Promoted in July 2020 to CAO. As CAO, I serve on the senior management team and am responsible for company wide projects and integrations, managing and tracking company performance, keeping pulse of the company, CEO updates and communication, and HR. As the head of HR I handle all things people, including: policy development and implementation, compensation planning, benefit evaluation and management, recruiting and hiring, employee engagement, performance management, goal setting, 1:1 employee surveys, internal seminars and workshops, for this small growing fintech startup. Voted MVP by my co-workers.Notably: revamped performance reviews and increased participation by 80%, evaluated and added engagement activities increasing retention by more than 50%, regularly involved in corporate strategic planning, and on a small team developing a new investment fund for the company.

Pouring world class Cabernet Sauvignons on Sundays in the Glen Ellen tasting room. Learning all things wine including farming, winemaking, and distribution, while contributing to our small team with documenting procedures, accolade tracking, and promoting our club membership.

When I'm not in a full time role, I'm consulting in HR. I help companies with full cycle recruiting, staff planning, employee relations, writing job descriptions, policy revisions and management coaching for several small company managers and owners. I also coach senior level managers and employees in sticky situations. Recent Clients: Give Give (an CPG B2C internet start up), DM Development (an SF commercial real estate development and investment company), Emeryville Occupational Medical Center as Director of HR for a multi million dollar contract, and BizPay FX a fin tech start up.

Handled HR for this publicly traded promotions and marketing company which doubled and then expanded in size with employees located in Canada, India, Ireland, England, North America and EMEA. My role included full cycle recruiting, HR policy and procedure development and implementation, performance management, succession and compensation planning, performance reviews, benefit package review and implementation, streamlining on-boarding process, general HR systems review, recommendations, and implementation.

A contract position, I was responsible for coordinating all marketing and event planning for the Young Lawyers Section, composed of over 1,200 attorneys. Also managed office staff and general operations of the business, during prolonged absence of the director.

Hired as the sole HR person and as we grew, built a team to staff key roles in the company. As the HR leader, I directed, developed and implemented successful HR strategies for this small multi-national Internet start-up. In 2004 the company was in a series of acquisition discussions that led to an eventual IPO. I handled the due diligence for the HR group in and was a part of the IPO team, which included insuring proper tracking and reporting of staff and all employee stock grants. The day to day work at the company involved recruiting, compensation planning (equity and pay), performance management, employee coaching, training and development, employee transitions, payroll and benefit management.

This was an arm of Sony Music focused on several small venture capital projects. As a member of the HR team, I acted as a primary contact for several of the portfolio companies and advised on retention, organizational growth, lay-offs, terminations, national and international relocation planning, and employee relations issuesI also actively partnered with our national HR team to establish a positive pro-active presence in each location to both distinguish from and integrate with our parent company, Sony Music

Developed and implemented hiring practices for this start-up internet company including job fair and online recruitment, interview criteria and screening focusing on matching freelancers with projects through strategic network partnerships Outlined and initiated ongoing HR programs including evaluations, mentoring, compensation structure, and documentationDeveloped and initiated first day orientation for new hires including mentoring program for each new employeeReported directly to CEO on all Human Resource issues including hiring, compensation, counseling/mentoring, and terminationRecruited, negotiated and hired Executive Vice President of Business DevelopmentAs Partner Relations Manager, leveraged partnerships with over 40 online portals and job sites through strategic co-branding, marketing and advertising Implemented process flow for integration and ongoing maintenance of strategic partnersInsured logo placement with new accounts and updated current partners with WorkExchange's newest technologies, news, initiatives, partnerships and marketing materialResearched and negotiated online advertising programs in newsletters, portals, and other destination sites

I was promoted to this role and was responsible for all sites we were staffing for our client, Providian Financial. This involved training our on-site and office associates on account procedures in San Francisco, Pleasanton, Sacramento, Salt Lake City, Arlington, TX, and the UK who were responsible for managing 700+ temporary employees, while closely managing two primary sites

Grew initial temporary staff of 100 to 230 working closely with vendors, managers and employees on recruiting and employee relations issues regarding temporary staff including harassment and discrimination claimsDeveloped several training programs for new hires: orientation, Q&A lunches, harassment awareness trainingStaffed over 1000 roles in 12-month period working closely with vendors and all levels of client managementInitiated company-wide weekly headcount reporting for multiple sites for the client and market share headcount reports for the Norrell staffResolved employee relations issues, payroll problems, unemployment and workers compensation claimsNamed Associate of the Quarter by Norrell for 3rd Quarter, 1998

Recruited, screened, interviewed, marketed and placed temporaries both on-site and off-site in technical, clerical, call-center and light industrial positionsMaintained cross-functional communication with management to anticipate staffing needs and issuesSolely responsible for quality management and long-term temporary employee reviewsInitiated Client's first on-site management of temporary helpEstablished new temporary order process, developed and maintained streamlined invoicing and payment proceduresStandardized On-Site policies and procedures for TRC

Responsible for recruitment and placement of clerical temporaries in one of the most competitive markets in the countryManaged newly opened branch and staff of four for national, Atlanta-based staffing firmUsed sales and operations experience to develop and expand client base and doubled weekly billable hoursOne of a three member team who closed the branch's first on-site account