Wilson Electronics has become the largest Manufacturer in Washington County and the 2nd largest in Southern Utah. I am responsible for directing all aspects of the Human Resources, Training, Safety, and Facilities departments; supporting corporate headquarters, field offices in 8 states, and expanding international operations. As a member of senior staff, I have responsibility for strategy development and deployment. Some highlights since starting at Wilson Electronics include:• Built a virtually non-existent HR Department from the ground up• Complete redesign of our company benefits plan• Wrote and implemented our employee handbook• Completely restructured compensation plan• Implemented a new HRIS, Payroll, Applicant Tracking, and Performance Management system• Assisted with the merger and acquisition of our largest competitor from due diligence to completion• Created all of our forms and online tools needed for HR, Safety, Training, & Facility Maintenance• Responsible for the annual budgets of aforementioned departments • Grown employee headcount 83% in 14 months to remain scalable with company growth• Six-time winner of Utah Business Magazine's "Best Companies to Work For" in the State• State of Utah Golden Key award winner• Utah Fast 50 list (twice)• Deseret News' Best Companies to work for (twice)• UMA Manufacturer of the Year

Advise and provide counsel to the Dean of the College of Business. Partner with the school and leadership within the college of business to get and maintain accreditation, advise on college degrees, programs, and courses, instruct and mentor students with interest in Business and Human Resources careers.

• Assist my staff in attaining company goals and taking care of the HR needs of 1,200 local employees. • Oversee the hourly staffing process for all departments, workforce planning, updating and posting metrics, eliminating bottlenecks, conducting New Hire Orientation, etc. • Created a workforce planning and talent acquisition tool that’s used to report progress on our metrics board, show upper management our value added, and holds my team accountable to staffing demands.• Partner with business leaders on HR strategy, compliance to laws and policies, employee issues, discipline, etc.• Quickly resolve all Employee Relations issues that arise in my business unit.• Put together manager training sessions and train the trainer presentations and assist management in employee training meetings for applicable HR topics.• EEO/AAP Coordinator: responsible for the Affirmative Action plan and recruiting efforts for the Lewiston location. Maintain close partnerships with community outreach programs, the local DOL, and I sit on the Clearwater Economic Development Council.• Monthly 5S auditor for our Continuous Improvement department, auditing all production areas and departments.

• HR Business Partner for 27 managers, a District Manager, a Director of Operations and 500+ employees in 27 Retail locations throughout Utah and Idaho as well as the SLC, UT Distribution Center. • Developed a succession planning tool which was implemented company wide.• Designed and set up a mentorship program and selected a team of High Potentials for strategic leadership development. This brought tangible results in engagement, retention, training time, and bench strength. I incorporated a Diversity and Inclusion piece to this succession plan to place a stronger emphasis on diversifying the male dominant leadership core with some female leaders identified as high potentials for future leadership.• Championed a strong safety initiative and go above and beyond the company expectations to handle potential safety issues by monthly check ups with stores. Program Element leader on the Safety team at the Distribution Center and take an active role in the safety measures at that location. • Created HR metrics for the District that were adopted and implemented by the company, providing measurable HR data to our internal customers.• Conducted customized training based on the indentified needs of leadership teams and where opportunities for better HR knowledge were evident. • Identified, placed, and developed high potential leaders within my District - increasing engagement, reducing turnover, and cutting down cost and time to train new candidates into leadership positions. • Recruited and acquired the best available talent over different segments of the business• Decreased Tip Line complaints over 36% my first year, by keeping a strong focus on proactive HR partnering with managers and associates alike.

• In the first month of employment; instituted a new electronic system which integrated all of the recruiting and applicant management programs bringing the company into EEO compliance, saving the company thousands of dollars per year, and streamlined all of the HR personnel’s efforts across business units. Acted as the onsite “tech support” for any questions regarding the use and training of this system.• Responsible for all Employee Relations issues, Mediation and Conflict Resolution, Investigations/Interrogations/Interviews in suspect situations, Discipline and Job Coaching, Terminations, Recruitment, Retention and Succession Planning, Manager Training, Safety and OSHA compliance, and headed up the Activities Committee responsible for all work sponsored activities. • Member of the management team over the Production and Manufacturing Division with responsibility to report weekly on accountability, strategize how to effectively meet company goals, and serve as counsel from the HR perspective.• Pay Master for every employee in our Division ensuring an accurate and timely payroll is kept and paid out when it’s supposed to be. Good knowledge of Oracle Time & Labor.• Experienced in keeping corporate interests out of court in case of law suits or claims filed against the company. • Project Manager over a reconfiguration project overseeing a $500,000 year over year savings goal in labor costs, retaining key talent, and laying off redundant crews.

• Responsible for interviewing, hiring, and placing best-qualified applicants in hundreds of seasonal and year round positions around the resort. Experienced in hiring entry-level to upper-management positions and negotiating salaries. Because of the seasonality of the positions at the resort, the resulting high turnover, and the large number of employees, literally interviewed thousands and hired well over 2,500 employees over the course of 5 years.• Conducted new hire orientations of 20-50 people each month. Played a significant role in designing the screenplay and script of new “Resort Tour” and “Executives” training DVD’s to be watched by new employees. Assisted in re-designing the employee handbook each year. • Managed the International Recruitment Program, which included international hiring trips to other countries over seas and hiring between 160-200 international employees from over nine different countries each season. Also involved filing for and obtaining H-2B work visas, interacting with government officials to expedite the process, negotiating good rates with local apartment managers and cultural training for international employees. • Proficient in HRIS software (People Soft & UltiPro), purchasing software (Stratton Warren AS400), and time keeping/payroll software (Kronos). • Conducted employee surveys, job counseling, training/coaching managers and executive staff on legal hiring practices and company policy and procedure, wrote/updated job descriptions, and ensured EEO compliance was met within recruiting office.• Responsible for overseeing all aspects of department budget and paying all bills. Made all purchases for department and kept inventory on all necessary supplies.• Completed salary surveys and made recommendations based on industry standards. • Maintained a strong network with employment specialists at the local colleges and Universities in order to get strong referrals and target advertising.

• Designed interview package for future Selection Team members and volunteers• Conducted hundreds of interviews with potential candidates for Selection Team and volunteers for every position within the Salt Lake 2002 Winter Games • Selected the best qualified candidates for placement at specific venues• Kept track of personnel records for volunteers, helped with scheduling, distributed incentives and awards, and ensured proper credentials for volunteers and talent at the Olympic Stadium during games.