• Strategic HR consultant/business partner for top executives from 65-75 client companies in 5 states in Professional Employer Organization (PEO) relationship. Client company sizes ranged from 15 employees to over 100.• Industries served included healthcare, nonprofits, financial, professional services, technology, manufacturing.• Coached client managers on having difficult employee conversations, as well as policy creation, maintenance and interpretation, performance management and employee relations concerns.• Assisted client managers with culture improvement initiatives such as employee engagement surveys, harassment prevention training and implementing an employee grievance process.• Consistently maintained a 97% retention rate of clients in book of business over 6 years in role, equating to over $2M in revenue to business.• Acted as client account manager and liaison to resolve payroll, benefits, risk/safety issues.• Directed open enrollment process for all clients.

• Successfully established human resource function in a family-owned company with continuous explosive growth. • Established and managed the ongoing administration of policies and procedures for all HR functions.• Managed one HR Administrator and one Receptionist.• Acted as strategic business partner with managers and executives to execute key strategic initiatives from an HR perspective.• Reduced payroll and HR administration costs 40% by moving from ADP to selecting and implementing new HCM system, Paylocity.• Directed the research, selection and implementation of a new performance management software, ReviewSnap.• Minimized compliance efforts and risk by transitioning to new 401(k) administrator/record keeper.• Led the process of changing from fully-insured benefit plan to self-insured benefit plan. Directed Open Enrollment process for employees in 3 states.• Led initiatives to improve the employee culture within the company.

• Transformed Human Resources from administrative role to strategic business partner, including working with senior management to drive key business and improve employee relations. • Conducted extensive analysis of existing HR functions, and developed business plan to update all policies, procedures, services and operations. • Directed human resource functions including recruiting, hiring practices, benefit plans and compensation.• Led transformation of company perception of bureaucratic HR function to value added service. • Administered all leave plans, including FMLA, STD, LTD and transitioned to full Paid Time Off plan.• Managed one HR Generalist and one Payroll Specialist. • Slashed recruiting costs by 30% through streamlined and centralized processes. Trained managers on new processes.• Reduced 401(k) administration fees by 20% by transitioning to a new plan provider.• Enhanced performance management process through implementation of an improved document for managers to complete, and extensive training for managers.• Revised and enhanced 20-year-old Employee Policy Handbook. Trained managers on new policies.• Implemented progressive discipline process and advised managers on employee relations issues. • Directed open enrollment process and negotiations with brokers.

• Assisted 750 employees in 6 states with benefits questions, enrollment and termination.• Initiated COBRA continuation paperwork.• Trained 30 managers on management techniques, system functionality, and company processes, following acquisition.• Conducted benefits open enrollment meetings for employees in multiple states.