(Data Centers, Critical Infrastructure,& Facility Management Operations)• Advisor to senior leadership providing functional expertise, market-related intelligence, and forecasting on employment issues and trends.• Specializing in the data centers and facility management industry sourcing strategies, for roles with Data Center Engineering, Data Center Construction, Data Center Operations, and Senior Leadership roles.

• Partner with the local Workforce Development Councils (WDC'S) to develop and implement workforce development strategies that lead to the success of system customers workforce planning • Represent the agency on WDC Boards (Pacific Mountain Workforce Development Council - WDA 2 and Workforce Southwest Washington - WDA 7) providing strategic input and support of local workforce development strategies.• Work across regions, with agency policy and system program teams to implement standard work for Employment Security Department programs in order to provide local service delivery to meet the needs of customers. •Support statewide expectations by leading regional initiatives to improve the customer experience through applying Lean, Human Centered Design, ADKAR and change management principles. • Develop, maintain and build collaborative relationships with WDC executives, stakeholders, partners, labor relations, and community members in support of local workforce system needs. • Develop and oversee the administration of regional operating budget and ensure that each local office administrator is managing their resources effectively. • Ensure adherence to strategic performance requirements of the legal expenditure of funds and maintenance of documentations/audit trail for funding. • Oversee the development of local contracts, resource sharing agreements, inter-agency agreements, MOUs, leases, data sharing agreements, etc. • Create and support a working environment that encourages Lean thinking, continuous improvement, customer centered service approaches, employee engagement, system integration, and innovation. • Ensure local and regional leaders understand agency and regional performance goals, track and measure local performance for all federal and state programs. • Use daily management and Lean tools to track regional and local performance.• Management oversight of professional staff of 87 over eight counties

• Teach and mentor transitioning veterans in Puget Sound (Seattle/Tacoma area) through our Career Readiness Program, a semester-long, university-accredited program developed in partnership with Columbia University and designed to equip veterans to achieve the best careers possible• Instruct multiple cohorts during the FourBlock Career Readiness Program by partnering with Walt Disney, CBS, JPMorgan, PwC, Accenture and many others• Support the local FourBlock community, the nation’s local professional network for top veterans and top companies to engage locally while staying connected nationally• Oversee cohort at University of Washington - Tacoma campus (VIBE Center)• Visit our website to learn more about how Four Block is changing the way veterans transition: www.fourblock.org

• Led change management process through merger and acquisition processes. Implement, utilize and optimize applicant tracking (ATS) Taleo and assisted in the re-branding of the company careers page.• Effectively led hiring efforts improving hiring results by 60% in the first six months in a historically hard-to-hire location. By Shifting recruiting strategy from posting on job boards to directly sourcing experienced candidates from other trades groups and military recruiting efforts. • Using Continuous Process Improvement/Lean tools, created and successfully implemented a plan to reduce hiring lead time of hourly employees by 33%. By leading the development and maintaining reporting life-cycle, governance and road map.• Enhanced recruitment operations with the introduction of strategies to attract new members as well as process improvements in the areas of sourcing, hiring, forecasting, and labor market trends analysis.• Monitor and analyze recruitment efforts to identify and target areas in need of improvement. Provide staff mentoring and training as well as overall establishment of goals. Generate innovative social media plans.• Through leadership strategy of veteran recruiting efforts, received recognition of veterans program by Military Friendly/Viqtory Media Publications "2020 Military Friendly® Top 10 Employer Designation and Military Spouse Employer" (Ranked #4), along with previous awards for 2019, 2018, and 2017. Additional national recognition by the U.S. Department of Labor - Hire Vets Program Gold Medallion for 2018 and 2019 (Large Employer).• Specializing in the data centers and facility management industry sourcing strategies, for roles with Data Center Engineering, Data Center Construction, Data Center Operations, and Senior Leadership roles.

• Responsible for leading all of BGIS U.S. candidate recruitment initiatives for mission critical/infrastructure environment. • Responsible for full cycle hiring for: Maintenance Tech, Critical Facility Technicians/Engineers, Controls Engineer, Electricians, Facility Management Technicians, HVAC, Lead Critical Facility Engineers, Program Manager (Controls, Electrical, Mechanical), Assistant Critical Facility Manager, Critical Facility Manager, Critical Facility Director, Global Critical Environment Team - GCET team members: GCET Training & Development, GCET Program Managers, GCET Project Manager, Critical Environment Transition Director, Workplace Manager• I work closely with the hiring manager to carefully understand the search parameters, required and desired qualifications and experience, as well as the soft skills required for the person to perform successfully in the position.• Rollout of veteran recruiting initiative for U.S. market• Partnered up with educational organizations for vocational programs/STEM

