Amplified People Solutions is the marine industry's source for reliable Human Resource Information, Project Consulting, Training, and Strategic Workforce Planning… customized to your dealership's needs. With twenty-five years in HR Management and nearly a decade of experience in the marine industry, APS is the marine industry leader in professional "People" consulting.As your partner, we deliver innovative solutions with the tools and resources to maximize your business efficiency, either as an on-site interim Human Resources Professional, the Human Resources hotline video or phone call, or on a Project Consultant basis. Our consultants are resourceful professionals working to find intelligent and efficient answers to your workplace challenges.Amplified People Solutions offers trendsetting, proactive, practical approaches to address your company's needs. By guiding organizations to think through opportunities from multiple perspectives, we help you discover and implement your most innovative ideas. Amplified People Solutions is focused on anticipating changing human resource needs and providing strategic solutions for your dealerships. Whether your employees are five or five thousand, APS and our professional affiliates will provide the expertise and resources for today's workforce solutions.The mission of Amplified People Solutions is to support marine dealerships that may not require a full-time Human Resources department or do not have a Human Resources Manager but still require the experience and knowledge of an HR Professional to support the particular needs of Marine dealerships.

Tommy’s Boats is a nationwide independent boat dealer with 16 dealerships and nearly 500 employees. Tommy’s Marine acquired Boulder Boats in 2021. Member of the Management/Executive Team reporting to the Dealer Principals providing HR leadership to company transitioning from family-owned management to a corporate management approach. • Training Program Design: Designed and implemented a Leadership Development program, Upgraded Onboarding, Customer Service training program, Harassment Training, and Supervisor Training Recruiting and Interviewing, as well as oversaw the MRAA Certified Dealership training • Benefits & Workers Compensation: New benefits package design management and implementation of offerings, including Medical, Dental, Vision, and Voluntary benefits. Benefit package organization and design saved the company 21% over previous years’ offerings.• Recruitment Development: Created new concepts for marine recruiting programs within the parameters of the Marine Industry’s unspoken rule of “no-poaching,” including referral programs, Marine Mechanic School programs, an addition to the Rental Program, and an apprentice program.• Employee Relations and Management: Establish relationships with and provide guidance and advice to Tommy’s/Boulder Boats team members regarding HR matters, processes, and policy. Designed and oversaw new programs, including a progressive discipline program, performance review program, and a par-level staffing piece used as a guide for our company and the marine industry.• Policy & Procedures: Designed and implemented Employee Handbook and provided guidance and advice regarding HR matters, processes, and policy. Write, revise, edit, and update SOPs, HR policies, and Operational procedures.

Absolute Dental is a Dental Service Organization with 25 dental offices in Las Vegas and Reno and a corporate office/practice support center.Member of the Executive Team reporting to the CEO, providing HR leadership to company transitioning from family owned management to a corporate management approach. Led and developed a streamlined human resources department, supervising a Recruiting Executive, HR Manager, Payroll Specialist, and Benefits Coordinator. • Recruitment Development: Design and implementation of a cultural overhaul in Absolute Dental’s recruiting strategy using the company’s Core Values as a guide. Oversee recruiting for all levels of exempt and non-exempt employees, Design questions and assessments for the Core Values cultural recruiting and interviewing program. Increased Glassdoor rating to from 1.8 to 4.3 in 8 months. • Employee Relations and Management: Establish relationships with and provide guidance and advice to all levels of team members regarding HR matters, processes, and policy. Designed and oversaw new programs including a performance management system, performance review program and the implementation of payroll and HRIS system.• Training Program Design: Identify, design, and expand HR training needs for “Train the Trainer” programs including Employee Performance Management, Supervisor Harassment, Performance Reviews, and Employee Harassment.• Policy & Procedures: Provided guidance and advice regarding HR matters, processes, and policy. Write, revise, edit, and and updated SOP, HR policies and Operational procedures.

The Resort at Paws Up offers a 5-Star luxury resort on a 37,000 acre Montana ranch. Accommodations for up to 250 guests in vacation homes and "glamping" accommodationsMember of the Executive Team reporting to the Managing Director providing HR leadership for both the corporate office and the resort. Managed a fast-paced HR department, supervising a Recruiting Manager, SR. HR Generalist, and Payroll/Benefits Specialist.•Recruitment Development & Implementation: Recruited for all levels of employees for the company’s LV corporate office and led recruitment efforts for the resort. Increased Glassdoor rating to from 1.4 to 3.3 in 6 months. •Employee Relations and Management: Provide guidance and advice to Paws Up team members regarding HR matters, processes, and policy. Monitor/review progress of employees through performance appraisals, questionnaires, and discussions with management, and conduct follow-up studies of completed training to evaluate and measure results. Designed new programs including a progressive discipline program, performance review program, and employee recognition.•Training and Development: Design and expand training and development needs and manage delivery of training and development programs within the organization through job analysis, appraisals, and regular consultation with managers and resort staff. Manage, revise, and help conduct onboarding for over 350 seasonal employees in less than 6 weeks. Designed management training programs including train the trainer program, harassment guidance, how to write and give performance reviews, and how to coach, discipline, and terminate. With help from better recruiting, customer service training and onboarding, the Resort gained half a star back on TripAdvisor in less than a single season.•Policy & Procedures: Provided guidance and advice regarding HR matters, processes, and policy. Help write, revise, and edit, a new company handbook, and updated SOP’s, HR policies and Operational procedures.

