Affinity Management Group provides direct hire and contract staffing solutions to the energy, oil and gas, power, chemical, manufacturing and construction industries. Our business is identifying and recruiting talent for our clients and finding new and exciting opportunities for our candidates in the following disciplines: Engineering, Sales, Professional, Finance & Accounting and Scientific. Whether you are a potential client or candidate, Affinity has the passion and expertise to become your preferred search partner.

Served on the executive team with responsibility for building a HR Department including: strategy development, talent management, compensation and benefits, HR policy and procedures development, performance management systems and legal and regulatory compliance. Managed a fifteen member HR and Recruiting team with representatives in the US, Canada and the UK.• Served as key member of executive management team charged with creating vision, mission, and values for the company.• Developed and implemented a comprehensive performance management system.• Designed and administered a comprehensive employee benefit program including medical, dental, vision, life insurance, short and long term disability, 401k plan, supplemental benefits, PTO, wellness programs, EAP, bereavement leave, tuition reimbursement, incentive programs and a 9/80 work schedule.• Negotiated benefits with broker that resulted in no increase in premiums and no changes in coverage for three consecutive years.• Built strong partnerships with managers and provided guidance and coaching to ensure appropriate handling and resolution of grievances, discipline, terminations, and reductions in force thereby mitigating risk to the organization. • Partnered with General Counsel on development of a corporate ethics program, internal investigations of ethics line complaints, answering EEOC complaints and case management resulting in not a single successful charge. • Developed the organization's compensation philosophy, created job descriptions, established compensation structures and created career paths.• Developed a University Recruiting Program and associated two year training program for engineers.• Spearheaded selection and rollout of an employee service award and recognition program. • Developed recruiting strategies, managed recruiters, defined metrics and measured performance. • Created personnel policies and procedures, employee handbooks, new employee orientation, and AAP.

Managed and built from the ground up a successful Professional and Technical Staffing company, Carltech, Inc. Service offerings included delivery of qualified engineering, IT and professional candidates for Contract, Contract-to-Direct and Direct Hire positions.• Established operational guidelines, recruiting strategies, PTO policies, benefits programs, employee applications, drug and alcohol policies, background check policies, harassment policies, safety policies, quality programs, performance metrics, business collateral, service agreements, proposals, etc.• Built a high performance team that recruited and delivered top talent in the engineering vertical.• Handled employee relations, EEO complaints, worker’s compensation, performance management, training, FMLA and unemployment claims.• Implemented University Recruiting Programs, Internal Referral Programs, and an on-site Recruitment Management Program.• Achieved 21% operating profit as a percentage of sales and gross profit of 37%.• Sold and negotiated contracts with new clients resulting in sales revenue of $4 million in 2007.

Managed operations and sales for Professional and Technical Staffing offices in the Gulf Coast Region. Responsible for Region annual P&L of $15 Million, 14 direct reports and 750+ employees.• Negotiated contracts with new clients resulting in sales of $7 million.• Created a high performance culture that delivered expense reductions (35% in 2002), top line growth (23% in 2003) and profit growth (41% in 2003) by establishing expectations, holding individuals accountable and creating a collaborative team environment.• Generated profit for the first time in the Arkansas Branch’s eight-year history by identifying and selecting appropriate team members, establishing recruiting metrics and a focused sales program and holding people accountable for results.• Handled employee relations, EEOC complaints (no successful charges), worker’s compensation, performance management, FMLA and unemployment claims.• Partnered with Right Management and Jefferson Wells to increase revenue for Manpower International through sharing contacts, conducting joint sales calls and presentations and implementing a cross-selling program.Area Manager (1999 - 2000)• Set team and individual performance standards.• Received President’s Challenge award in 2000 and 2001 for substantially growing sales and profits.• Saved the company over $200,000 during a third party audit of customer’s billings by providing auditor with documentation of change orders, pay exceptions, requests for personnel, etc.• Received Manpower’s Power Award for increasing profits 125% and participating in community service projects in 1999.Branch Manager (1996 - 1999)• Managed P&L, led sales effort and created a customer service focused organization.• Increased revenue 64% in 1997 and 88% in 1998 winning the Professional “Star” Award through implementing and managing a consistent business development program, effective recruiting, development of team members, and creating a customer service culture.

Held positions of increasing responsibility. Developed granular activated carbon related equipment and services business in chemical and refining process applications and environmental applications at Fortune 500 companies along the Gulf Coast. Sold granular activated carbon to municipal water and wastewater facilities in a seven-state territory.• Exceeded sales plan by 115% in 1995 and 136% in 1994 through conducting sales presentations and technical seminars, writing effective proposals and negotiating contracts.• Trained new sales professional locally vs. at corporate resulting in a nine month reduction in the training time needed prior to the new sales representative being assigned a territory.• Generated $3 Million in revenue through building strong customer/prospect relationships that resulted in Calgon Carbon products specified in bids and RFPs.• Increased customer service focus resulting in increased customer retention and expansion of current business.