CWA’s specialized work within the dental industry supports the growth of more than 2,100 dental practices in 50 states. Since 1984, CWA has provided dental professionals with financial education and comprehensive financial services.• Responsible for the leadership of HR team and overall HR function.• Lead the strategic development of internal programs and cultivate the CWA employment brand both internally and externally.• Acts as ambassador for all CWA human resources policies and procedures.• Utilize solid process orientation and capacity to implement infrastructure growth while keeping design simple, practical and economical.• Works with department directors and partners on goal setting, continuous employee development, succession planning, compensatory adjustments, progressive discipline and terminations.• Expand the reach of our recruiting team with diverse sources of exceptional employees, and with creative employment options.

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Unisys is a global information technology company that works with many of the world’s largest companies and government organizations to solve their most pressing IT and business challenges. Unisys specializes in providing integrated leading-edge solutions to clients in the government, financial services, and commercial markets.•Provided senior-level HR consulting for Global Enterprise Solutions; influence and help guide HR strategy for HR programs/processes.•Directly managed global HR program(s)/processes and large-scale, complex global initiatives.•Directly managed others in the development, delivery or implementation of global HR initiatives.•Aligned resources and strategies to support key short-and long-term people strategies for Unisys.•Developed methodology, policy, processes, communication, and training for Enterprise Solutions and foster knowledge capture and management. •Built relationships and collaborated across all business units, geographies and HR functions to ensure high-quality implementation of solutions and initiatives to solve complex business problems to drive competitive advantage.

Speed Commerce (NASDAQ: SPDC) is a publicly traded, vertically integrated, multi-channel platform of e-commerce services, call center and warehouse distribution solutions for retailers and manufacturers. •Oversaw an HR department of 14 employees (Exempt and Non-Exempt) ; 5 direct reports within the US and Mexico.•Planned, developed, organized, implemented, directed and evaluated the organization's plans and programs as a strategic partner but particularly from the perspective of the impact on people.•Translated the strategic and tactical business plans into HR strategic and operational plans.•Developed staffing strategies and implement plans and programs to attract and retain talent for our warehouses, call centers, and corporate office.•Established credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues. Coach leaders and appropriately handle employee relations issues as necessary.•Developed appropriate policies and programs for effective management (employee relations, affirmative action, sexual harassment, employee complaints, external education and career development).•Enhanced and/or developed, implement and enforce human resources policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the corporation. In particular, manage the human resource information systems database (ADP, Open Hire/Taleo, EVerify,OrangeTree, My eScreen, Wonderlic testing, etc.) and necessary reports for critical analyses of the HR function and the people resources of the company•Evaluated of the human resource division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth with emphasis on opportunities (where possible) for individuals.

Sirius XM Connected Vehicle Services offers end-to-end telematics services to a host of major automotive manufacturers.•Responsible for providing high level HR business partner support and leadership to key business units (Call center and IT operations). •Partnered and collaborated with all areas of the HR Department and assigned business units to develop and implement HR and organizational development initiatives and programs.•Provided HR counsel, guidance and expertise in the areas of workforce planning, performance management and assessment, employee training and development, employee communication, organizational structure and design, diversity initiatives, conflict resolution, change management, and leadership/management style and effectiveness.•Facilitated HR processes and policy communication and ensured compliance and operational excellence; recommended process improvement as applicable.

Speed Commerce (NASDAQ: SPDC) is a publicly traded, vertically integrated, multi-channel platform of e-commerce services, call center and warehouse distribution solutions for retailers and manufacturers. HR Manager - Warehouse Operations05/30/2013 - 11/17/2013• Ensure positive employee relations through strong relationships at all levels of the organization across multi-state/multi-site (Texas and Ohio); approximately 1350 employees •Counsel and coach employees, supervisors, and the Operations leadership team in addressing talent development, interpersonal and performance issues.•Develop and implement policies and procedures to drive functional performance in accordance with corporate HR policies and corporate governance.•Assess and develop functional talent and drive change management to support implementation of business initiative.•Oversee the staffing function (OpenHire – Applicant Tracking System). •Own the temporary hourly warehouse staffing ramp up to meet seasonal demand.•Conducts RFP’s and continually assess temporary staffing agency performance.•Assure legal and regulatory compliance across the operations and supply chain organization.•Drive the performance assessment and salary planning process across the Operations function.•Manage the payroll and HRIS functions (1 indirect report.)•Provide direct management to HR Generalists and Recruiters in OH and TX (5 direct reports)•Responsible for HR compliance related functions (ADA, EEOC, FMLA, OSHA).