Peter Lik USA is the world’s most successful fine art company, with 15 retail galleries in 6 states and an administrative headquarters and production/warehouse campus.Provided the full spectrum of human resources leadership, reporting directly to the Executive Board and the Artist, managing organizational development, and driving recruiting and training programs in a fast-paced environment.• Employee Relations: Establish relationships with and provide guidance and advice to Peter Lik USA team members regarding HR matters, processes, and policy. • Policy & Procedures: Provided guidance and advice to the Executive Board regarding HR matters, processes, and policy, responsible for a 68% reduction in employment law costs. Write, revise, edit, and create company handbooks, policies and procedures. • Corporate Recruitment Development & Implementation: Responsible for recruitment and retention programs, including the design and successful implementation of an Employee Referral Plan. Recruited for all levels of exempt and non-exempt employee for the company’s Las Vegas headquarters and Vegas galleries, as well as coordinated recruitment efforts for the outlying galleries. Reduced the usage of staffing agencies by 85% from previous years. Developed and implemented recruiting strategies using referrals, Internet job postings, and point of contact recruiting and oversaw a 31% labor increase from the previous year. • Benefits & Workers Compensation:. Benefits package management of offerings including Medical, Dental, Vision, 401k, and Voluntary benefits. Oversee the administration and maintenance of the benefit program for employees in multiple states and developed a light duty program for both production and gallery employees for Workers Compensation injuries.

APMEX is the world’s largest online seller of precious metals for alternative wealth investment, with annual sales of over 1.5 Billion dollars and locations in Oklahoma City and New York City,- Member of the Management Team reporting directly to the CFO, providing HR leadership to company transitioning from entrepreneurial management to an Executive Team management approach. Recruited and developed a dependable human resources department, supervising a Benefits Manager, HR Generalist, and 2 Corporate Recruiters.

Appletree Answering Service is a nationally-recognized leader in the call center and answering service industry with 22 locations in the US and Puerto Rico. Oversaw recruiting for all levels of exempt and non-exempt employees, including agents, professional staff, management, and executive positions.• Corporate Recruitment Program Development & Implementation: Design and implementation of a complete overhaul in Appletree’s recruiting strategy using the company’s Core Values as a guide. Responsible for recruitment and retention programs for all companies, including the corporate office and 22 branch sites in 11 states. Oversaw recruiting for all levels of exempt and non-exempt employees, including agents, professional staff, management, and executive positions. Design questions and assessments for the Core Values cultural recruiting and interviewing program, including peer and hiring manager assessments, intended to make all sites consistent in their recruiting and interviewing efforts. • Employee Management: Establish relationships with and provide guidance and advice to Appletree team members regarding HR matters, processes, and policy. Point of contact for new and existing employees regarding problem resolution, benefit questions and general counseling. Participate in the implementation and training of ADP’s WorkforceNow HRIS.

The Trade Companies of Rhodes Design and Development Corporation, the largest privately held home-building corporation in Nevada. RDD Corporation consists of twelve subsidiaries, employing more than 1500 people in Nevada.As a member of the Executive Team, reported directly to the President of Tribes Holdings, LLC, with regard to the human resource duties for five companies and up to 1200+ employees.• Operations/Administrative Director Responsibilities: Served as Administrative Director and oversaw office operations and 10,000 sq foot warehouse. Supervised 19 employees, including HR Staff, Administrative Staff, Warehouse Staff, and the Security Division. Recruited and developed a HR Department and Administration staff in a company that, in concert with Las Vegas development, saw a labor increase of 500% in 10 months, from 200 employees to 1200 + employees.• Corporate Recruitment & Retention Program Development & Implementation: Design and implementation of recruitment and retention programs for all companies, including the Corporate Office. Oversaw recruiting for all levels of exempt and non-exempt employees: trade workers, professional staff and executive positions. Utilized well-planned marketing approaches intended to maintain the company’s competitive advantage in the homebuilding/trade industries. c• Benefits & Workers Compensation: Responsible for administration, and maintenance of 3 benefit programs, including facilitating open enrollment for five companies. Responsible for workers compensation issues, dealing with medical staff, and designing a light duty program helping reduce workers compensation claims 64% in the first year of implementation.• Policy & Procedures: Provide guidance and advice to other members of the Executive Team regarding HR matters, processes, and policy. Develop and implement human resources policies to meet organizational needs and comply with state and federal laws.

• Recruitment Program Development & Implementation: Qualified prospective candidates through interviews, testing references and background check (average of 10-12 weekly). Led recruitment staff in sourcing and placing accounting and finance professionals. Recruited candidates for specific client needs through the Internet, networking, and other resources, and prepared candidates for client interviews. Directly sourced candidates from networking, referrals, references and strategic internet searches. Attended job fairs regularly to recruit accounting professionals. • Client Marketing and Customer Service: Qualified, solicited and generated sales from new business accounts. Established and maintained relationships with clients and prospects via follow-through, visits and mailers. Analyzed account activity and created plans to increase growth and revenue. Built and assessed client profiles through meeting end users, identifying specific technical and intangible needs, creating organizational charts and researching client competitors. Marketed A+ candidates to specific client and prospective client needs. Maintained a pipeline of clients for future needs by establishing relationships with hiring managers and understanding their business and hiring needs. Maintained a database of candidates and clients for immediate matches of both active and passive candidates.• Placement and Candidate Management: Placed candidates in temporary, temporary-to-hire and full-time positions in client companies. Training and orientation for new-hires, both in-house and on contracts. Developed compensation proposals, extended offers, and negotiated details with new hires. Negotiated compensation in order to meet client and candidate rate requirements. Work directly with hiring managers to ensure a thoughtful, competitive offer of employment. Established and maintained relationships with passive candidates for future positions.