Contracted to aid in dissolving the business after the Department of Education, Office of Federal Student Aid, terminated all private collection agency contracts on November 4, 2021.* HR Process: Determined objective process and selection of permanent RIFs and appropriate incentives to retain critical staff needed to dissolve the business. * Legal Compliance: Established, in writing, the business-related objective for implementing the RIF and provided management training and transparency who were assisting in RIF communications. Facilitated and executed the Federal Worker Adjustment and Retraining Notifications (WARN) Act when deemed necessary during multiple RIF waves. * Organization Communication: Developed and delivered clear, consistent, and transparent communication both written and orally to minimize resistance, anger, sense of loss and to build trust by demonstrating honesty and inclusiveness during a time of adversity. * HRIS Technology: Managed and executed full HRIS (UKG formerly UltiPro) data extraction project and electronically filed data into purge date format to maintain data retention legal compliance requirements. * Payroll: Processed final wages and other compensation owed to employees to include severance packages and PTO payouts. Terminated 401k plan and processed all forms to move employee funds. Processed form W-2’s and filed all final federal and state tax requirements. Completed all employment verifications, unemployment claims, and all other related payroll requests.

Most senior HR executive within the organization. Transformed HR into a true strategic business partner in the aftermath of fast growth from a small business to a medium sized business. Oversaw a staff of 10.* HRIS: Drove transition from outdated HR systems into a fully integrated HRIS platform from UKG (formerly UltiPro). Instantly improved analysis, reporting, training, recruiting, onboarding, and planning capabilities while streamlining daily HR functions.* Diversity: Built a supportive and inclusive workplace culture that improved acceptance, respect, and accommodation of differences. Underutilization within affirmative action plan was consistently at 0% and employee relations issues of discrimination dramatically decreased.* Employee Relations: Introduced proactive employee relations and communications programs that consisted of making sure new employees added to the company culture, providing ongoing support to all employees, handling employee misconduct, resolving employee conflicts, and exploring new ways to further improve employee well-being. * Communications: Revised and aligned the employee communications strategy to the organization’s strategic priorities and mission statement. * Talent Acquisition: Planned and executed recruitment strategies to increase business and drive profit growth which resulted in business growth from 150 employees to, at most, 650 employees within three years with a very low turnover rate for the industry. * Legal Compliance: Interpreted ever changing employment laws and industry regulations into updated HR policies. Aligned with the compliance department by implementing internal controls and enforcing policies to reduce employee mistakes to achieve 100% audit scores from NRI’s federal contract compliance department. * Payroll: Managed a three-person payroll department that processed payroll within two different divisions and three different locations, maintaining an error rate of less than 2% per year.

Most senior HR executive within the organization. Built, from the ground up, all aspects of the HR function for a start-up casino and racetrack. Developed and oversaw talent acquisition and onboarding, benefits design and administration, employee leave management, employee relations, performance management, policy creation and implementation, developing and managing affirmative action plans, and employment law compliance. Oversaw budget and managed a staff of 5. *HR Strategy: Created and implemented HR policies and processes to handle short-term needs and mitigate long-term risks to include, but not limited to, recruitment and onboarding, compensation and benefits, employee relations, safety and health, policy creation and implementation, and performance management. * HRIS: Researched, chose, and implemented a Human Resources Information System (HRIS) from start to finish. Became a super user of UKG (formerly UltiPro) and trained the entire company on how to use and leverage the system. * Budget: Created and monitored the HR department budget and analyzed monthly expenses to maintain targets and reduce human resources overhead.* HR Operations: Consolidated HR functions previously managed by several different departments into a single consolidated organization to manage all HR affairs.