR leader US Distribution with operations throughout the US• Led a team of six HR Managers and one Recruitment Programs Manager• Drove consistent and effective HR support within the US HR team.• Strategized with the senior leadership team to discuss and establish solutions that support the long-term goals and objectives of each business unit.• Assisted with the individual development of key leadership competencies to strengthen and reinforce the ability of partner leaders to engage and manage their teams• Drove my team’s employee relations strategy to determine the most appropriate approach to employee relations issues while mitigating risk.• Worked with business stakeholders to develop organizational and talent strategies.• Identified strategic initiatives in partnership with talent acquisition specialists to build talent pipelines and maximize opportunities.• Ensured compliance with all federal, state, and local employment practices, policies, and standards.

• Served as the HR leader for the United States, operating in California, Arizona, and New Mexico.• Collaborated with senior leadership to understand Inland’s goals and strategy and drive projects and process improvement to achieve organizational goals.• Directed the administration of human resource programs in the US including employee relations, total rewards, recruitment, LOAs, ADA accommodation review, disciplinary and corrective action review, occupational health and safety, employee recognition and morale, and HR administrative functions.• Monitored and ensured compliance with existing and newly established federal, state, and local regulations and established implementation plans of new programs.• Planned, developed, and implemented HR policies and procedures in order maximize employee engagement while complying with local, state, and federal regulations.• Drafted and published employee handbooks for California, Arizona, and New Mexico.• Identified staffing and recruiting needs and facilitated partnerships between hiring managers and contracted RPO programs.• Established and drove Inland performance evaluation program to ensure accountability and drive meaningful career development and progression.• Conducted research and analysis of organizational trends including review of reports and metrics from Inland’s human resource information system.• Ensured a healthy talent reserve by conducting a robust succession planning process at all levels of US leadership.• Created and employed an engagement strategy to anticipate and resolve potential litigation risks.• Created Inland’s collective bargaining strategy and served as Lead company negotiator during union negotiations for Inland’s unionized workgroups in the US.

• Managed a team of HR Generalists to support a network of 16 terminals and 1100-1300 employees.• Ensured compliance to local, state and federal employment laws in California and Nevada.• Assured consistent policy and procedure application, including progressive discipline, problem resolution, and workforce diversity to maximize employee satisfaction.• Transitioned a team of administrative Personnel Supervisors to a team of HR Generalists by conducting ongoing individual and group development.• Ensured continued development opportunities for the HR Generalist team.• Partnered with service center and district leaders in helping shift the value paradigm of their HR Generalist.• Proactively monitored employee/labor relations to ensure effective communication with employees and enhance management-employee interactions.• Collaborated with employee groups to ensure effective 2-way communication that optimized employee engagement and satisfaction to ensure a union-free environment at XPO.• Maintained an HR culture of "high visibility" by setting metrics for individual HR Generalist performance.• Created and utilized a 5-week on-boarding plan for new HR Generalists.• Partnered with district leadership on effective staffing strategies including hiring, workforce reductions, and temporary furloughs.• Spearheaded talent management strategies that included talent reviews, succession planning, and progression and performance plans.

• Created and maintained a system of Employee Relations and Recruitment support for the western United States.• Reviewed company policy and revised when necessary to ensure compliance with local, state and federal employment laws in California, Oregon, Colorado, and Washington.• Partnered with area and regional managers in recruitment, retention, and educational initiatives.• Investigated and resolved employee concerns including EEO related issues while maintaining effective communication with leadership and other involved parties.• Traveled to remote locations and introduced new policies and procedures to front-line employees.• Improved and maintained employee engagement to ensure a union-free environment.• Spearheaded an Employee Engagement Improvement Plan which included focus groups, field visits, employee recognition, and employee events.• Created a field workplace survey program to gauge employee satisfaction and reduce annual turnover every year since the inception of the program.• Led a team to create and institute an ideal candidate selection tool and a behavioral based interviewing system.• Opened and closed operations throughout the country including Colorado, Virginia, Washington, and Ohio.• Ensured the continued career development of direct reports including Recruiters and HR Generalists.• Worked with area leadership to create and maintain a progression management plan for each reporting group.

▪ General HR, Recruiting, and Employee Relation Support.▪ Main HR contact for 12 service centers in southern California and 1100-1600 employees.▪ Investigated and resolved employee relations issues that ranged from simple policy questions to full EEO investigations.▪ Completed post-investigation reports and presented my findings to operational leadership. Resolved any concerns using back-up documentation to ensure a proper resolution and buy-in from leadership.▪ Coached many frontline leaders on effective leadership skills that they used to progress to upper management in the organization which resulted in many promotions including two from frontline Supervisors to Service Center Managers.▪ Brainstormed with district managers on district-wide strategic issues while working to implement policies and procedures on a tactical level with frontline leadership.▪ Championed workplace changes with hourly and salaried employees. Successfully implemented two mergers, two service center openings, one service center closure, and many other operational changes while increasing employee engagement scores.▪ Trained new and existing supervisors on compliance to HR policies and procedures including disciplinary action notices, hiring, termination, etc...▪ Completed workplace satisfaction surveys and employee roundtables throughout the FedEx Freight system.▪ Partnered with operational leadership to ensure maximum employee engagement and a union-free workplace. Successful in maintaining a completely union free work environment in all 12 service centers despite the efforts of the Teamsters' union to organize in southern California.▪ Reviewed and approved hires, disciplinary actions, and terminations.▪ Collected information for an OFCCP desk audit. Desk audit closed within 3 months with no violations.

▪ Managed all recruiting efforts for the company.▪ Actively recruited up to five employees per month.▪ Wrote and documented numerous policies and procedures which conform to ISO 9000 and ISO 17025 for departments that included Human Resources, IT and Accounting.▪ Served as interim IT supervisor from June of 2005 to December of 2005.▪ Conducted 90-day and annual employee reviews.▪ Created and presented training sessions which included technical training, professional training, customer service training, job specific training, new employee orientation, and management system training.▪ Provided employee relations support to both Management and Employees.▪ Provided support to employees for worker’s compensation issues.▪ Provided strategic feedback to management.▪ Worked as a business analyst for departments throughout the company.

▪ Assisted Performance Consultants in planning and administering various training meetings.▪ Developed new-employee informational packet that included Benefits Summary, New Employee Paperwork, and Orientation Instructions.▪ Created and revised employment offers, welcome letters, rejection letters, and various other correspondences.▪ Assisted the Director of Performance Development in the development and implementation of various programs.▪ Developed numerous professional development training programs including public speaking, MS office training, and business writing.▪ Helped recruiters with sourcing and screening applicants.▪ Assisted in new-employee orientation including benefits orientation.▪ Established new-employee files which included offer letters, job descriptions, compensation plans, benefit enrollment forms, I-9's, W-4's, and applications▪ Compiled usage reports and provided user support for the online university.▪ Provided user support for Ceridian users.▪ Managed internal advertising efforts to increase awareness of available training and education options and increased usage by 50% over 3 months.