Lead the Human Resources Strategy for an international leader in end-to-end enterprise mobility, managed services, printing and mobile data capture solutions for performance-driven organizations focused on the optimization of supply chain and field based business processes.

Built a human capital consulting practice providing “hands-on” expertise for key leaders, small businesses, and corporations. Practice includes the design and delivery of strategic Human Resources offerings; talent assessment & selection, strategies for complex employee relations issues, talent management & succession planning, change management, organization design & development, leadership development, training, performance management, executive coaching and business development.

★ Oversees Human Resources for over 700 employees engaged in microbiological and chemical analysis of all food matrices and environmental samples as well as industry audits, consulting, education and research. ★ Manages 7 direct reports, with over 20 indirect reports★ Implementation of key HR initiatives to elevate the HR function to include policies, programs, documentation and procedures to better communicate and ensure consistency and legal compliance.★ Oversee talent acquisition initiatives to source hard to fill key positions which require advanced chemistry, food testing experience, specific expertise and leadership. ★ Facilitation of an HR System needs assessment, leading to system upgrading, various system implementations as well as HR process documentation to include HR records, job descriptions, talent management, talent acquisition and performance management. ★ Streamline various processes resulting in reduction of time to apply by 50%, automated performance appraisal process, automated new hire process, team building and employee engagement activities, onboarding, 360 surveys, succession planning and individualized employee development programs.★ Implement Talent Management and Compensation programs to include: succession planning, individual development and career plans, compensation programs and total rewards statements.

Direct Human Resources for over 9000 employees nationwide engaged in retail sales, manufacturing, and distribution, directly advising corporate leadership.★ Managed 7 direct reports, with over 60 indirect reports and an annual budget in the millions of dollars; led the integration of three corporations under a single Human Resources Shared Service model, creating all new policies and procedures and forming a new HR management team.★ Coordinates and leads organizational planning, development, employment, onboarding and training, employee relations, compensation, benefits, safety and health, and employee services.★ Restructured the Talent Acquisition Team; lowered open requisitions by over 50%, decreased the Time to Fill by 10%, and lowered the overall cost per hire.★ Recognized for consolidating four employee benefit plans into one suite of benefits that improved employee satisfaction.★ Successfully lowered retail associate turnover by 20% and achieved a 50% decrease in turnover in manufacturing and distribution by introducing a formal career progression and training plan.★ Worked with leaders from three unions to achieve consensus on the key terms and conditions of five collective bargaining agreements.★ Direct a $1.5M project to transition the company’s HRIS system from Ceridian HPW to DayForce.★Promoted to key projects and major transactions.★After two year due diligence review of 14 prospects, closed sale and let 8 month merger integration

Managed HR for the $800MM retail organization, encompassing 7000 associates and optometrists in over 500 retail locations in 45 states and all employees in the corporate office, manufacturing, and distribution.★ Supervised Human Resource managers, benefits personnel, HRIS specialists, Loss Prevention associates, and Training & Development employees..★ Led post-acquisition integration following M&A transactions, including the oversight of talent acquisition to source key senior executive roles.★ Improved the quality of HR functions through enhanced employee relations and change management programs; implemented the Ceridian HPW HRIS application.★ Introduced performance measurement programs to gauge progress against corporate goals and ROI.★ Debuted an annual performance management program that provided 360-degree feedback for key leaders.★ Requested by the CEO to lower costs by revising the company’s Travel & Entertainment policies and internal controls

Responsible for Human Resources for 30 stores, assuming a lead role in recruiting and talent management, compensation, training, organizational development, succession planning, performance management, safety, security, Workers Compensation, and employee relations.★ As a division trainer, led sessions for store leaders to build awareness of HR topics, laws, and regulations.★ Served as a liaison between individual stores and district leadership regarding compliance with applicable employment laws and regulations.