Served as Director of Human Resources, at a Bessemer Ventures-backed cybersecurity company with wide-ranging operational and strategic responsibilities. Successfully assisted IID through acquisition by Infoblox (NYSE: BLOX).• Formalized and built out HR infrastructure within a start-up organization by leading the evaluation process of a fully integrated, web-based recruiting technology to include requisition management, internal transfers, and applicant tracking, HRIS, on-boarding, talent management, and web benefits modules.• Created and executed full life-cycle recruitment and retention strategies including job analysis, compensation analysis, employee recognition and training programs.• Provided managers with HR mentoring, training and support in all aspects of employee relations resulting in managers who are knowledgeable and adept in managing and maintaining a successful workforce.• Contribute to the company's strategic initiatives, through development and improvement of HR and talent acquisition policies/programs (universities and military).• Partnered with local resources in development of Tech industry apprenticeship program with WTIA and WA State Department of Commerce and L&I• Board member for workforce planning with FCC CSRIC Communications Security, Reliability and Interoperability Council (CSRIC) V Working Group 7 - Cybersecurity Workforce V WG7, Program Advisor for Highline College - Bachelor of Applied Science Cybersecurity and Forensics, and Member with National Initiative for Cybersecurity Education (NICE) Working Group.

• Served on several Business Advisory Councils to establish ongoing relationships with community, minority, professional, and veteran organizations workforce planning needs.• Conducted recruitment activities including outreach to technical colleges, community colleges, universities, high schools; represented company at numerous job fairs.• Managed the execution of recruiting strategy through planning, event execution, maintaining an active presence on campus, and corresponding frequently with candidates talent management.• Established relationships with placement office directors, faculty and students and initiate activities on campus to promote the organization at selected programs including advertising, career fairs, information sessions, speaker events and on-campus interviews.• Developed and implemented the military relationship programs to include social event planning and monitoring of staffing and budgeting. • Coordinated with peers and hiring managers to locate transitioning military talent, construct and execute plans to assist in filling their needs.• Determined and implemented the best recruiting practices to attract, screen, and hire the most highly qualified candidates from the Military Branches.Formerly the Regional HR Manager (Western Region)

• Oversee the Western Region, 4 locations (both Union and Non-Union facilities), in 3 states, with 5 different Labor Unions.• Provide direct support/guidance regarding employee and labor relations for Western Region.• Consulted General/Terminal Managers and Regional Vice President in areas of employee relations, staffing, training and development.• Investigated and recommend corrective action, as needed, for all employee relations issues.• Ensure effective employee relations management within the territory by coaching and counseling management through issues or concerns, conducting investigations and assessments as necessary.• Maintain updated on any new state and federal regulations; periodically researching changes regarding Human Resources related laws & provisions.

• Performance Management: Introduced a program that focused on providing ongoing feedback to employees versus the traditional one-time per year, and strengthened the link between corporate strategy and individual goals.• Recruiting: Effectively recruited for a variety of positions including top executives, managers, sales, financial professionals, IT, clerical; partnered with hiring manager to determine needed competencies, skills, and education thus increasing employee headcount in the first year. • Safety/Workers Comp: Managed the risk of legal liabilities through administering compliance concerns, facilitating communication, and advising top management as to areas of exposure which help reduced MOD Rate from 267% to 108% .• Compensation Analyst: Revised job descriptions, reviewed and updated salary for exempt/non-exempt employees.• Special Projects: Implemented transportation programs based on AQMD regulations. Created Health and Wellness Fair, HR Intranet, Employee Surveys.

Web Developer/Project Manager – Web/Applications Development, Branding, SEO, and Project Management.Worked with various companies as an Independent Contractor:-Filmtrust.com-eByz.com and Cyberoffice.com-Enable-IT.net-Haus of Design-Real Life Branding

HR Implementation Specialist - ADP's HR/Benefits Solution is a hosted, full-featured, web-based Human Resources and Benefits Administration system.

Formerly Lincoln Security Services, Inc., a private security and investigation firm.

Web development, search engine optimization, branding.

1st Bn, 8th Marines, WPNS Plt* Assists supervisor in coordinating employment of unit's fire and support weapons. Assists superior in leading and directing personnel in combat missions, and during maneuvers or tactical problems. * Served with 22nd Marine Expeditionary Unit during Operation Restore Hope (Somalia) * Tactical Recovery of Aircraft and Personnel with 22nd MEU, Served 4 years in a Helicopter Assault Co. Including Urban and Desert Environments, FAST Roping, Rappelling, and Special Purpose Insertion and Extraction Rigging.* Trained/Worked with Dutch Royal Marines, French Foreign Legion, and San Marco Battalion (Italy).