Oversees the business partner, HR operations and office management teams, along with being a strategic business partner for a sector of the business. Leads the delivery of core HR functions supporting 1k+ employees (managing total rewards, including benefits, wellness, and compensation, compliance management, M&A, performance management, employee relations and engagement, and organizational effectiveness). •Developed a first-in-class Human Resources team across the U.S. and Canada with an employee-first mindset, that balances the business objectives and facilitates collaborative partnerships while employee growth tripled. •Implemented a shift from hierarchal top-down management to one of cross functional feedback, of transparency, engagement, and empowerment. •Works with teams of Business Partners, Talent Acquisition, and L&D aligning company and departmental strategies to the people and teams. •Transformed HR operations from paper to fully automated processes, including a move to a fully remote HR team, launch of an HRIS, vendor feeds, and an AI bot for employee general policy questions. •Guided staff to positive shifts during difficult conversations and connected people with business objectives, ensuring every person was heard and resolving issues for mutual benefit. •Orchestrated overhaul of benefits package, internal processes, and external benefits vendor management, positioning the company to retain top talent. •Planned, implemented, and managed numerous re-organizations across the organization to meet our strategic objectives. •Guided the transition of the organization to permanently accommodate remote working conditions across 40 states and Canada, transforming operations from 9 locations in the U.S. and Canada to fully remote.

Lead application of HR best practices solutions, training needs and structural development to build a world-class Human Resources operation while managing and administering the day to day processes of HR functions including recruitment for front line to leadership positions. • Established leadership team partnerships and cross-functional collaboration to implement HR strategies and tools, aligning with organizational goals, mission and values and facilitating business growth• Developed, trained and coached the Human Resource/Administrative team, creating a highly respected cross trained team• Introduced a strategic style of HR, transformed from a "personnel department" to one that aligns the business and people strategies and identified opportunities for development, streamlining processes and procedures and increasing productivity • Spearheaded initiatives to develop employee buy-in, engagement and alignment to the strategic plan, driving a culture change and improved performance• Incorporated situational coaching, mentoring and training across a diverse workforce, from front line staff to executive leadership, supporting individual growth and creating leadership succession planning. • Led the HR side of M&A process, managed staff reductions and transparent communications, leading with a caring, compassionate style, including elimination of VP roles• Managed employee relations processes, resolving disputes, grievances and disciplinary actions• Transformed an organization distinctly divided (seven different cultures) into one culture aligned to corporate objectives, enhancing senior level development opportunities • Identified need for HR data analytics and implemented system with robust reporting capabilities, assuring usable metrics information and executive reporting

Led the strategic planning, development and implementation of best-in-class Human Resource Department supporting employees for a 24 x 7 organization in 16 locations across 10 states.•Coached and mentored the executive team, managers, and front-line employees, addressing concerns and inspiring change. •Implemented benefits, compensation, recruiting processes and management best practices, reducing turnover by 50%. •Developed and implemented multiple career growth training programs, influencing professional development. •Developed and implemented compensation analysis tools, job design, performance evaluations, recruiting processes, safety protocols and oversight plans. •Forged supportive alliances and trusting relationships, assuring open communications and collaboration across the organization•Developed structure and programming for talent and development, performance coaching, disciplinary action processes, and succession planning, increasing employee retention in an historically high-turnover environment• Initiated the creation and implementation of integrated HR processes: Compensation analysis tools, job design, performance evaluations, recruiting processes, safety protocols, oversight management•Guided the ethical management of numerous reductions in force (RIF) initiatives, while instituting retention practices and cross training for retained employees

Overall responsibility and managed all day-to-day Human Resource functions for an organization with 100+ employees located throughout the country. •Created, developed, and implemented all HR practices (compensation and benefit plans, employee practices and handbooks, recognition programs, job descriptions, employee development and performance plans). •Established recruitment practices to find the right technical talent and cultural fit, improving employee retention. •Repeatedly received highest managerial scores for service and job performance. •Developed and conducted ongoing employee coaching and training programs, creating career development. •Annual benefit analysis to retain top talent and managing day to day benefits administration.

Quickly promoted from Call Center Manager to Staff Development Manager to Human Resources Manager. Managed Human Resources practices and procedures for an organization of 80 plus employees.•Recruited executive, management, technical, sales and service positions, ensuring top talent and cultural fit. • Developed and delivered training on employee development, coaching and corrective action plans. •Planning and day to day administration of compensation and benefits to retain talent while meeting business objectives. •Created and implemented executive and managerial leadership development training programs. •Oversaw and processed bi-weekly employee payroll, including planning, and executing a seamless payroll conversion.