Fractional HR & Recruiting solutions for businesses in Kansas City and beyond

First HR professional to join the team, hired to create the HR Department, processes and procedures surrounding HR, successfully growing the team from 43 employees to over 315 employees, including a HR team of 5 professionals. Created, implemented, and drove successful execution of all aspects of strategic talent management in alignment with business priorities including Performance Management, Recruitment & Retention, Succession Planning, and Total Rewards. -Diagnosed organizational issues and coordinated organizational interventions such as, targeted management training, process improvement projects, best practices, and proactive total reward strategies designed to retain key talent.-Created, improved and scaled HR Department and all policies and procedures to support the accomplishment of strategic goals.-Created the HR function in such a way that ensured that company culture was maintained, which lead to RxSS being top 10 of KCs Best Places to Work for 6 years in a row (2017 – 2023).-Created and grew strong relationships with all business leaders and joined forces to make strategic HR decisions.-Built performance evaluation process and compensation model to align with key skills and behaviors to reward high performers.-Key participant in company purchase by McKesson, including due diligence and integration into McKesson: Lead, planned and executed all 300 employees to transfer to McKesson HR, Benefits and Payroll processes. Coordinated with multiple McKesson functional teams throughout the process.Partnered with leadership to drive people strategies and workforce planning and coach management on effective communication and conflict resolution.-Coached and mentored Managers on communication, feedback, recognition, and motivation for their teams.-Created and organized an internal job structure for the entire company, including developing a compensation structure to provide consistency and a structure for a pay for performance model.

See role description above.

See role description above.

As a senior HR professional, I strive to bring an understanding of HR strategy to the business as a whole by helping leaders understand the impact HR can have in way that demystifies HR.This is a new adventure for me and I look forward to helping small businesses and non-profits be more successful through simple HR strategy and integration. HR can be a strange, scary world for business owners who just want to do what they are passionate about. Call on me to help you have peace of mind as well as continued success in your business.

In January of 2017, CA&L became fully integrated with our parent company, ETS. I continued to perform in the same role as before, but instead part of the overall HR strategy, processes and procedures of ETS.

First HR professional to join the team, hired to create the HR Department, processes and procedures surrounding HR. CA&L, starting as a small software development start-up in 2005 developing online student assessment platforms and components, merged with parent company, ETS in January 2017. Created HR Department and all policies, processes and procedures to support accomplishing the Company’s strategic goals.-Created and grew strong relationships with all business leaders and joined forces to make strategic HR decisions.-Successfully grew the total amount of technical resources from 42 to 150 (both domestically and internationally) and created a core, flex, surge staffing model to support business needs.-Dramatically decreased the use of recruiting agencies using LinkedIn Recruiter and grassroots recruiting efforts.-Rebuilt performance evaluation process to align with key skills and behaviors to reward high performers.-Implemented first HRIS, applicant tracking and payroll system to be used at company.-Created onboarding and offboarding processes.-Created and established overall communication process with the goal to communicate early, often, and honestly including a monthly company scrum, quarterly town hall and monthly company newsletter.-Key participant in merger planning project, successfully planning methods to inform all team members of how the merger would individually affect them (retained or laid off) and transferring 140 resources to ETS, as well as all HR, Benefits and Payroll.-Strategically supported 100+ resources in all aspects of traditional HR, including coaching and member of the Senior Leadership Team (SLT).-Partnered with SLT to drive people strategies and workforce planning and coach management on effective communication and conflict resolution.-Created and organized an internal job structure for over 100+ employees, including developing a compensation structure to provide consistency and a structure for a pay for performance model.

Responsible for maintaining contacts with the employers and job seekers involved with the company, consulting with managers of various companies answering various HR related questions, developed and conducted skill building sessions and leadership training programs, analyzed human resource program design to anticipate and minimize problem areas, conducted training in effective recruitment, resume review, interviewing and hiring practices.

People Department Generalist, July 2005 - September 2009General duties: Performed HR-related duties and worked closely with all levels of staff. Carried out responsibilities in the following functional areas: benefits administration, employee relations, performance management, onboarding, policy implementation, recruitment, and employment law compliance.Key accomplishments include:• Created and implemented a new hourly production recruitment process, improving the quality of new hires and lowering the usage of temp labor, thus saving labor and training dollars.• Improved communication and manpower planning which lead to higher utilization of labor and prevented further reduction in force.• Implemented and coordinated Workshare program for usage during slow production times.People Department Coordinator, July 2001 – July 2005General duties: Facilitated human resource processes and provided administrative support to the HR function as needed, including record-keeping, file maintenance and HRIS entry.Key accomplishments include:• Implemented Automatic Attendance System Software, saving labor dollars in the manual tracking of Attendance and becoming more responsive to attendance Issues.• Designed and maintained benefit bill reconciliation system.• Planned and conducted quarterly training and training as needed with Production Supervisors.• Developed and conducted weekly orientation for new team members.People Department Intern, November 1999 – July 2001Key accomplishments include:• Developed and maintained company-wide job descriptions.• Designed and maintained the company intranet Employee Resource Center.• Created and implemented company Wellness Program.