Responsible for building and maintaining a valued business advisor relationship with internal customers. Assists in the achievement of organizational strategy and enhancement of operational performance by applying human resource expertise and a comprehensive understanding of the business.

Provide HR consultation and support for small and mid-sized companies. Implemented human resource solutions that promoted the strategic direction of the corporation. Specialties include employee relations, employee development, employee engagement, employee retention, learning and development, talent management, change management, cultural management, workforce planning, succession planning, 9 Box talent review, reward and recognition, and compensation

Provided HR consultation and support to Regional Vice President and 11 District Managers throughout the United States. Implemented human resource solutions that promoted the strategic direction of the corporation and drove business results to include employee relations, employee engagement, employee retention, training and development, performance management, calibration and succession planning.

Develop and implement Human Resource strategies for a growing HR Consulting company. Provide HR consultation for small and mid-sized client companies around Employee Relations, Change Management, Organizational Development, Performance Management, HR Compliance and Employee Engagement.

Provide Human Capital consultation for large and small companies around Talent Management, Change Management, Organizational Development, Performance Management, HR Compliance and Employee Engagement.HR Pro, Royal Oak, MI Long term engagement as the Sr. HR Consultant – Feb 2015 to May 2015Provide HR consultation and support on a project basis for a local restraint chain. Conducted an HR audit and provided recommendations for areas of improvement.Learning Care Group, Novi, MI Long term engagement as Interim HR Manager – July 2014 to January 2015Provided HR consultation and support to Divisional Vice President and 12 District Managers throughout Southeastern United States. Implemented human resource solutions that promoted the strategic direction of the corporation to include employee relations, employee development, employee engagement, and employee retention.

Responsible for leading a team up to seven HR professionals. Set strategic vision for the department. Created an environment that fostered open communication, teamwork, trust, and empowerment so that the team was engaged and empowered to do great work. Worked with team members on personal and professional development through situational and thought leadership. Expertise in the following areas:• Performance Management/Employee Engagement: Developed employee engagement programs, developed tools and training for leadership resulting in exceptionally low turnover and a highly engaged and productive workforce. • Employee Relations/Risk Management Results: Oversaw employee relations by coaching and consulting managers and supervisors on disciplinary issues, performance challenges, reward and recognition, and terminations. Successfully managed employee issues to ensure compliance and mitigate risk.• Lead HR Operations around employee development, talent management, change management, workforce planning, and compensation. Oversaw reporting and analysis on metrics and trends as it relates to human resources and the organization. • Budgeting, forecasting, compensation, and monthly reconciliation.

Provide HR consultation and support to Divisional Vice President and 13 District Managers throughout the central United States. Implement human resource solutions that promote the strategic direction of the corporation to include the following: • Employee relations• Employee development• Training• Human resource planning• Reductions in the workforce• Performance management• Compensation• Leadership development• Succession planning

Development and implementation of Human Resource strategies for growing mid-sized company reporting directly to the President. Responsibilities include:• Implementing policies and procedures• Employee relations• Organizational planning• Training and development• Performance and compensation management • FMLA• Performance improvement plans• Attendance improvement plans• Succession planning• Employment law• Established wage and salary structure• Developed the employee benefit programs• Talent Management and Recruiting

Held various leadership positions from September 1995 to December 2002• Human Resource/Recruiting Manager, 2000 to 2002• Recruiting Supervisor – Campus Recruiting, 1998 to 2000• Recruiter/Senior Recruiter, 1995 to 1998Responsible for the direct leadership and supervision of the E.solutions Recruiting, Student Programs, Employee Referrals, and Office Administration team. Conduct Performance Assessments, provide career development, and establish professional goals for team members. Financial responsibility to include budgeting, forecasting, compensation, manpower planning, reconciliation, and resource allocation.