Responsible for aligning business objectives with employees and management in designated business units. Utilizing partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HR Manager maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition.

- Develop, implement and lead people strategies that align with the client's business strategy, objective, mission and core values. - Lead strategic recruiting efforts: Identify and cultivate talent pipelines, partner with network to expand recruitment reach, develop creative approach to securing top-talent, and ensure consistent recruiting and interviewing practices. - Drive and deliver HR initiatives to support business and leadership goals, to include talent development, employee engagement, performance management, leadership development, and organizational change.

(Disposition: Position Eliminated due to financial challenges)- Developed effective staffing strategies that resulted in a 22% increase in the employee count in 2 1/2 months that included utilizing social recruiting and group interviewing.- Translated organizations goals into developing strategies around on-boarding, driving employee engagement, assessing talent development needs and policy development resulting in 80% employee retention compared to a national retention rate of 60%.- Successfully passed a state certification audit and an insurance audit within the first 30 days of employment.- Collaborated with COO and other leaders to develop and implementing wage and salary administration, processing payroll, benefit administration and legal/industry compliance.- Analyzed HR practices to meet future organizational needs.- Conducted employee relations investigations providing recommendations and resolution.- Coordinated orientation and on-boarding that included several state requirements.- Responsible for overseeing the performance management process to ensure effectiveness including coaching to improve performance.- Collaborated with leadership team to develop employee strategies in alignment with the mission, vision and core principles.- Managed the organizational development processes to address succession planning, workforce development and employee retention.- Oversee all worker's compensation processes in compliance with OSHA standards.

Served as a strategic HR business partner across the business to lead the development and execution of people strategies and change management plans aligned with overall business strategy. • Met with leaders regularly to gain an understanding of their business priorities, strategies and talent• Designed and implemented people strategies that supported key company initiatives to increase business performance and productivity• Partnered with leaders to assess and advise on talent acquisition need including supporting the talent management and succession planning strategies• Provided coaching and consultation to leaders on employee relations practices necessary to maintain a positive employment relationship and promote a high level of employee engagement and commitment• Assisted leaders with performance management processes and development of their employees• Acted as the liaison for workers compensation for all of Herff Jones.Partner with workers comp insurance carrier• Interpreted company policy and provided employee relations support and conducted investigations, as needed• Led team to develop a performance management program that measured performance goals, developmental goals and modeling the core values. This program was implemented at the parent company as well as all of its subsidiaries.• Instrumental in reorganization of the Marketing department and the creation of Sales Operations department.

Partner with business leaders and employees to provide guidance and consultation including, but not limited to: policy interpretation; investigations; coaching, counseling and disciplinary action; as well as conflict resolution and daily risk mitigation. • Conducted investigations on such matters as violations of business practices, hostile work environment, harassment and discrimination, etc.• Partnered with leaders to effectively to document issues and execute coaching, counseling and discipline to result in performance or behavioral improvement.• Provided guidance and direction to managers on employment issues and related laws including, but not limited to: disability, FMLA, ADA, FLSA, worker’s compensation, etc.;• Supported leaders at employee meetings as needed, including performance coaching, counseling, discipline and terminations.• Provided direction, and/or guidance to employees and managers to help facilitate and/or resolve departmental/management/employee conflicts, etc.• Consulted with management and employees regarding work environment concerns;• Analyzed data to identify employee relations trends that will assist leaders to create a unique and compelling culture. • Developed action plans and recommend interventions to effectively address issues.• Created and facilitated training on employee relations matters such as performance counseling, documentation, action planning, etc.;• Assisted in the development, implementation or roll out of new policies and procedures.• Re-developed the coaching, counseling and disciplinary policy and process.• Partner with organizational leaders to focus on career development, skills assessment and training for their team members.• Led employee engagement team including the creation and implementation of core value behaviors. • Collaborated with leaders to assess talent needs and succession planning.• Administered worker’s compensation and safety programs.

- Provided customized human resources consulting as well as tools, training, resources and expertise on best practices to support initiatives and strategic objectives in order to achieve optimal organizational performance and drive cultural change.- Performed analysis of hotel metrics with emphasis on guest feedback, employee engagement, turnover statistics, financial performance, quality compliance, brand/market performance and stakeholder feedback on short and long term goals.- Consulted with key clients to identify gaps with individual, department and hotel performance resulting in prescribing tools, training, resources and expertise on best practices to support initiatives and strategic objectives. - Collaborated with clients to formulate, develop, implement and evaluate strategic plan to grow/enhance employee and guest experiences and improve quality while promoting positive employee relations/engagement.- Resulted in an 8.6% growth in the performance of a 120 hotel portfolio in 4 years, exceeding a personal metric by at least 2.8% each year.

- Provided HR support for up to 280 employees across 4 states, primarily in Indiana, Ohio Maryland and Washington DC.- Coached managers on corrective action/disciplinary measures which led to a 99% success rate at defending unemployment claims against the company.- Sourced and recruited top talent for entire company.- Acquired MCO and TPA for Ohio Worker's Comp. Also administered worker's comp in Indiana, DC and Maryland.- Redeveloped the Employee Handbook that included creating policies and updating due to changes in employment laws and regulations.- Provided HR leadership towards site start up as well as site closures and downsizing.- Administered benefits including implementation, education and integration into HRIS system.- Collected information for 401k audits and 5500 reports.- Trained and developed managers and employees across company. Implemented online training program.- Managed leaves of absences. - Project Management.

- Coordinated training and development needs for 1400 + faculty and staff. - Administered Benefits, Leaves of Absences and Worker's Compensation. - Successfully created Employee Engagement Committee. - Developed New Employee Orientation program.