Serving with the Senior Leadership Team to head the Human Resources function for Star Cinema Grill, Hollywood Palms Cinema and Culinary Khancepts, including State Fare and Liberty Kitchen restaurants.

Directed a team of eight Human Resources professionals while providing support to a business comprised of 1,100+ employees located at the corporate headquarters and remote multi-state offices. Areas of responsibility included, but were not limited to, the following: change management, employee relations, process development, system implementation, talent acquisition, unemployment management, handbook / policy creation, vendor management. • Development of the Human Resources Centers of Excellence. Developed and implemented the Human Resources Business Partner model for the organization. Identified key roles and responsibilities, HR processes and tools for the business, on-boarded HR talent, established goals and objectives for the team. Result: Successful roll-out of the Human Resources Business Partner role to the business. Instrumental in delivering compensation strategy, development of HR and talent acquisition processes, standardized an on-boarding / orientation program, HR policy creation, and unemployment response.

Provided HR leadership and support to C-suite, corporate office and store leaders for a business comprised of 5,000+ employees at 370 U.S. and Canada store locations, corporate and remote offices and distribution center. Lead a team of four direct reports responsible for: employee relations, EEOC investigations and response, succession planning, culture and recognition programs, talent acquisition, development and execution of HR processes, unemployment management, employee record management, handbook / policy creation and vendor management. Partnered with HR “centers of excellence” on: benefits administration, leaves of absence, HRIS systems, compensation, data analytics, payroll, workers compensation and system implementation.• Developed a Field HR role for the company. Partnered with retail store business leaders to identify human resources support and process gaps, established job description for the role, developed core roles and responsibilities, recruited, hired and on-boarded talent; provided direction for the Field Human Resources Business Partners. Result: Delivered a reduction in employee relations complaints for three consecutive years, 100% success rate on EEOC decisions, reduced EEOC charges from seventeen in 2012 to zero in 2016, decreased unemployment claim losses from 18.88% to 7.58% in 2016 and a cost liability reduction of $154,000• Built and lead company culture and recognition programs. Analyzed company engagement survey results to identify low scoring areas; partnered with company leadership and associates to identify gaps in company culture; establish desired forms of recognition; researched companies with high levels of associate engagement; created company culture program; created all marketing for recognition program; assembled culture team; lead team in the execution of culture events and recognition programs. Result: A sixteen-point lift in engagement scores over three years.

Partnered with the regional management staff and supported the operation of 55 retail stores employing a staff of over 3,000+ employees in the state of Texas. Assisted with policy compliance, training, store audits, salary administration, recruiting and employee retention. Supervised one direct report Human Resources Generalist.

Partnered with the regional management staff and supported the operation of 100 restaurants in a six-state region employing a staff of 4,500 employees. Assisted with policy compliance, training, restaurant audits, salary administration, recruiting, and employee retention.

Provided recruiting services for all levels of company from hourly to executive-level management. • Developed & launched a region-wide employee retention program. Consulted with VP of company operations on desired results, budget & time frame for execution; gathered data both internally & externally; developed a job position to drive the program; created job title, logo and mission statement; rolled out program; created, maintained and oversaw distribution of a quarterly news letter. Result: Decreased employee turnover 10 % points by year-end. Program was adopted by three other regions in the company. • Developed & implemented new hiring systems for hiring hourly staff. Reviewed current internal & external recruiting practices; created materials for use in recruiting efforts; conducted meetings to introduce materials to field management. Result: Assisted the region in achieving hiring goals. The new system was adopted by peers in the company as a standard practice

Directed the operation of six Denny’s restaurants in the Houston area. Worked closely with individual store management staff to ensure compliance with all corporate operating and quality standards.• Created a local store marketing plan for the market area. Identified key businesses in market area; created discount programs; built relationships with business leaders; taught management teams to build business relationships; created tracking system for program results; distributed marketing materials. Result: Achieved an increase in sales volume of 10%.• Pioneered a management team, cost control training program. Conducted weekly meetings with teams build knowledge of profit and loss statements; assisted teams with identifying areas of profit loss; worked one on one with teams to establish operational systems for reducing costs. Result: Increased profitability of market area by 15% over a 9-month period.

Eight years of experience as a Restaurant Manager and Corporate Trainer.• Identified as a top diversity trainer for organization. Contributed to the diversity team by conducting more than 150 workshops in a five-year period; selected as one of two diversity trainers to be filmed for a television documentary; contributed to curriculum updates on numerous occasions. Result: Company was recognized by Fortune magazine, and the NAACP, as a top company for opportunities for minority employment, vendor relations and business opportunities.• Improved sales and customer service. Developed business plan to upgrade the customer service experience; educated the team on the plan of action, through group meetings and one-on-one sessions; developed key personnel to execute training programs; recruited hired and trained proper staff; developed relationships with local businesses to generate new customers. Result: Increased volume of business by 50% in a six month period.