Directly responsible for acquiring and servicing clients focusing on providing strategic HR services• Assess current HR maturity of the businesses served by building and establishing personal working relationships• Design and implement HR strategies (recruiting, retention, and organizational) in partnership with business clients to drive business goals and objectives, including leadership development and culture creation• Relieve business clients from day-to-day HR work such as HR policy creation and administration• Work with third party vendors to implement technology such as HRIS system, LMS, and ATS• Partner with benefit brokers to offer benefit plans consistent with the company’s strategy and culture

Directly responsible for establishing the HR Department and people strategy for the newly formed company of 270+ employees• On the company leadership team reporting to the President focused on supporting the business objectives• Created hybrid HR Model (HRBP/COE) and hired HR staff to partner with the company and administer HR resources, including HR Data Analytics and the full employee life cycle• Implemented full service HRIS through ADP, including the ATS, LMS, Performance Management, and Payroll• Partnered with broker and negotiated and implemented a fully insured Health and Wellness benefit platform • Conducted a full compensation market analysis and created plan for implementation• Conducted culture analysis and created plan to bridge gaps and proactively drive the desired culture

Directly responsible for the development and implementation of the global HR strategy for the company of 2,700 employees• Led a team of 15 employees to drive the HR day to day operations and the HR strategy through G-Suite and HR tech stack• Created a comprehensive plan including, an operating model, budget, and timeline for a total HR transformation• Led the people and culture merge of two acquired companies, including one in Australia• Revamped the recruiting department and created controls and standardization to reduce costs by 1.7MM through process mapping• Designed and implemented a performance management process to increase employee development• Led the RFP for the selection of ADP HCM system and ATS• Facilitated the implementation of the HCM system and ATS• Analyzed and adjusted the hourly pay scale, reducing costs by 2.4 MM while increasing attraction and retention of talent

Directly responsible for the development of the HR strategy and department with a company headcount of ~250 employees• Built out the HR department as the first HR hire focusing on creating a hybrid HR model (HRBP/COE)• Partnered with C-level employees and other executives to design and roll out an HR strategy and roadmap to facilitate rapid growth • Recruited and onboarded over 200 employees by creating and implementing a robust talent acquisition strategy along with an ATS to support growth and demand• Procured and implemented UKG HCM system through a rigorous RFP process to better drive efficiency and productivity• Designed and rolled out a learning and development strategy to better onboard, train, and develop all employees and leaders• Successfully negotiated favorable benefit plans and offerings in order to attract, retrain, and engage employees• Created a well-defined compensation philosophy along with guidelines and bonus programs linked to performance and reward • Responsible for compliance and the strategy around compliance to ensure adherence to all state and federal labor laws• Managed $500,000+ HR budget to facilitate workforce productivity and HR efficiency• Attained Best Place to Work status through proactive engagement and culture building

Directly responsible for the creation and implementation of the HR strategy for 2 acquired locations with over 600 employees• Reduced labor costs $1M by driving a reduction in overtime from 20% to 10% vs. PY• Improved labor costs by over $230K by solving a time capturing system with a small $20K investment• Decreased talent acquisition costs by 20% by streamlining processes and coaching managers on labor costs• Increased employee engagement and satisfaction through quarterly roundtable meetings and action planning by management• Bridged culture gap by creating and implementing a comprehensive engagement strategy focusing on employee advocacy• Bridged capability gap by creating and implementing a learning and development strategy focused on business and leadership• Partnered with leadership and local HR in Germany to drive alignment and consistency

Directly responsible for the creation and implementation of the HR strategy for multiple locations spanning across 4 states and with 400+ employees• Implemented change management initiatives to drive performance and customer service thereby increasing revenue 7% vs. PY• Increased manager quality and organizational capability 8% vs. PY through designing and executing manager training and coaching• Designed and executed staffing strategies for exempt and non-exempt positions thereby increasing diversity 11% and increasing bench strength 10%• Decreased total turnover 28% vs. PY through comprehensive onboarding strategy• Led a team of 7 to develop and implement a campus recruiting strategy for the region (45 locations) while decreasing costs 30% vs. PY, increasing new hires 40% vs. PY, and exceeding diversity goals by coming in at 75% diverse • Led a team of 7 to develop and implement a college hire and onboarding strategy for the region (45 locations) • Implemented union avoidance training for 45 locations

Directly responsible for the creation and implementation of the HR strategy for 3 Union locations and over 300 employees• Improved Employee Relations 68% based on Organizational Heath Survey• Built alignment between two cultures and companies as a part of an acquisition through engagement and relationship building • Led leaders and employees regarding company policies, values, and HR program administration and interpretation to ensure policies and procedures were handled consistently and in a timely manner• Effectively managed multiple projects with overlapping tasks and priorities • Improved labor relations by decreasing grievances 20% vs. PY and company complaints 33% vs. PY• Led the annual compensation strategy for approximately 2,000 people evaluating the use of sound pay practices• Managed contract negotiations for 1 location leading to ratification on the 1st vote • Managed through a favorable arbitration for the company that set significant pay precedence• Shuttered several locations, work, and positions to reduce costs and effectively grow and manage the business

Directly responsible for supporting employees and all levels of management by:• Discovering and solving a commuter benefit problem, thereby saving my department $60,000 annually• Leading improvement projects to promote change, safety, and employee morale using lean principles and strategies• Organizing, recruiting, and staffing a new department consisting of 100 people• Facilitating the development and implementation of a recruiting strategy for our temp agency

Administered and managed invoicing, balanced the trust account, and reconciled company credit cards for the finance department in a small insurance law firm. I also had the opportunity to train staff and partners on how to use the billing database and software.