 HR lead for the Networking & Data Link Solutions and International Program, Product, & Technology business areas L3Harris. Supporting VP/GM and Sr Director. (635 employees) Act as a strategic partner to business leaders, providing HR guidance and support for complex organizational challenges. Lead and implement HR initiatives that align with the company's strategic objectives and support business growth. Oversee talent management processes, including workforce planning, succession planning, and leadership development. Collaborate with HR Centers of Excellence (COEs) to deliver high-quality HR services in areas such as compensation, benefits, and learning and development.

 HR integration lead for the acquisition of the Tactical Data Links Business into L3Harris. (450 employees) Responsible for lifting and shifting the business unit into the L3Harris function/matrix business model. o Example: Job Mapping, Onboarding, IT integration, Benefit/Payroll Changes, Retention, Training. Support leaders and employees through change management. Developed and provided trainings on major change intiatives. Built communication strategy and FAQ platform to ensure all levels of employees are provided status of integration activities.  Creating and implementating new HR strategies related to Talent Management, Talent Acquisition, Performance Management, Compensation, and overall Culture/Employee Engagement.  Partner with TDL leadership to identify talent retention strategies to drive a best in class employee experience

 Provide human resource support to the engineering organization within the Broadband Communication business. (apx 700 total employees).  Responsible for the sustainment and implementation of specific HR strategies related to Talent Management, Talent Acquisition, Performance Management, Compensation, and overall Culture/Employee Engagement.  Coaching leadership on matters concerning development of staff to enhance effectiveness and potential. Shifting the emphasis from resolving issues for others to building leadership capabilities to address and resolve both human and technical aspects of the work environment. Assists and advises management in the development and implementation of plans to promote employee engagement and positive employee relations. PeopleSoft, SAP and Oracle HCM

 Manage and support all employee engagement initiatives. (D&I activities, Employee Connection Groups, and Recreation Clubs) Lead Division Talent Management Strategy. Assist with succession plans, leadership development, and track exposure opportunities.  Lead the reporting and data analysis process for Divison. HR Project Lead for Performance Management, Talent Management, Compensation, Collaborate with a diverse set of stakeholders and cross-business team members to meet project deliverables and deadlines.  Leads management training strategy. (Mgr. Lunch & Learns, Manager Portal Development)

 Primary HR interface and strategic business partner for all Program Offices in the Propulsion Systems Business Unit. Responsible for the sustainment and implementation of specific HR strategies related to Compensation, Talent Management, and Performance Management.

 Talent Management – coach leadership on talent management practices and implementation of appropriate methods to develop talent. Maintain positive relationships with high potential employees.  Organizational Development – partner with leadership to understand business initiatives and develop strategies to effectively meet those needs. Includes developing strategies related to department reorganization, talent management, compensation, and employee engagement. Employee Relations – maintain positive employee relations and resolve concerns within customer base of approximately 600 employees across multiple locations. Includes coordination with senior level leadership and company legal department. Recruiting – partner with leadership to attract, interview and select talented candidates. Weigh in on salary recommendations in coordination with Recruiting Center of Excellence and hiring managers, complete applicant tracking and candidate notification, research and promote diversity and minority hiring practices. On-Boarding – present New Hire Orientation to incoming employees, present New Leader Orientations and Leadership Assimilations to new leaders.

 Support Carbon Fibers plant with approximately 500 employees running 24/7 – help support midlevel to hourly employees in Operations, Supply Chain, Engineering, Quality, and Finance. Responsible for daily operations, serve as main point of contact for Employee Relations, Investigations, Grievances, Disciplines, Benefits, HRIS(Workday), and Recruiting at site.  Manage and conduct full-cycle recruiting, training, and orientation for new hires  Labor Relations: Work with plant leadership on daily activities that relate to interpretation and administering of the Collective Bargaining Agreement

 Developed and promoted an employee recognition program to support business objectives to improve moral and focus on safety. The program is utilized by both managers and employees. Program effectiveness continues to increase year over year. Created a development campaign for women and engineers working in Manufacturing. Program is tailored to improving employee’s education and learning within the company. Enhanced local partnerships with technical schools and high schools to build customized composites training program to replace initial OJT training period and indirect costs as well as build a talent pipeline. Manages all of the recruiting efforts for hourly union employees.

Assisted in all HR components of a site closure including WARN filing and notification, communication meetings, and severance/release agreementsCoordinated support services for 150 impacted employees (Job Fair, Resume Reviews, and Mock Interviews) Developed a recruitment campaign for women and minority engineers tailored to university new career hires and interns aimed at doubling the number of diverse hires over the next year -Benchmarked and evaluated the effectiveness of pre-employment screening assessments on creativity, concluded there was not a company fit and suggested recommendations on alternative screening methods Coordinated social, developmental, and community outreach events and served as central source of communication for 48 Maxim interns

Managed time effectively to balance the demands of academic performance, while working part time and participating in year round training for Division I athletics. Elected Captain for 32-person Division I soccer team both Junior and Senior seasons Whitesides Scholar- Athlete 2010- PresentMountain West Defensive Player of the Year 2014First Team All Mountain West Conference 20142014 NSCAA Women's University Division Scholar All-West Region Second Team 2014 National Soccer Coaches Association of America/Continental Tire NCAA Division I Women's All-Pacific Region third-teamCapital One Academic All-District Second-Team, representing District 8Academic All Mountain West Conference 2013-2014Academic All Western Athletic Conference 2011-2012Second Team All Mountain West Conference 2013Second Team All Western Athletic Conference 2011-2012Western Athletic Conference Freshman of the Year 2011