Office Manager supporting multiple initiatives throughout the tax season.

Thomas founded Angel Specialty Services, LLC in August of 2015 and serves as the Managing Director. After spending nearly a decade working for one of the world’s largest Engineering & Construction companies operating in dozens of countries around the globe, Thomas decided to bring his expertise and dynamic background to advise individuals and organizations throughout Texas. Thomas offers personalized services ranging from Human Resources Consulting, HR & Recruitment Information System Implementation, Confidential Recruiting Initiatives, Independent Investigations & Audits, Compliance Reviews, Executive & Personal Protection, Fixed & Rotary Wing Aviation Charter Coordination and Management, and Event Facilitation. As an aviation enthusiast and outdoors man, Thomas brings a welcome breath of proverbial ‘fresh air’ to any business or social event. We are eager to arrive at meetings and events in our helicopter and literally bring a bit of fresh air with us!

Clough provides engineering, construction and asset support services to some of the world’s most challenging energy and resource projects globally. As the North American Regional Human Resources Advisor, lead the strategic HR support and performed as an HR Business Partner to our key stakeholders. Accountable for HR processes and procedure implementation on various projects within the region and providing HR oversight and assurance for a new organization in the United States. Managing the Talent Acquisition for Clough, CH-IV and multiple projects, including implementations of HRIS and Recruitment platforms in North America was another major area of responsibility. Also managed the global mobility of expatriates from Europe and Australia; as well as relocation of employees within the United States.

HR Manager for KPJV Projects & Fluor Kazakhstan InternationalAccountable for Talent Acquisition, Global Mobility, Employee Relations, Compensation, Talent Development and Workplace Investigations. Implementing and continually developing HRIS systems (SAP, Success Factors, Kennexa BrassRing, and proprietary personnel platforms) as well as talent development programs were other areas of priority, meanwhile managing the day to day operations of the Human Resources and Administration Department

Administration / Human Resources Manager for multi-billion dollar aluminum facility. Managed a Team of multinational staff in order to provide Administration / Human Resources support for multiple locations within Saudi Arabia. Actively involved in Contracts Administration/Negotiation with support service and transportation contractors; as well as Government Affairs, Employee Relations, Compensation, Training & Development, College Relations, Global Mobility and various other Human Resources Generalist activities.

The Saudi Kayan Petrochemical Project was the World's largest "grass roots" petrochemical construction project at the time. Primary responsibility was to acquire expatriate talent and mobilize existing employees as well as new hires to the project location. Although Talent Acquisition was a continual responsibility, other areas of HR and Administrative tasks included: Transportation & Housing Logistics, Support Service Contract Administration, Training & Development, Government Affairs, Talent Development and Continuing Education Programs.

Global Field Human Resources Specialist assigned to support the Global Expatriate and Eastern Expatriate Program by reassigning employees completing assignments. Also responsible for Talent Acquisition of Global Expatriates and Global Mobility requirements for their assignment locations. Utilizing SAP R/7 and Business Warehouse as well as various HRIS Systems was a significant aspect to this role.

The SIPCHEM PROJECT was an expansion to an Acetic Acid and Vinyl Acetate Monymers Project in Jubail, Saudi Arabia. The role on this project was to acquire talent and mobilize them to the site. An initial assessment revealed that the mobilization timeline for Eastern Expatriate employees was 12-15 weeks. Upon completing multiple business trips and meetings, this timeline was reduced to 6-8 weeks due to the findings and recommendations to executive management to streamline the mobilization process. Following the 10 week 'business trip' deployment and upon request of the client, assumed the Admin/HR Supervisor role.

Global Field Human Resources