Lead the HR business function during a time of rapid growth and expansion. During my tenure, headcount has grown exponentially, and companywide turnover has decreased significantly.Support diversity, equity and inclusion strategy. Worked with executive team to support launch of PRIDE network group in addition to our existing women’s network group and people of color network group. Provided recommendations for outside speakers on DEI topics such as pronoun usage, intersectionality, and religion in the workplace. To improve employee engagement and enable confidential feedback, implemented an anonymous employee suggestion and pulse survey platform that has best in class employee participation. The vendor highlighted Galloway in a recent quarterly client education session and asked us to speak on how we were able to deliver such strong engagement and results in less than a year after launch. We regularly have 70% or more participation from staff on bi-weekly surveys and responses ratings that are 4.0/5.0 or higher. Launched and lead a health & wellness committee that has led to monthly events to engage staff on topics to help them in their work and life. A candid conversation series was created as part of this effort to engage employee volunteers to speak about topics ranging from mental health, parenting, finances, and success in work and life. Implemented challenges to engage staff on fitness, nutrition and stress management with typically 25% or more participation companywide. Streamlined processes around the employee lifecycle resulting in more time for strategic projects. Current strategic projects including: creating a corporate university and preparing for a learning management system implementation in 2024; creating 80+ unique job streams for existing positions which will inform career pathing; compliance with affirmative action; updating handbook to comply with new laws; maximizing use of HRIS; and diversity, equity and inclusion (DEI) support.

In this volunteer role, the MHSHRM board of directors serves 1000 human resource professionals and leaders in the greater Denver metro area. Our focus is on providing educational and professional development needs of our members, and create opportunities for connection and community.Other roles include: Conference Director 2023-2024Education Co-Director 2020-2022Education and Continuing Education Programming Committee 2018-2019

Created a boutique consulting and coaching firm dedicated to helping small to medium-sized businesses improve their HR programs and practices. Recent projects include:• Worked with national engineering firm on several major projects including leading their annual performance management and goal-setting process, which was the first time they had 100% completion of all reviews by the due date. Currently in the process of developing compensation program and framework. Also handling ad hoc items such as vendor recommendations for OFCCP compliance, onboarding and development of an internal college career fair portal. • Created an onboarding program for a manufacturing company to increase overall engagement of new employees and improve communication among stakeholders.• Created a performance management and feedback program known as “Talent Talks” for a well-known non-profit. Performed market analysis for employee compensation and developed framework for compensation program. Subsequently created and led Supervisor 101 workshop to drive supervisor and employee engagement for the same organization.• Worked with local businesses on various core HR needs such as employee relations, policies, I-9 verification, hiring procedures, etc.• Coached high potential staff and emerging leaders on career path and career advancement.

Key accomplishments:Strategic Planning:Served on US executive leadership team and contributed in strategic planning.Provided leadership for diversity and inclusion, talent acquisition, and student programs. Collaborated on the HR senior leadership team.Leadership Development: Selected as member of company’s Leadership Advisory Board, a group in charge of governance of the company’s many programs. Served as executive coach for high potential staff.Talent Acquisition: Reduced costs over $600,000 per year.Led campaign to improve Glassdoor rating from 3.1 to 4.1/5.0.Recognized by The Talent Board as a top 50 company in the 2017 North American Candidate Experience Awards.Introduced Textio to improve quality of postings, with peak avg score of 75/100.Improved time-to-fill from >120+ to <60 days Implemented a comprehensive U.S. college program.Diversity and Inclusion:Implemented a company-wide annual women’s leadership summit, resulting in formation of grass-roots groups supporting the development and retention of women. Oversaw annual programming around Veterans Day and National Association of Women in Construction.Implemented job posting software aimed at gender neutrality, attracting 13% more female candidates.Onboarding:Rolled out an 18-month supervisor program.Improved new employee satisfaction score to 4.3/5.Employee Engagement:Collaborated on a multi-year project to introduce a formal employee value proposition (EVP) Created and rolled out an Employee Resource Group toolkit.Performance Management: Served on team reviewing performance management and career development. Employee Relations: Provided sound advice to HR/PD Managers and executive teams. Analytics and Metrics:Improved turnaround from days to seconds through use of Microsoft Power BI. .Compensation and Benefits:Collaborated on effort introducing a job grading, career paths and career development program, whereby distinctions were made for advancement.

Hired to lead the national expansion of the transportation sector during a period of significant growth. Created and developed an HR team to service existing office while opening two new offices across the country. Headcount grew from 120 to 250 salaried staff, and hourly staff grew exponentially during this time to nearly 1000.

Provided HR leadership to multiple locations including 35 managers and 350 employees involved in sales, service and production. Key successes included creating a 401k awareness campaign, resulting in an 8.5% increase in employee participation in one week. Also, recognized for the region for the most improved turnover FY06 (9% decrease in Birmingham) & FY07 (9.5% decrease in Tuscaloosa). Turnover reached an all-time low < 15% in Birmingham and Tuscaloosa during my tenure.

Reporting to CFO, Successfully established HR function in fast growing multi-site company involved in asphalt paving and quarry operations. Successes included creation of on-the-job training and recognition programs. Realized a 10% improvement in retention during a period of 40% employee growth. Passed an OFCCP review with no citations. AIso, implemented a voluntary long-term disability plan in which 95% of employees enrolled.

Established HR function as an HR generalist in field facility of 180 employees for healthcare supplier. Handled employee relations and counseled management on policies and compliance with employment laws. Highlights include passing a Department of Labor Inspection focusing on affirmative action & utilization with no citations. Also selected to recruit HR peers for other parts of the country.

Created and implemented HR action plan to increase employee satisfaction. Handled advanced employee relations issues. Trainer for numerous courses including customer service, Civil Treatment for Employees, Civil Treatment on the Job for Managers, and banking fairness laws. Recruited entry level management and operations center employees.