Freeman provides a full scope of resources for exhibit and event planners including floor plans and layout, design, furnishings, graphics production, exhibit construction, specialized labor to install and dismantle, and material handling services. Freeman has grown to include over 50 branch facilities throughout the U.S. and Canada.Functions as the Regional HR Manager for the Southeast region (TX, FL, LA, TN, and GA) to ensure the effective deployment of all HR strategies, processes, policies, systems and metrics that contribute to the overall success of the business. Works to proactively recognize issues/trends. Designs appropriate measures for on-going management queries, and develops tools that enhance business unit and employee performance.•Provided counsel to management and employees to resolve employee relation issues within 9 locations, multi-site/multi-state (TX, FL, LA, GA, TN); approximately 2000 employees (union and non-union).•Conducted objective/investigations into general employment matters and in response to EEOC, NLRB, DOL investigations.•Assisted management staff with the application and interpretation of human resources policies, legal and union contract compliance, grievance and performance problems, transfers, terminations and promotions.•Assisted and leaded implementation of core HR programs into the business insuring an effective, sustainable people strategy over the long term. (Succession Planning (SuccessFactors), Employee Engagement Survey (Kenexa), Ad Hoc Reporting (SAP), etc.)•Researched and ensured compliance to all applicable federal, state and municipal regulations.•Assisted with administration of leave programs (i.e. FMLA, Workers Compensation, ADA, etc.) •Developed and delivered HR related training programs to promote development and compliance.•Partnered with respective business unit recruiter to ensure recruiting quality and in maintaining appropriate time-to-fill benchmarks.

Kohls’ is a family-focused, value-oriented specialty department store currently operating 1,134 stores in 49 states. Kohl’s offers moderately priced exclusive and national brand apparel, shoes, accessories, beauty, and home products in an exciting shopping environment. •Fostered effective communication with all levels of the Credit/Corporate Office. Promoted an understanding of policies and procedure and encouraged problem resolution through the chain of command.•Served as a resource for managers on issues related to discipline. Assisted in analyzing barriers to performance and devised a strategy to meet challenges articulating performance expectations. Counseled staff and management to consistently and efficiently apply corporate/credit policies to people-based issues in compliance with state/federal law for approximately 200 employees.•Partnered with assigned business groups to understand customer requirements and needs, evaluated alternatives and coordinated resolution across HR.•Identified trends and recommended actions to improve work environments based on business group workforce information.•Monitored HR programs and provided training/coaching throughout the process to support divisions.•Planned, organized and controlled all human capital activities of the division and participated in the development of department-specific Workforce Plans, Succession Plans, Talent Management, and Strategic direction setting (SuccessFactors).•Developed, implemented, and facilitated training within all levels of the organization (New Hire Orientation, Associate Relations training, Ethics and Harassment training, Union Avoidance training, etc.).

