Directs Human Resources functions at the College of Law including: recruiting/hiring, leaves management, payroll, payroll reconciliations/audits, benefits, onboarding, employee relations, workers’ compensation, employee visas, and employment law compliance. • Successfully helped direct College of Law recruiting/hiring efforts for staff, faculty and student workers.• Improved organizational effectiveness by creating a College of Law Org Chart from scratch.• Successfully managed College of Law payroll and reconciliation process which led to 100% passing grades on all ASU audits.• Directed law student worker program and implemented wage rate changes that improved hiring and retention.• Successfully processed all adjunct faculty appointments and assisted in faculty hires/renewals with Dean’s Office.• Created College of Law monthly Employee Reports from ASU Dashboard which improved data access and organizational effectiveness.• Successfully implemented ASU minimum wage rate upgrade at College of Law on 7/1/17 and adjusted upper level positions accordingly to avoid pay compression effects.

Directed Human Resources for the Teachers College across four ASU campus locations. Established initial HR programs in performance management, organizational effectiveness, retention, talent management, recognition, employee relations, on-boarding, and employee development. • Established customized performance management process that improved fairness and consistency in conjunction with ASU’s “pay for performance” philosophy. Added 360 degree piece to the process and personally reviewed all 200 staff evaluations for scoring equity.• Worked with senior leadership to improve organizational effectiveness and created complete organizational chart that strategically aligned employees to the organization’s objectives. Initiated first ever staff satisfaction survey and created action plan for the Dean to respond to employee concerns. • Provided a Human Resources presence across all four ASU campus locations and created a worker friendly environment that improved productivity and significantly reduced turnover.• Administered talent management process to locate the right people with the right skills for the right positions at the right time. Complete understanding of ASU recruiting and compensation systems to ensure that the best talent is acquired and retained.• Created a first ever Staff Award Program at the Teachers College that improved employee engagement and morale significantly.• Directed all employee relations efforts and used my extensive HR experience to ensure that outcomes were delivered in the best interest of the organization and its people.• Developed new employee on-boarding process that improved new hire productivity, engagement and retention.• Headed Staff Development Committee which organized monthly training workshops to improve employee development. Focused the efforts of senior leadership on employee development and succession planning so the college would have an ample supply of leaders for the future.

Established and directed Human Resources functions for the world’s first and largest food bank with 165 employees and annual food distributions of over 74 million pounds. Quickly gained the trust of employees at all levels and turned around low morale through consistency, caring, and improved employee engagement.• Worked closely with food bank founder, John van Hengel, to re-engage employees through a more mission oriented and people driven focus.• Established employee committees (Values, Safety, Ergonomics, and Employee Events) to promote more employee involvement, trust, and engagement. Organized regular morale-boosting events such as company picnics, quarterly recognition events, holiday parties, and Adopt-A-Family programs.• Revised the Employee Personnel Manual to ensure more consistent and fair policies for staff.• Turned the Human Resources Office into a place of employee trust, support, and advocacy.• Created a comprehensive on-boarding program that quickly integrated new hires into the food bank’s culture and drastically reduced employee turnover by 43%.• Established a new workers’ compensation/safety management program that reduced the e-mod experience rating from 1.42 to .82 in less than 2 years. This new program saved St. Mary’s Food Bank over $30,000 per year in workers’ compensation premiums. • Redesigned and standardized the performance management program ensuring consistency and fairness in the process. Later designed new focal date performance management process and led the food bank’s conversion from anniversary date evaluations. New “performance leveling” process more fairly rated employee performance and allocated annual merit pay increases more equitably. • Worked with Executive Team and Board to plan/execute the largest ever merger between two of the nation’s leading food banks, St Mary’s and Westside. Successfully managed combined strategic human capital resources improving efficiencies/delivery across six branch locations.