Responsible for talent management, culture & diversity along with supporting analytics workstreams for PepsiCo's North American Beverage Business. Scope included strategy development, implementation, and execution across a 58,000-employee business.

Led a team of 10 HR professionals supporting one of eight field sales regions for Frito Lay North America's business. The scope of business comprised $2.2B in annual revenue and nearly 3,000 employees across 15 states.

Responsible for holistic HR strategy and execution of Pizza Hut's operations business supporting the corporate-owned business consisting of 500 units and 10,000+ employees. In addition, lead the HR consulting agenda that involves partnership with 130+ franchisee Pizza Hut businesses.• Led the sourcing of a new HMS platform, including RFP and contract negotiation, to address functionality gaps of previous generation system. Aligned with key franchisees and exec sponsors to sign agreement with preferred vendor and moved to current implementation status across the Pizza Hut system. Onboarding functionality projected to save $1MM+ in first year.• Led the re-design and talent upgrade initiative for the field HR team. Restructured HR Generalist and Talent Acquisition structure to reduce overall annual G&A run rate by $350,000. Built team with majority high potential leaders while managing significant team transitions.

Responsible for leading the HR function for a 450-employee manufacturing facility. Led a team of three HR Managers and two HR Administrators across the Rosenberg, TX and San Antonio, TX manufacturing sites.• Sponsor and leader of comprehensive change strategy for $62MM distribution center expansion at the Rosenberg site involving the addition of 100+ hourly positions and 7 exempt management positions.• Led in partnership on the design and implementation of compensation plan for site expansion resulting in $500,000 savings in 1st year start-up labor costs compared to 3 prior locations that had implemented the same expansion.

Responsible for HR generalist support for 3 of 6 sales zones within front-line sales organization of Frito Lay’s Northern California region. Support area encompassed 380+ front-line sales associates and over 55 exempt and administrative personnel.• Established comprehensive campus recruiting program to meet the Northern California region’s demand for leadership talent. Resulted in successful hiring of 16 managers in 18 month timeframe.• Owned and led region-wide succession planning process to assess current talent, plan future people moves, and establish recruiting targets.

Responsible as sole HR generalist support for network of 11 distribution centers and 5 smaller bin locations across 5 states in the Pacific Northwest region. Territory included 220+ front-line associates and 25 exempt managers.• Led operations strategy for successful decertification of Teamsters bargaining unit in the Seattle market. Recognized with PepsiCo Chairman’s award for leadership efforts during this project.• After Portland and Seattle decertifications, led a successful change effort to transition of the operations work group to a union-free environment including policy and procedure establishment and design of post-decert 3-year compensation strategy.

Provided HR generalist support to a manufacturing plant of 800+ hourly employees in first HR exempt position following completion of Master's Degree. Reported to the HR Director for the location.• Established sustainable and effective campus recruiting program. Expanded network of schools to recruit for 2 manufacturing plants and base of 80+ managers. Program led to 9 successful management hires in 15 month timeline.• Selected to work as campaign coordinator for labor decertification of Teamsters bargaining unit in Portland, OR. Coordinated daily operations in executing labor campaign strategy including route ride effectiveness and work group assessments.

Served as HR Intern for Texas region field sales team focusing on HR projects designed to provide value to the region’s business strategy. Key project focused on building a predictive front-line turnover model using trend analysis.• Successfully executed key project in designing front-line Route Sales Representative predictive turnover model using trend analysis. • Partnered with HR peers as well as Zone Business Managers across the region to understand intricacies of front-line staffing and incorporated feedback into the final model to support buy-in and ensure effectiveness of the project.• Gained exposure to HR Generalist responsibilities including minor projects to support front-line manager staffing and employee relations investigation support.