Assist labor relations strategy; grow, coach, and develop talent.

Lead and direct the strategy and all tactical execution of Modula US/NA Human Resources and Talent Management. Design strategic talent pipeline by establishing relations with High Schools, Technical Colleges, Colleges and Universities, Public Workforce organizations, Chambers and Local Chambers.

Lead the Human Resources, Training & Development, and Safety strategies by aligning talent with the long-term strategic, operational, and financial goals of the company. Culture keeper and change agent; championing corporate transformation, supporting the growth of the Jostin business while fostering an inclusive, agile and innovative work environment.

Earned Series 65 License-Helping families with investment management, financial planning needs and strategies.

Horter manages 1.1B AUM. 300+ Investment Advisor Representatives (S65) nationally. Advised CEO and leadership in development and implementation of national and local manpower forecasting and business development strategies. Lead cross-functional teams in strategy execution, managing Advisor quality and compliance, Organizational culture and change management initiatives. Lead the development of the Cincinnati region establishing a profitable growth business plan during 2016 and hit the ground running in January 2017. Designed and implemented Human Resources and Talent Management Strategy. Established and managed individual Advisor business development and marketing plans. Implemented performance management program focused on organizational talent, quality, service delivery, compliance, growth and revenue.Designed organizational leadership training, education, and development program consisting of onboarding, orientation, and culture acclimation. Created weekly organizational “Bootcamp” question and answer and issue resolution program for clients, and internal use. A professionally persistent recruiter and highly proficient in LinkedIn Recruiter (Top 25% of recruiters in 2017 & 2018). Partnered with the Chief Compliance Officer, developed and implemented Advisor Field Supervision and Compliance program. Embedded a coaching, and business architecture development program to assist IAR business development strategy. Advised, counseled and coached national IARs in business strategy, client service, and office employee relations and administration.Merger & Acquisition: Project managed, designed strategy, and assessed culture fit. Partnered with third party FMOs and IMOs, Executive Recruiters, Staffing Agencies, and other Talent Management Resources. Supported external relations, PR, Marketing, Promotions and social media.

Led team of talented Financial Advisors (FA) and Sales Assistants (20-25 associates) in Ohio, Indiana, Kentucky footprint with 110 banking centers. Grew Brokerage business from $740M to $940M AUA (27% increase in 3.5 years). 6000+ clients, Managed $3.4M program budget; reduced Brokerage team efficiency ratio from 90%+ to 55%. Raymond James Platform- Leaders Council 4 years in a row. Overall ranked 15/174 Raymond James Financial Services (FID) Bank standings. 2014 Brokerage Team top year at 3.6M production and top 10 Raymond James ranking.Responsible for Human Resources/Talent Management within Brokerage Division working in partnership with FFB Human Resources. Initiated management and culture change process spanning 3.5 years. Strengthened relationships, with banking LOBs and within team. Also established updated FA compensation plan program.Developed team peer education and communication platform to ensure individual client wealth solutions are attained. Client wealth goals, team and individual needs met by focusing on "world class customer service." Top division Gallup employee opinion survey scores within FFB. Established FA client centered professional training and development program ensuring FAs have the tools they need "beyond the numbers," established fee based business initiative (increased fee business from 0% to 6% in 3.5 years) exposing client to a full breadth of financial strategies (Life Insurance, Health, and Disability Insurance). Regularly partnered with Raymond James field supervisors and compliance team. Identified need to consolidate brokerage platforms to one Broker Dealer (separate 500 fixed annuity clients moved to Raymond James platform total $46M). Eliminating organizational, associate and client product confusion while strengthening overall LOB banking relationships.Co-Lead project management to merge Brokerage and Wealth platforms. Designed infrastructure for the First Financial Bank Self-Directed/Online Brokerage program.

Provided collaborative, innovative, client centered HR solutions to "Change the Outcome," meet the CCHMC long and short term strategy, and support CCHMCs position as a leader in the pediatric global healthcare environment. Clients served included Patient and Surgical Services, Radiology, Laboratory, Planning and BD, Foundation and Development, and select physician leaders. Consult with line management providing daily HR guidance, analyze human capital trends and metrics to determine patient care departmental manpower needs. Coach, consult and advise leadership in departmental strategy, execution, and resolve complex employee relations issues and grievances.Work closely with management and employees to improve work relationships, build morale and increase productivity and retention. Provide HR policy guidance, assess, monitor and report on workforce and succession planning, training needs and gaps for teams and individuals.Assist leaders in assessing business direction based on CCHMC Strategic Plan; Collaborate and assist leadership with development and tracking of key performance and incentive goals metrics resulting in organizational strategic alignment.Collaborate with strategic HR partners in recruitment, compensation, training & education, diversity and inclusion and employee relations to "win the day" and achieve CCHMCs patient care, business, and succession metrics. Implemented Cornerstone Performance Management system- coaching and training leadership. Implemented Team bldg and dev (DiSC, TKI, MBTI, Gallup Strengths, Workout; Stop, Start Continue, etc.), to improve team symmetry. Facilitate New Leadership Assimilation; Implement Employee Engagement surveys, and drive engagement project management. Communicate upward and downward feedback for client candid advice, coaching and development opportunities; Educate client use of HR tools, i.e. PeopleSoft;

A Human Resources, Labor and Employee relations executive with experience in union and non-union environments. Demonstrated expertise in deploying proactive positive employee relations strategies, and enhancing management-employee relationships through training & education, collaboration, communication and issue resolution. Advise Fortune 100 and dynamic organizations in a variety of business settings and industries including: retail, healthcare, newspaper and media, finance, insurance, manufacturing, and higher education. A labor relations and human resources big picture strategist who has successfully driven corporate wide initiatives in environments of constant change and growth with a unique combination of expertise in: Strategic Planning, Training & Development, Communications, Change Management, M&A, Mentoring and developing talent.

