Currently leading the entire HR function as Head of People. Reporting directly to the CEO and Founder as a strategic thought partner and executing on all major people and operations initiatives for a restaurant group based in Austin, TX. Began working for the company when we operated only 21 restaurants. The group now operates 60 Zaxby’s and 26 Hat Creeks in 8 states with over 2,000 employees. - Provide guidance and direction to management on employee relations, compensation benefits, employee development, performance management, policy interpretation, and navigating compliance. - Responsible for full-cycle recruiting strategy, policy, and execution. - Design and implement employee performance management. - Design bonus plans for all employee groups based on key financial and operational metrics.- Own employee benefit plan design, compliance, and roll-out. - Design best-practice training processes and ensure use in the field. - Managed multiple HR software migrations and implemented new technology. - Created HR/Ops reporting suite and dashboard. - Resolve all legal matters pertaining to employment law and workers compensation. - Review workers compensation claims, cost, and any complex issues with workers comp claims. - Consult on workforce planning with Field Operations and staff development. - Manage the people component of acquisitions. - Maintain relationships with various HR vendors. - Manage team HR Business Partners.- Manage Director of Employee Culture and assist in creation of culture initiatives.

Created the HR function for TGM from the ground up including policy development, workers compensation process, organizational planning, compensation planning.- Owned full employee life cycle: hiring, on-boarding, talent management, employee relations, compensation, benefits, reports & metrics. - Created new hiring and on-boarding processes that helped reduce cost by changing training locations and hiring strategically to operations headquarters. Streamlined the hiring process by creating new S.O.P.’s to ensure efficiency and accuracy. - Ushered in a new bonus plan to help engage Field Leads and reduce turnover. - Developed new policies and company handbook. - Created new training methods and curriculum. - Shaped logistics procedures through the changing of our per diem structure.- Assisted with HSE (health, safety, environment) activities and was the owner of all Safety metrics and reports. - Developed Operations HR Metrics for bi-weekly reporting.

- Managed HR issues for the following regions: US (Houston & Palo Alto); Celle, Germany; Dahran, Saudi Arabia; Novosbirsk, Russia; Rio de Janeiro, Brazil. - Conducted monthly HR reports for CTO and HR Director.- Contributed to an all-Baker Hughes Employee Engagement project inclusive of leading training, creating and analyzing survey data, etc.- Worked with the Data Management group to ensure employee data was correct. - Handled Talent Management reviews and sat in on promotion discussions. - Worked with supervisor to roll out a new career development program.

- Managed HR issues for the following regions: US (Houston & Palo Alto); Celle, Germany; Dahran, Saudi Arabia; Novosbirsk, Russia; Rio de Janeiro, Brazil. - Conducted monthly HR reports for CTO and HR Director.- Contributed to an all-Baker Hughes Employee Engagement project inclusive of leading training, creating and analyzing survey data, etc.- Worked with the Data Management group to ensure employee data was correct. - Handled Talent Management reviews and sat in on promotion discussions. - Worked with supervisor to roll out a new career development program. - Responsible for end-to-end movement of Expatriates coming to the US, Canada & Trinidad & Tabago as well as all US out-bound short-term assignees to other parts of the world. - Point person in charge of a special project for Supply Chain short-term rotator policy as well as the Blue Orca International Rotator Project. - Representative for the HR Service Center Global Mobility group in a project that involved the entire Global Mobility function to overhaul Baker Hughes’ global mobility software and practices.

- Assessed current benefits package and pension plan. - Set up and attended meetings with brokerages. - One of two decision makers in choosing the appropriate brokerage for Yetter Coleman- Selected and implemented health benefits and pension plans for the firm.