Serves as the key business partner to strategically advise leaders on all HR-related matters. Accountable for the strategy and execution of all HR activities within an assigned territory andfunctional area. Coach, collaborate and partner with business leaders on all people matters to grow our purpose-driven culture while attracting, retaining, and growing our leaders. Provides great internal customer service and drives HR functional excellence and HR consultationon ways to improve efficiency, productivity, profitability, and strategic capability as it relates topeople strategy. Proven track record in establishing and nurturing strong relationships with key stakeholders,including executives, managers, and teammates. Demonstrates expertise in building a culture of trust within the functions I have served, fosteringopen communication channels, and promoting transparency. Skilled in developing and implementing strategies to enhance teammate engagement, morale, andsatisfaction, resulting in improved retention rates. Proficient in conducting needs assessments and implementing tailored HR programs to addressemployee concerns and promote trust.Experienced in leading cross-functional teams and collaborating with various departments to alignHR initiatives with organizational objectives. Strong understanding of employment laws and regulations, ensuring compliance and mitigatingrisks in HR practices. Proficient in leveraging technology and HR analytics to measure and evaluate the effectiveness ofHR programs and initiatives. Excellent communication and interpersonal skills, with the ability to communicate complex HRconcepts in a clear and concise manner.

Responsible for managing human resource department activities for two full-service hotels as well as employee development, talent management, performance management, retention, and compliance management• Serve as executive advisory board member reporting directly to the General Manager and Corporate HR.• Strength in talent recruitment and development.• Exceeded company and industry benchmarks on employee satisfaction survey while supporting budget reductions and increased department workload.• Instituted an HR Impact initiative to track the result of employee development and performance management programs on key HR metrics such as employee retention and turnover costs, employee satisfaction, employee productivity, and customer satisfaction.• Received exceptional scores for human resource management and confidence in leadership.• Led human resource department to be recognized by Corporate HR for successes with employee programs, reporting, and compliance.• Highly successful at developing strong working relationships. Viewed by associates, managers, and executives as a person of discretion and trust whom they can confide in for advice, guidance, and coaching as well as rely on to discretely and delicately represent and resolve specific individualneeds, issues and/or conflicts.

Managed the coordination of all resources activities to include: interviewing, selecting and scheduling contractors; scheduling material deliveries and regulatory inspections; tracking progress billings to budget; invoice approvals; processing A/P and Payroll check runs; fulfilling state and local regulatory requirements for insurance, permits, taxes and workers compensation

 Established an independent recruiting firm, providing highly trained and qualified candidates to fortune 500 companies. Specialized in staffing Information Technology, Consulting, and Financial positions. Developed a strong network of human resource and hiring managers as well as prospective job seekers through personal and business relationships as well as by actively participating in local job fairs, print media, and internet sites

Responsible for the entire human resources department and all its functions. Responsibilities include recruiting, screening, hiring, compensation & salary planning, benefits, performance management, payroll, workers compensation, unemployment claims, training programs, labor relations and employee issues for more than 115 exempt, non-exempt, union and non-union associatesMember of the executive advisory board, responsible for overall operations of hotel to include: budgeting, forecasting, strategic planning, goal setting, merit increase management, annual performance reviews, job descriptions and compensation level management as well as managing and mentoring department heads