Lead all regional human resources initiatives for a leader in intelligent security solutions. Responsible for HR oversight of multi-level employees in twelve offices in the Southern and Gulf Region. Provide strategic human resources support and align HR solutions to drive major organizational transformation initiatives. Work with executive team on succession planning initiatives, mitigate risk and overall growth strategies for the organization. Write policies and procedures, conduct training with all managers regarding FMLA, ADA, NLRB laws to ensure full compliance. Maintain compliance with state and governmental guidelines, hiring practices and reporting standards. • Conduct full compliance audit and mitigate risks related to I-9, affirmative action, FMLA, ADA and employee separation documentation• Improve policies and procedures by implementing an on boarding program, colleague referral program, and creating and training intensive core value behavioral interviewing strategies which has improved hiring and retention• Established performance improvement processes and training & development opportunities using 70:20:10 training model to develop employee bench strength and leadership skills, resulting in increased retention of high-potentials by 17% by engaging in coaching & mentoring, talent reviews, exchange program, succession plans and promotions. • Collaborate with managers and employees in the resolution of hiring and selection, conflict, and performance related issues.• Develop and implement annual focal performance management strategy and objectives program ensuring that employee feedback and goal setting are tied to overall company strategy.• Conduct investigations related to harassment, misconduct, and EEOC allegations

Deliver extensive consulting services to firm clients in the areas of recruiting, employment law, performance management, employee relations, benefits, compensation, and HR administration. Recruit, screen and interview talent for real estate settlement companies, law firms, and insurance underwriters. Research applicant tracking systems and train clients on improving talent management and retention.

Management team member responsible for developing and implementing human resources functions for a growing software company. Position human resources as a strategic alliance within the organization. Write policies and employee handbook, implement and train policies & procedures, full benefit administration. Manage and perform all phases of the recruitment life-cycle process including sourcing, selection, interviewing and selection. Maintain compliance with state and governmental guidelines, hiring practices and reporting standards. • Negotiated and established health benefit strategy and aligned all lines of coverage in accordance with the Healthcare Reform Act by implementing team panels to review and select plans that best fit employee's needs • Created and maintained training manual designed to inform, train and empower manager and leaders in hiring, on boarding, retention, career development plans, addressing poor performance, and termination• Designed a succession plan including a recruitment and retention project allowing the company to forecast, plan and meet staffing needs for the past two years and improve retention by 14% in 2012• Counsel Managers and staff in the resolution of career, conflict, or performance related issues.• Process payroll for all employees

Implemented human resources best practices for this start-up; Drive corporate culture through coaching and mentoring of managers and providing necessary training opportunities; maintain compliance with EEO/governmental guidelines, hiring practices and reporting standards. Responsible for all human resources functions to include organizational development, talent management, performance development, compensation and benefits. Manage and perform all phases of the recruitment life-cycle process including sourcing, selection, interviewing and salary negotiations Provided counsel as a senior strategic advisor to the CEO and business leaders across the company. Ensure alignment of department’s objectives to corporate and divisional targets Designed and implement programs, policies, practices and checklists to ensure the organization is in compliance with all federal, state, and local regulations Coached employees and leaders on effective issue resolution, compensation decisions, employee relations issues, resource planning, recruitment and determining training needs

High-volume recruiting position with accountability for over 30 behavioral health programs in a tri-county radius. Researched and compiled reports related to compensation analysis, turnover, recruitment/retention and vacancies within assigned deadlines. Designed and delivered training for hiring managers including behavioral interviewing, diversity hiring and career path development. • Reduced supplemental staffing usage by 40% and set universal rates and requirements• Planned, coordinated and successfully executed several onsite career fairs for in demand professionals resulting in multiple new hires and a resource for hard to fill positions