A legal staffing organization with an emphasis on human capital consulting, permanent placement and large-scale e-discovery projects for law firm and corporate clients. A member of the Leadership team and overseeing the Human Resources strategy and execution for the organization’s workforce, including organizational effectiveness, learning and development, performance management, compliance, employee relations, coaching, compensation, and benefits. Serving as an advisor for the external facing talent acquisition team. Partnering and coaching leadership team members and employees to improve outcomes. Work closely with brokers, benefit partners, and technology partners for a full-service delivery model.• $500K in savings by modernizing workflows and negotiating renewals without compromising the employee experience or benefits offering• Implemented the shared services model to support all brands, reduce cost, and improve outcomes• Played a key role in the system implementation of Workforce Now ADP• Reduced turnover rate by 20% via engagement efforts • Implemented the 9-box performance and talent calibration solution with ongoing utilization• Instituted assessment and EI training as phase one of the leadership learning and development program for manager and above to remove silos and improve communication• Created the framework for employee social event opportunities to improve morale and engagement • Saving 100k, YOY, with an outsourced solution of all inbound calls • Implemented a scorecard to measure HR operational business results with ongoing continuous improvement

A consumer product goods organization in garage door openers with embedded software. Chamberlain Group is the corporate parent company to LiftMaster. Head of Talent AcquisitionStrategically yielded over 500K in cost avoidance, improved time to fill by 42%, developed and implemented new operational standards and established rapport as a TA center of excellence and business partner with clients, hiring manager and cross functional teams.• Advised the HRBP on employee relations program initiative• Actively participated in the M&A committee to onboard the 2018 newly acquired company• Actively participated in the OHI results for HR and strategy on steps required to address issues• Partnered with Total Rewards to obtain the best salaries and sign-on bonuses for new talent• Influenced new compensation targets for IT utilizing ERI benchmarking, research, and candidate market• Partnered with L&D to improve the Internship program and conversion rate to a full-time status• Strategically earned the Tucson business and influenced changes to reduce its turnover• Saved over 650K year 1 and 750K on the direct hire program year 2 • Improved time to fill by 50% and the hiring manager satisfaction by 75% with 86% confirming improvements in standards, communication, and expectations• Created a baseline on quality of hire with 85% of new hires classified as quality hires• Instituted the bill, buy, or borrow talent model to meet talent business objectives and time to fill• Oversaw the relocation program designed for attraction and internal employee upward mobility

Working with executive members from two distinct organizations to support them with achieving their business strategy related to Human Resources, employee engagement, employee retention and handbook development. Responsibilities included project management (planning and execution), improvement of operational and retention standards; the cultivation of relationships for key roles.

A $780M staffing organization that provides contingent workforce solutions across multitude industries and geographical locations. Staff Management and parent company SeatonCorp and all subsidiaries were acquired by TrueBlue in June 2014. SeatonCorp provided corporate shared services to its subsidiaries which included Staff Management | SMX, PeopleScout, StudentScout and HRx with an employee headcount of over 1,200 core staff, 350 part-time call center Associates and over 17,000 weekly temporary Associates with 35,000 head count in peak season and offices in the US, Australia, India, Canada and other international markets.Post the acquisition by TrueBlue, joined the Staff Management division to lead its Talent Acquisition and Employee Engagement. Responsible for the continuous improvement of key initiatives related to the non-exempt employee engagement and retention through collaboration with various work units, stakeholders, and vendors. Responsible for the execution of the Recruitment Marketing for over 200 work locations across 38 states plus Canada for the onsite operations. • Implemented the first non-exempt employee (OHI) organization health index assessment• Developed an employee rewards program to improve retention and attendance • Accountability for the expense management of $3.5M in recruitment marketing• Improved our candidates’ responses by 50% and automated the process to establish full transparency on financials and campaigns• Implemented the use of SEM as a new recruitment channel, to include geofencing, google analytics • Piloted a program for proof of concept on retention saving $10K over a 4 week period• Implemented the Connect to Success program for employees interested in achieving a diploma

Promoted to lead the HR organization with an emphasis on the people strategy, cultural alignment, and risk mitigation to advance the organization’s top priority. Earned a seat at the executive table compromise of the C-level executives; actively participated in quarterly board meetings and in the implementation & synergy leadership meetings.• Aligned HR to the business strategy and implemented the 9-box talent model tied to the performance management cycle and succession planning• Facilitated employee focus groups and presented key findings to c-level executives. Used the data to identified HR initiatives in response to feedback and industry benchmarking• Led HR workshops, conducted focus groups, and interviews to implement action items that impacted employee engagement and retention• Led the change management training and focus groups of the acquired Spartan brand• Played a pivotal role in the due diligence and integration of legacy Seaton• Retained Mercer for a compensation study on executive and management compensation

Established the shared services model on all aspects of the Human Resources function from performance management, administrative and litigated matters, benefit and compensation program design, ACA company strategy, employee conflict and resolution; and talent attraction and retention. Managed a team of seven. Worked closely with brokers, benefit partners, and technology partners for a full-service delivery model to support exempt and non-exempt teams based across the country in manufacturing, distribution, call centers, and corporate settings.• Implemented job families and salary bands fully leveraging ERI and compensation survey data • Strategic Human Resources oversight to a multi-site operation of 60 on-site national operations, including 80+ executives and 500 employees within an 11,000 billable employee organization• Played a pivotal role in the business expansion to Netherlands, Poland, UK, and Canada • Accountable for the $15M expense management and programming of all benefits• Created and implemented the Employee Relations and Resolution Program• Achieved YOY savings of $300K

TrueBlue acquired the SeatonCorp companies (StudentScout, Peoplescout and Staff Management | SMX in 2014.Instrumental in developing the Human Resources organizational structure to proactively support our growing business lines. Implemented a shared services, centralized business model related to HR administration, benefits, recruitment, onboarding, employee relations and all items related to the employee life cycle. SeatonCorp Companies (StudentScout, Peoplescout and Staff Management | SMX) acquired by TrueBlue in 2014.

Senior HR Generalist 2000 – 2003Human Resources Generalist 1996 – 2000The complexity of the role evolved as the company continued to experience consistent annual growth. Contributed to the start-up of the offshore office based in Bangalore, India and hired a dedicated resource for HR administration. Developed processes and managed employee benefits, onboarding, employee newsletter, employee social engagements, salary review and employee matters. Implemented the company’s first health plans for non-exempt employees. Established an HR team in Chicago and India.Developed strategic recruitment marketing plans and collaborated with Directors and Managers on major staffing initiatives throughout 30 states. Reduced our CPH by 60% and continued to maintain our quality standards.