• Established the People Operations function and team at a startup with offices across multiple states.• Implemented multiple systems, handled employee relations, recruitment, comp & benefits, 401(k), workforce planning, DEI, policies, compliance, learning & development, and payroll.• Joined when headcount was approximately two dozen employees, increased headcount to over 100 employees two years later. • Introduced a compensation philosophy, first employee handbook, DEI plan and formed DEIB Committee, performance and talent management strategy• Implemented the HRIS/Paylocity, Compensation Management System/Pequity, Performance Management System/Peoplebox, and Ethicspoint/NAVEX• Prioritized stakeholder engagement and communication; planned for successful change management throughout new systems, policy, and process roll-outs

• Reported directly to the CEO with responsibility for all areas of HR at a privately held multi-state company • HR executive who strategically partners with the C-Suite and established a trusted and effective HR team• Responsible for the HR functions for a company of 300+ employees with a HR team of three: employee relations, recruitment, comp & benefits, workforce planning, policies, compliance, and payroll• Organizational and workforce planning during challenging market environments: navigating the workforce challenges during 2020 pandemic by implementing furloughs, multiple rounds of layoffs, and pay reductions, and the subsequent rapid growth during the upswing with the addition of a new service line• Implemented COVID-19 related policies and programs to meet customer and legal requirements, and offered innovative financial incentives to employees to increase voluntary vaccination rates by 400% • Introduced 401(k) employer match and enhanced health benefit plans and programs in response to workforce survey feedback, promoting employee retention and talent acquisition• Streamlined HR processes, led the RFP and kick off of HRIS implementation transitioning from ADP to Paylocity, initiated required government reporting, and concluded several longstanding 401(k) audits

• Oversaw all Employee Relations and Learning & Development teams and programs; reported directly to the Vice President of Human Resources and managed four direct reports• Provided coaching/counseling opportunities to organization of 700+ employees, addressed employee relations complaints, advised in all aspects of employment-related compliance matters and best practices, conducted workplace investigations/risk assessments, handled performance management issues and process, implemented multiple systems and processes, contributed to talent management, and developed policy• Reduced employee relations issues after identifying need for a supervisor training curriculum; initiated, strategized, structured, and implemented a Field Leadership Development Program• Managed risk in the creation of employee complaint management process by establishing a system solution and formalizing interdepartmental roles and responsibilities to ensure concerns are handled timely and consistently, tracked for reporting to the Board of Directors, and analyzed to consider future trainings• Developed new company policies and revised existing policies to present to the Executives & Policy Committee as stand-alone policy or for inclusion in the Employee Handbook• Improved company position for future DOL audits by strategically revising structure of Affirmative Action Plans, applicant tracking, and recruitment practices for multiple locations• Created company-wide interdepartmental compliance training curriculum, delivered training to management on EEO/AA and resolving workplace conflict, and trained the Employee Relations team on how to properly plan and conduct effective investigations

• Coached leadership on performance management process: how to address employee performance issues and provide feedback; partnered with management to prepare Performance Improvement Plans; conducted workplace investigations; composed EEOC Position Statement; handled regulatory filings EEO-1 & VETS-4212• Operated as a Lead within the department; supervised, trained, and conducted performance evaluations of two direct reports• Reduced turnover and increased morale by facilitating multiple roundtable sessions with employees and front-line supervisors of new business lines to provide feedback, as requested by senior leadership• Developed process for administering FMLA requests after separating from PEO and coordinated the implementation of the third-party administrator• Recommended and executed internal FLSA review, which identified and corrected employee exemptions

• Audited federal contractors by evaluating personnel files to ensure contract compliance without discrimination; documented and reported progress, findings, and conclusions of compliance evaluations; utilized a comprehensive knowledge of the laws, regulations, and guidelines governing contract compliance• Proposed innovative solution to address unique employee pay and safety issues by successfully initiating interagency collaboration with Wage and Hour Division and OSHA• Nominated for SWARM Region’s “Compliance Officer of the Year” award in 2010