Designed and delivered Labor Relations, Human Resources, People Operations, and Organizational architecture solutions to clients. Led positive employee relations programs and Employee Communication and Experience program. Expert knowledge in NLRA, NLRB, EEOC, FSLA, Managed up to 21 associates in the corporate office, research department, and office administration areas; developed new clients via prospecting and identifying vulnerable situations and providing presentation offerings to association and employer groups; significant client groups included Fortune 100 companies and large profit/not for profit hospital systems.

Directed the day-to-day operations for Division IA athletic department with 20 programs and total budget of $20M; directed staff of up to 30 associates; responsible for budget of $3.5+M to operate and maintain facilities such as Shoemaker Center [13.5k capacity] and Nippert Football Stadium [35K capacity]; managed in a union environment with classified associates in labor organizations including AFSCME, IUOE, SEIU Local 925 and the Carpenters Union; managed and coordinated more than 140 events/year; coordinated with University and external groups such as City and Campus Police, Parking, Facilities and Ushers, Ticket Takers, and Concession Sellers; Safety and environmental health operations, negotiated event contracts including concerts, conventions, and shows that generated +$50K revenue; negotiated food concession contracts netting +$650K net annually; served as Athletic Liaison for University Executive Committee, Architects, and consultants to develop the proposed $165M Student/Athletic Intercollegiate Varsity Village Concept.

Administered the day to day internal operations of the athletic department. Responsible for the administration, budgeting and travel for men’s soccer. Game day manager for basketball, soccer, football operations and all major special events utilizing athletic facilities. St. John’s sports summer camps administrator. Liaison to facilities outside contractors. Marketed and promoted Boomer Esiason Cystic Fibrosis football halftime fund raiser resulting in $6000.00 in funds. football game. Developed and implemented freshman orientation and student athlete life skills program. Tournament Director for St. John's Men's Basketball sponsored annual Lapchick Tournament, site coordinator for NIT, co-site coordinator NCAA first and second round basketball tournament, site coordinator NCAA Men's Soccer events.

Counseled student athletes in academic affairs. Trained student athletes in college academic study skills and time management. Co-Lead Providing Athletes with Support (PAWS) athletic department sponsored life skills program. Developed and implemented new tutor orientation program. Assisted in game day operations and athletic development fundraising.

Counseled Football and Men's Basketball student-athletes in life-skills and academic affairs during fulltime studies for MBA. Participated in game day football, basketball and other special event operations.

Assessed, Counseled, and admitted applicants. Represented, marketed and promoted this Para Military College at high schools and college fairs. Assistant coach football and lacrosse

Successfully piloted storewide conversion of sales staff from hourly wage to commission compensation program to focus associates on customer service and enhanced personal selling culture; developed conversion process which included employee relations seminars, sales training programs, established working committees that were cross functional, designed award and incentive programs, and pioneered recruiting and hiring process to select personnel with potential to personally sell and be retained.

Opened Dallas Galleria as assistant Human Resources Director and Employment Manager. Promoted to this executive position to open and supervise the recruitment, interviewing, employment and job review functions of 750 sales staff and executive personnel. The Dallas Galleria was a $75 million store and was the first full commissioned compensation store in the New York division. Developed and implemented sales productivity strategies, and employment recruitment strategies included training department executives in effective sales associate recruiting.Managed the job review and merit increase function.Responsible for the enforcement of storewide policies and procedures and advising employees of benefits and compensation options. Coached and counseled associates on customer service techniques, selling skills and employee relations.

Appointed to this position to pilot the implementation of the customer service program in the Women’s Accessories Department in the benchmark Herald Square Store. Negotiated with the AFL-CIO, Local 1S Union Stewards to implement sensitive individual sales productivity program. The productivity program was based on evaluating sales personnel based on monthly, weekly and daily sales and transactions per hour. This pilot program would become a model for the future customer service and commission compensation programs implemented in new and existing stores including the Dallas Galleria. Recruited, interviewed and employed sales associates. Responsible for customer service programming and awards.Developed a sales associate productivity model based on approach, acknowledgement, and closing of sale. Developed and implemented a manager training program on how to identify and recruit sales employees outside of Macy's.

Graduated from the renowned Macy's Executive Training program and placed in Corporate Training and Development. Developed, implemented, trained Macy's employees in Macy's policies and procedures, awareness programs such as check fraud (developed, implemented, designed check fraud program called "Fraudbusters"), new employee orientation programs, cash register and new cash register procedures. Selected to the Macy's new store opening team and opened stores throughout the state of Texas facilitating pre-opening, dry run and after store opening training and development, supervision, recruitment and couseling.