●Transitioned personnel department to modern HR department, focusing on staffing, compliance, and employee relations for real estate and financial services firm with 1,500 employees in 26 states, with nine payroll entities.● Spearheaded transition of benefits from fully funded to self-funded, resulting in savings of $10 million over several years.● Collaborated with company principals, boards, and senior executives to implement HR initiatives that aligned with company’s long- and short-term objectives.● Managed and advised on HR matters related to executive compensation, mergers, acquisitions, and divestitures side by side with executive management and multiple boards.● Consolidated 26 different benefit programs down to nine, saving the company several million dollars in year one.● Developed current compensation structure, including annual bonus program, salary grading, and long-term incentive program.● Directed 401(k) committee and partnered with co-fiduciary for $100 million plan.● Sponsored implementation of new HRIS system, including separate recruiting, benefits, payroll, and training rollouts.● Represented the company at employment hearings, including state / federal lawsuit, trade events, governmental meetings, networking opportunities, and charity functions.● Negotiated settlements within FINRA, SEC, and FDIC compliance.● Evaluated and replaced third-party vendors, including insurance brokers, recordkeepers, and co-fiduciaries as necessary.● Rewrote and rebranded employee handbook to align with company’s updated vision.

Oversaw HR department supporting corporate, production, and sales, which included 6,000 associates in eight centers and 49 states. Collaborated with and influenced the executive management team on HR’s agenda as related to current organizational challenges and goals. Developed nationwide HR programs and policies related to employee relations, compensation, benefits, recruiting, and associate development.

Developed and presented manager training, new-hire orientation, exit interviews, and termination processes. Analyzed attrition information and presented back to senior management. Implemented 401(k) program and managed all benefits and payroll implementations.