-Provide strategic guidance and extensive consultation with regards to wage and hour, leaves of absence, worker’s compensation, ensuring compliance with state and federal leave laws, and employee relations matters.-Function as the client’s HR business partner team to provide tactical support of HR operations: onboarding, offboarding, payroll and benefits administration, 401k compliance, leave administration, state registrations, personnel files and company documentation, audits (I-9, payroll, HR practices), employment verifications, coordination of training activities, salary benchmarking, and job description draft and rewrites.-Complete HR projects including HR Assessments, policies and employee handbooks, employee surveys, performance management programs, and others customized to clients.-As a Talent Acquisition Consultant, responsible for sourcing candidates, building candidate profiles, and develop and implement a consistent interviewing process for each client. -Responsible for Business Development by attending networking events, proactive outreach, assess client needs, and follow-up with proposals.-Manage 3-5 active clients each month accounting for 20% of sales each quarter.

● Head of HR responsible for leading the HR team (6 total) and developing the human capital strategy● Overhauled entire health and welfare program and achieved short-term cost savings goal (10% expense reduction), attained compliance, and aligned benefit plans and options with future goals● Merged all insurance brokers (health, retirement, workers comp, P&C) into 1 solution brokerage partner mitigating overall company risk and reduced administrative expenses by $130,000/yr.● Completed and communicated a revision of the Employee Handbook across the enterprise● Centralized Recruiting and HR departments● Transformed operations of HR to align as strategic business partners through developing metrics and data analytics● Developed Standard Operating Procedure (SOP) documents to capture HR processes including proper investigation procedures● Implemented Paycom HRIS, Benefits Administration, and Applicant Tracking System to advance HR technology● Revitalized job descriptions to accurately reflect responsibilities, FLSA status, and risk by amending health and welfare plan documents for accurate information● Updated safety procedures to accurately capture OSHA reportable injuries, which resulted in a 35% decrease in recordable injuries. ● Implemented exit interview surveys in addition to a quarterly reporting package.

● Consulted under the Lockton Dunning Benefits practice group; Responsible for client service, maintaining trust, and any marketing needs for 6 mid-market clients while providing a strategic and advisory partnership, which included, but not limited to the following.● Advised Leadership on setting strategy and goals including any plan design changes and cost saving features. ● Project manager for vendor implementations ensuring a successful transition and communications.● Reviewed all vendor agreements, policies, and plan documents for compliance and risk mitigation. ● Full-cycle Requests for Proposal (RFP) management including development, distribution, analysis of data (census, disruption, geo-access, benchmarking data, etc.) and final presentation to client including recommendations.● Acted as liaison between client and vendors to ensure smooth administration, compliance and resolution to challenges. ● Preparation of employee communication material.● Provided monthly metrics on plan utilization and financials.

● Consulted under the Human Capital practice group; Accountable for providing leadership and support to exclusive client (17 Month Project) as a strategic partner in the areas of: benefit design solutions, policy and regulatory interpretation, M&A project management, and provide quantitative analysis to support decisions and recommendations. ● Benefits Project Lead for 13 Merger and Acquisition projects resulting approximately 800 new employees. ● Provide benefit analysis during due diligence determining benefit gaps (medical, dental, life, retirement, etc.) and provide recommendations and guidance to deal team based on results● Delivered on-boarding presentations during Week 1 orientations and provide post-acquisition support to newly acquired employees● Improved satisfaction scores to reflect "Very Satisfied" on M&A projects.● Review of Summary Plan Description (SPD) booklets. Edits to the SPD docs improved compliance and mitigated ERISA risks.

(Position Eliminated Due To Acquisition & Restructuring)● Dynamic business partner to the leadership and management teams of four offices within the southwest region by providing counsel on procedure and policy interpretation, supported talent acquisition, and lead efforts for on-boarding, retention and turnover, talent development, total rewards, and risk management; 400 employees; supervised 1 employee.● Charged with the administration of regional and local compensation and reward/recognition programs, proactively assessing and identifying talent and development needs; driving and/or delivering of leadership and soft-skills training and monitoring human resources compliance.● Participated on an acquisition team, which successfully integrated a new office into the organization and region by providing support for training, communication, and on-boarding. This resulted in 60 new employees and revenue of $11M.● Successfully accomplished merger of two offices into one newly renovated location by providing support and guidance on communication, position consolidation, and retention strategy.● Partnered with regional and local business lines and practice leadership to assess and develop forecasting needs and manage the annual merit and bonus process, which include drafting performance improvement plans with SMART plans and goals.

Multi-skilled and strategic business partner responsible for overall management of human resources function including, but not limited to: employee relations, recruitment, benefits and compensation management, safety, training, organizational development, and team management; 150 employees; Managed 1 direct employeeSuccessfully implemented proper performance appraisals and SMART goals. This resulted in a greater understanding of the pay for performance process by employees and a foundation for continuous improvement initiatives. Previously responsible for benefits design, administration, and compliance including the introduction of a wellness program. Negotiated a 23-point decrease (30% to 7%) annual renewal through a combination of benefit option, design changes and introduction of wellness. Eliminated ~$2M in risk by correcting and implementing a process to distribute legally required documentation and notices. Implemented initial corporate human capital plan, which included succession planning, training, and development of high potential employees. Effective Safety Officer and Safety Committee Leader managing to OSHA standards. Reduced recordable injuries by 50%.

(Temporary Position)● Managed the health, wellness, and retirement plans; Approximately 6,000 participants; Claims in excess of $20M per year.● Project manager and leader for all changes to benefits processes and offerings. ● Analyzed current programs for cost-effectiveness and provided research-based recommendations.● Communicated and provided local HR with proper training regarding benefit-related laws. ● Conducted periodic audit of HIPAA policies and procedures in the field and implemented corrections to ensure compliance.

● Managed the health and welfare plans for active employees and retirees, as well as, lead a team of 11 benefits representatives in 7 separate locations amongst 6 states; Approximately 15,000 participants; Claims in excess of $100M per year. This included:● Providing metrics and presentations to senior leaders on health plan, spend, and strategy● Partnered with finance and accounting as relates to healthcare spend and expenses ● Developed annual health and welfare budgets ● Managed health and welfare vendors for SLAs and efficiency● Analyzed claims data to identify cost and utilization patterns, identifying trends and opportunities to redesign benefits.● Saved $4.25M per year by analyzing programs for cost-effectiveness and negotiating contract changes or re-bidding vendors.● Managed entire restatement on 6 separate health and welfare Summary Plan Description documents.● Reduced health plan costs and future liability by transitioning the retiree medical plan benefit to a monthly health care stipend.● Managed award-winning wellness program achieving a savings of $1.3M.