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Transferred to project to co-lead the startup phase due to skill in staffing, employee relations, performance management, and workforce planning. Developed HR strategies, policies, and practices for a startup project.– Collaborate with senior leaders and employees to improve work relationships and build morale, increasing positive employee survey scores by 17%.– Implemented a work from home policy and supported a hybrid work force with 30% of employees working remotely.– Fostered employee engagement initiatives to increase employee satisfaction and decrease attrition by 10%.– Design and implement an employee onboarding program to comply with client and government regulations to be given to 250+ transferring and new hire employees.– Identify training needs for business units and individual coaching needs at all levels of the organization.– Created a diversity and inclusion program to foster a more inclusive workplace through online and in person courses and discussions.– Facilitated performance review discussions and 360 feedback exercises for senior leaders, which led to an overall increase in their feedback scores.– Provided performance management guidance to supervisors (e.g., coaching, counseling, career development, disciplinary actions), leading to a 20% decrease of employee relations cases– Managed project internship program by creating relationship with local universities and seeking out emerging talent, increasing program participation by 300%.

Gained promotion to Human Resources Manager due to proven ability as an HR Supervisor, supporting the guidance of a team of over 4,500 employees with 4 direct reports, resulting in exceptionally low turnover. Partnered with upper management on staffing and compensation planning for various projects spanning the Gulf Coast. – Collaborated with the senior leadership team to identify and determine management needs and implement automated programs and initiatives to support company goals.– Teamed up with senior leaders to find a suitable SaaS option to replace an aging HRIS system and led discussions during the bidding process, making sure we stayed under budget. – Cultivated and led a team to modify and implement a new HRIS system for use on all US job sites, affecting over 15,000 employees saving the project over $2 million annually.– Created and streamlined a reduction of force process to bring the project down from 4,500 employees to 800 over 8 months as we prepared to turn the final product over to the client. – Led a corporate function team in the creation and rollout of an inclusive communication course to improve supervision’s interactions with employees which resulted in a decrease of ER complaints by 30%– Directed the employee relations team in handling sensitive complaints in an effective and efficient manner, resulting in an employee satisfaction rating increase of 14%.

Oversaw and supervised day-to-day operations to ensure quality, efficient, and timely service per policies and processes. Key contributor in the development and implementation of recruitment and onboarding processes during peak growth from 1,000 employees to more than 4,500.– Contributed to process improvement initiatives by streamlining recruiting efforts allowing us to hire 3,500 employees in 18 months all while staying under budget.– Effectively investigated and managed complaints and EEOC claims to avoid arbitration and maintain settlements at less than 5% of potential liability, saving over $2 million. – Partnered with leadership to develop and implement talent management strategies to include workforce planning, business alignment, and succession planning to achieve resource allocation and labor cost optimization, which led to completing project under budget. – Provided guidance to management on employee relations concerns to include but not limited to; coaching/counseling, career development, disciplinary/corrective actions, performance management, and terminations, which led to a 32% decrease in employee disputes.– Led trainings for frontline supervisors and senior management on continuous performance management and best practices with performance reviews, increasing the number of internal promotions by 23%.– Established an employee recognition program to provide real time feedback, increase employee engagement, and foster an inclusive and supporting workplace, decreasing turnover by 13%.

Fulfilled a key role in facilitating organizational goals, business environment, and functional needs to execute strategies and methods in alignment with company goals and HR best practices. Supported performance management, employee development, and provided labor relations counseling in collaboration with in-house counsel. – Leveraged extensive prior experience to recommend and launch HR training classes to managers and supervisors to educate on employee relations, including sexual harassment, coaching, disciplining, and employment actions; resulted to a decrease in employee complaints by 35-40%– Established new initiatives that support the organization's operational needs for staffing, talent management, employee development, and discipline, which led to a reduction in employee relations issues by 17%.– Streamlined workflow processes to rebuild the workforce back to peak levels after a natural disaster to ensure the project met milestones. – Served as personnel relations and consultant; emphasized open communication to avoid potential arbitration claims by conducting investigations regarding harassment, racism, and EEOC related.– Worked as a recruiter and employee relations specialist to assist with a $10 billion project with over 4,000 employees.– Devised and delivered operating policy and procedure improvements with data collected that increased the efficiency of the onboarding procedures, effectively speeding up the process by 35%.

Joined team to assist with various administrative duties, including hiring and onboarding. Learned how to properly conduct investigations and make employment decisions regarding terminations, promotions, and other employment actions. – Worked as a recruiter and employee relations specialist to assist with a $10 billion project with over 4,000 employees.– Devised and delivered operating policy and procedure improvements with data collected that increased the efficiency of the onboarding procedures, effectively speeding up the process by 35%.

• Assigned responsibility for the management and allocation of $20,000 budget for Eweek, the largest event of the year, highlighting Entrepreneurship as a career and a degree• Led eight student team members through strategic planning, and execution of all Clark Center Events to successfully meet our goal of increasing Center attendance by 50%

• Implemented successful marketing promotions on a bi-weekly basis which led to an increase in sales by 5-10% in the Outdoor Department every month• Provided outstanding customer service both in person and on the phone