Food Friends and Company is a Dallas, Texas-based restaurant management company. The company currently operates 14 restaurants (Cozymels Mexican Grill, Woodlands American Grill, and Mexico Cantina) in 9 states. Along with management expertise, the team at Food Friends and Company also specializes in the development of new restaurant concepts.October 2008 – January 2010 Human Resources Manager•Responsible for all recruiting, benefits, employee relations, payroll, and motivational activities for the Company’s field and corporate employees.•Ensured federal and state compliance for 4 different concepts within 9 different states (New York, Arkansas, Tennessee, Texas, Washington, Nevada, California, Colorado, Illinois) for over 950 non-exempt employees and exempt level employees.•Created an employee handbook for the company’s new concept. •Revised existing handbook to ensure consistency among concepts with the focus on balancing employee rights with protecting the company •Formalized policies and procedures, in the field related to hiring and terminations•Responded to all unemployment claims and addressed all employee relation issues.•Implemented and administered Learning Management System (Syntrio) which allowed the company to ensure compliance on critical training.•Responsible for reconciliation of monthly health insurance invoices and payroll journal entries.•Assisted in store budgeting of benefits.•Managed third party on payroll system and payroll taxes.•Managed all other responsibilities for HR and Payroll functions including supervising an HR Generalist

The Federal Reserve Bank is the central bank of the United States. As one of twelve regional Reserve Banks in the Federal Reserve System, the Dallas Fed serves the Eleventh Federal Reserve District.Senior Recruiting and Employee Relations RepresentativeApril 2008 – October 2008In addition to the duties performed in the Recruiting and Employee Relations Representative II position:•Assisted recruiters with new, innovative recruiting methods.•Provided support to all levels of staff within the Federal Reserve Bank of Dallas with Vurv (applicant tracking system), as well as provide assistance to other Districts within the Federal Reserve System•Tested all new builds for Vurv prior to their release into production•Acted as a liaison between the HR department and upper management of various departments throughout the Bank to assist with areas of improvement within their departments.Recruiting and Employee Relations Representative IIMay 2006 – April 2008•Acted as a project lead for the Federal Reserve Bank of Dallas in identifying and implementing enhancements to the Exit Interview Survey database•As a project lead for the Federal Reserve System, I was involved in the full life cycle of implementing a new applicant tracking system (Vurv). In addition, I managed seven (7) Recruiters/HR Managers on the configuration of the recruiter, hiring manager, candidate, and employee portals within Vurv.•Assisted in the recruiting process of employees applying for permanent residency •Responsible for full recruiting cycle (posting of positions to on-boarding)•Conducted exit interviews•Through the use of PeopleSoft and Lotus Notes, researched and analyzed Exit Interview surveys in order to provide upper management with an Exit Interview Analysis on a semi-annual basis•Researched and analyzed staffing and turnover trends through ad hoc queries run within Business Objects, as well other benchmarking tools

The Watford Group is a Sonic Drive-In franchise. Sonic is one of the largest chains of drive-in restaurants in America. Sonic is known for its made-to-order American classics, signature menu items, and friendly Carhops. Manager of Human ResourcesSeptember 2005-April 2006In addition to many of the duties preformed in the generalist role:•Ensured federal and state compliance for 42 stores within South Carolina, Georgia, and Texas for over 2100 non-exempt employees and 150 exempt level employees.•Developed and implemented employee incentive programs and created/administered employee surveys.•Researched and administered the employee benefits program.•Responded to and coached management on unemployment claims.•Created and administered harassment prevention program.•Conducted manager orientations and exit interviews.•Responsible for attracting and retaining all levels of staff.•Investigated and responded to employee grievances.•Administered assessment testing for managerial candidates (Profiles International).•Ensured OSHA compliance.Human Resource GeneralistDecember 2002 – September 2005 •Revised and developed employee handbook and audited employee files.•Trained and supervised part-time employees (2 direct reports). •Reviewed and processed all new hire, transfer, termination, and pay rate information. •Prepared monthly newsletter for all affiliates of the franchise group.•Reported all new hires to the state through online reporting system.•Administered payroll for 31 stores throughout Texas, Georgia, and South Carolina.•Investigated and responded to employee grievances and responded to unemployment claims.

Stewart & Stevenson is a leading designer, manufacturer and provider of specialized equipment and aftermarket parts and service for the oil and gas and other industries.•Processed over 100 invoices for payment on a weekly basis•Assisted in invoicing customers •Responsible for the data entry of employee hours for various departments within the JD Edwards application