Lucky K9 Rescue, Inc. is a volunteer-based organization that relies on community support and donations. All donations go directly to the dogs in our program, funding our educational programs, and furthering our mission. Most dogs we take in have veterinary needs, so most of our funding goes to basic medical care and food.In addition to charitable contributions, we are always in need of crates, leashes, toys, bedding, etc. For more info about donating supplies/equipment, email us at luckyk9rescue@gmail.com.Click on the donations button to make a tax-deductible donation to our mission directly. If you'd like to help a specific dog, tell us in the message box!

Maintain the integrity and reliability of the Paycom HRIS, ensuring applications meet the needs, requirements, and objectives of the HR department. Ensure processes are defined and followed and manage the onboarding/offboarding process within the system. Collaborate with HR staff and organizational leadership to determine the short and long-term department and system objectives; oversee and maintain optimal function of the HRIS, which includes installation, customization, development, maintenance, and upgrades to applications, systems, and modules to meet those objectives. Assesses current system and utilization; identifies and recommends improvements such as training, customization, and enhancements to maximize the value and efficiency of the HRIS. Prepare reports, dashboards, and presentations and present findings and recommendations to company leaders. Identify, recommend, and program custom functions and documentation such as automated queries, filters, macros, and reports. Collaborates with other analysts and HR staff to plan, modify, and customize improvements to the HRIS and test new applications and features; implements solutions for the HRIS. Manage permissions, access, personalization, and similar system operations and settings for HRIS users. Prepares training materials, guides, and documentation. Provides technical support, troubleshooting, and guidance to HRIS users. Ensures system compliance with data security and privacy requirements as lead representative and liaison between HR, information services, external vendors, and other stakeholders for HRIS design and implementation projects. Maintain knowledge of trends and developments in HRIS providers, vendors, and technology.

Employee Relations: Advise and work with leaders on maintaining a positive employee relationship and building a longstanding and engaged team. Act as an intermediary between team members and leadership, advising on policies or other issues to prevent and resolve problems or disputes between team members and leaders—Collaborates with Senior leadership on policy matters. Train and educate leaders on policies to ensure they enforce all policies fairly and consistently for everyone in the workplace. Manage company FMLA, PLOA, and ADA in coordination with MetLife/third-party vendors. Employee Communication: Create and implement a weekly communication platform with the marketing and management team. Work with the management team and internal communications to develop and implement team member events and communications related to employee engagement. Work with sister properties to build a cohesive Employee Recognition program. I Led the development across three properties from implementation to award and ongoing tracking.Recruiting/Onboarding: I was responsible for revamping the recruiting and onboarding process post-COVID. I hired and trained recruiting and HR coordinators. I created SOPs for department use in the applicant tracking system (ICIMS), Ultipro/UKG, and SuccessFactors. I also managed the I9 Tracking system for accuracy and per policy. Policy/Licensing: Maintain and ensure compliance with MGC and that all team members' training and licenses are current per MGC policy. Work with department leaders to ensure that license and training renewals for team members are received and updated on time—audit HR internal controls to ensure accuracy. Ensure compliance with ongoing employee training and development.

Responsible for the full-cycle recruiting process at Penn National Gaming’s five midwest properties; Experience includes sourcing, screening, interviewing, evaluation, and offer processing for candidates in high-volume, technical and mid-level positions using ICIMS ATS; successfully developed both regional, local and departmental recruiting plans using innovative sourcing strategies while following the corporate guidelines to meet the needs at each property; maintained strong relationships with hiring managers to ensure the best fit for each position; worked with regional recruiters to collaborate on successful recruiting strategies across properties and developed marketing materials for social media platforms. In my current role, I work both remotely and on property. I am a strong, independent worker dedicated to meeting and exceeding personal and company goals.

Successfully established and operated a small boarding and daycare facility with contracted grooming and training services. Licensed by the Missouri Department of Agriculture and complied with all local, state, and federal business regulations. Within the first two years, I grew the business from a startup to a successful $400,000/yr business staffed with 10-12 employees; I maintained the business at that level until selling in December 2018. Primary responsibilities included, but were not limited to, the overall operation of the business, all financial, payroll, and tax aspects, marketing and promotion, defining and communicating the business mission, and hiring and training staff. I have successfully maintained an exclusive client base with a dedicated staff that provided a safe and loving environment for our client’s pets.

As Director of Human Resources, I provide generalist support to a family of three mid-size companies. (Materialogic, Copper Peak Logistics and Financial Network, Inc.) Experience includes, but is not limited to, training and development, benefit administration, selection, placement, and retention of the workforce, general employee relations activities, and compensation management. • Providing analysis of employee data to identify critical relationships and provide insight into the workforce to meet current and future business needs. • Management of payroll process following state and federal regulations in multiple state locations. • Administration of benefit plans and compliance within the plan. • Maintaining and ensuring compliance with AAP, EEO, and FMLA. FLSA, ERISA, and OSHA.Specialties: • Talent management experience includes next-generation recruitment and implementation of corporate workforce development programs.• Effectively manage internal and external relationships to implement corporate initiatives successfully.

Assisted in creating and managing the implementation of a corporate workforce development program to fulfill future workforce needs. Worked closely with operations Human Resource partners to implement the development process throughout the organization. I oversaw the continued development of the operations recruitment initiative. I prepared a college recruitment plan and participated in information sessions at targeted universities.I conducted full-cycle recruiting, developed strategies to source, attract, recruit, and select high-quality candidates, and managed diversity recruitment programs.