Providing guidance to brokers and small businesses in HR best practices and compliance across the US.

Senior HR Business Partner providing strategic human capital management for small to mid-sized client companies. As strategic HR partner, I work with owners and leaders to build scalable human capital management strategies. Aligning people strategy with business objectives in different phases of the business lifecycle. I help leaders find and keep the right people, fill compliance gaps, create leaders and challenge the status quo. Experience on the client and provider side. Turnarounds, startups and HR team leadership.

Providing HR solutions to small and medium sized businesses. • HR Compliance & Auditing • Talent Acquisition • Employee & Labor Relations • Talent Management • Compensation Management

Hired to implement the Affordable Care Act into 14,000 employee school district in Colorado. Provided recommendations on business process improvements, compliance and program changes in the areas of staffing, benefits, and corporate wellness. Participated on the Benefit Advisory Committee. Developed business requirements for IT based on developing regulations and assessment of District practices. Made recommendations to senior leadership on business practice changes and strategies for benefit cost containment.

Corporate Director of Human Resources for 12,000 employee U.S. media organization. Reported to the Vice President of HR with responsibility for 5 client groups. In addition, HR business partner to all Eastern Sites. Main responsibilities are staffing, employee relations, legal compliance, compensation and management of payroll department. Implemented a reclassification of employees under the FLSA to avoid future legal liability for penalties and back wages.Designed and implemented a performance management system to increase accountability for employees to meet deliverables. Manage payroll staff; 15 multi-state payrolls of $223,000,000 gross annually. Consolidated 900 HRIS job codes to 300 and implemented migration of pay groups to new code hierarchy to increase company wide reporting capabilities. Also modified HRIS job code table to align with EEOC revised EEO-1 reporting requirements.Managed implementation of HR services for launch of shared services center and an internet startup company.

HR business partner in a production facility: compensation, performance management, and staffing. Partnered with Operations Manager and corporate HR to reduce distribution costs by transitioning workforce from 7-day to 6-day business service model Realigned company performance appraisal tool for 2,500 employees to support reengineered business. Increased consistency in corrective actions by automating attendance tracking for managers and supervisors.

Implemented HIPAA Privacy Rule into 4 "covered entities" within the company by government deadline. Wrote and modified over 40 new and existing human resource, clinical, lab and risk management policies and procedures to meet the requirements of the HIPAA Privacy Rule.Lead three policy and procedure subcommittees consisting of key stakeholders in the areas of Risk Management, Legal, Compliance, Human Resources, Training and Education and Clinical Directors. Conducted nationwide focus groups to obtain feedback on operational issues affecting the implementation of policies and procedures. Developed training content, HIPAA reference materials and communication tools for in-person training of the following job titles: Center Director, Regional Director and Director of Operational Support.Delivered training to over 500 senior clinical managers on all new and modified policies and procedures.

Corporate point of contact regarding employee and labor relations issues for internal clients, external counsel and union representatives. Reduced litigation costs by designing and implementing enterprise-wide alternative dispute resolution (ADR) process, including training, communications and tool-kit.Transitioned hundreds of employees in and/or out of company due to acquisitions and divestitures, by providing due diligence and consultation to Mergers and Acquisitions Team with regard to sensitive labor and separation issues.Maintained 8% or less unionization while managing 75 plus union campaigns, under a neutrality agreement, by training field management nationwide in labor relations, with emphasis on union avoidance and positive employee relations. Minimized company exposure to litigation and NLRB procedures by identifying and assessing risk. Provided internal consulting on issues regarding compensation, benefits, payroll, policies and programs for 31 bargaining units to field management staff.Conducted research and investigations for national labor relations hotline and website. Conducted labor audits, created talking points and training tools, during labor organizing campaigns, to increase management's effectiveness in counter-organizing. Decreased cost of outsourcing approximately $30K by overseeing process to capture data for payroll and benefits conversions effecting approximately 42K full-time equivalents. __________________________Provided human resource services to 5,000 employees in thirteen states.Developed employee communications on benefit changes, stock option grants, wage gap analyses and market-based wage adjustments to increase employee knowledge and awareness.Coordinated learning and development initiatives, such as metrics and training reengineering project.__________________________Managed and implemented various corporate human resource initiatives and programs in five markets in Central Division.