California is a tricky place to run a business. The changing workforce and volume of confusing employment regulations make managing the employment relationship extremely burdensome. From the problematic maze of wage and hour regulations to the ever-changing rules on protected absences, employers today must either become experts in employment law or get expert help. I draw upon my extensive experience in business and performance management, employment law compliance, and executive leadership to… Show more California is a tricky place to run a business. The changing workforce and volume of confusing employment regulations make managing the employment relationship extremely burdensome. From the problematic maze of wage and hour regulations to the ever-changing rules on protected absences, employers today must either become experts in employment law or get expert help. I draw upon my extensive experience in business and performance management, employment law compliance, and executive leadership to support businesses of all sizes with strategies to effectively manage employment risk while focusing on their core business. Areas of expertise include:Training & Public Speaking• Unconscious Bias Workshop for Supervisors• Harassment and Discrimination Prevention Training• Banter in the Workplace – A Slippery Slope• The Top 10 Things Employers Do to Get Sued• Behavioral Interviewing – Hires that Stick• Effective Workplace Communication• Don’t Put Your Job in Jeopardy – Core Values & Ethics Training• Effective and Defensible Disciplinary Action• Professional Business Writing• Protected Absence Training for Managers and Supervisors• Wage and Hour Training• Simplifying the ADA and FEHA - Understanding Reasonable Accommodation• Marijuana in the WorkplaceHR Support• HR Audits• Recruiting and Hiring Practices• Employee Relations and Leaves• Corrective Action• Performance Management• Employment Separations• Wage and Hour Questions• Management Support and GuidanceDocument and Policy Review or Creation• Employee Handbooks• Compensation/Incentive Plans• Job Descriptions• Employment Checklists and FormsGroup Facilitation• Employee Survey Focus Groups• Strategic Planning Sessions Show less

Served as chief human resources officer for the bank, reporting to CEO on the executive leadership team. Directed all HR functions supporting the growth of Sacramento’s largest independent bank from $500,000,000 to $2,000,000,000 in assets. Responsible for the development, implementation and management of all human resources policies, practices, and procedures including employee relations, training and development, compensation and benefits, recruiting and talent management, training, and… Show more Served as chief human resources officer for the bank, reporting to CEO on the executive leadership team. Directed all HR functions supporting the growth of Sacramento’s largest independent bank from $500,000,000 to $2,000,000,000 in assets. Responsible for the development, implementation and management of all human resources policies, practices, and procedures including employee relations, training and development, compensation and benefits, recruiting and talent management, training, and payroll/HRIS. • Performance management and talent acquisition efforts contributed to increased bank efficiency: assets per employee grew steadily (287%) from $5,303,000 in 2008 to $15,204,000/EE in 2017. Banks asset size grew 218% from $920,546,000 to $2,004,267,000 during the same time period.• Corrected branch pay equity issues via implementation of competency based promotion criteria.• Conducted three reduction in force initiatives without employment litigation.• Launched financial wellness program as part of the Financial Fitness Challenge featured in Employee Benefit News – recognized with a Platinum award as the only organization to achieve over 90% employee completion of the program.• Chaired the bank’s 401k, and personnel committees; worked closely with the chairman of the board as management liaison to the board’s governance and compensation committees. • Implemented Bank’s first executive benefits plans: SERP and Split Dollar Life Insurance funded by BOLI. Later implemented voluntary non-qualified deferred compensation plan and restricted stock incentive plan.• Increased departmental efficiency through use of technology: researched, negotiated and implemented bank’s first automated applicant tracking system, performance management system, compensation and budgeting system, and benefits enrollment platform. Managed conversions of applicant tracking, HRIS, and 401k systems and providers. Show less