Human Resources Director

• Jun 2020 - Present

- Evaluated HRIS & Payroll vendors to implement the first HRIS/Payroll platform - Evaluated and selected Total Rewards market data source; Utilized data to perform equity analyses and make recommendations for changes - Launched the company's first internal employee survey and subsequently, DE&I initiatives and the first ERG - Added additional benefits to the Total Rewards package to improve market competitiveness based on employee feedback - Evaluated Employee Recognition Program platforms and implemented a formal Employee Recognition Program to support employee engagement - Implemented electronic onboarding, pre-boarding, and benefits enrollment - Brought organization into federal and state compliance - Worked with employees and managers to create job descriptions for all positions and level positions against market data - Assessed the recruiting process and implemented changes to refine the Candidate Profile and ensure continuous interviewing for Evergreen requisitions - Created the Succession Planning process to proactively identify internal talent and development needs - Transitioned the organization to an annual review process with quarterly review touchpoints; Utilized the HRIS to execute the Review process, and merit and bonus processes - Wrote multiple HR policies to provide clarity and structure to company procedures - Helped the organization navigate operations during a pandemic and provide guidance relative to C-19 related issues - Chair of the Culture Committee Show less

Sr. HR Business Partner

• Oct 2018 - Jun 2020

• Lead and deliver annual HR business processes such as Talent Management initiatives, pay planning, performance management, promotion planning, global diversity & inclusion forums, FAAP compliance, staffing LRP/leader & employee integration, and rewards and recognition to enable client groups to meet their business objectives • Provide analysis on employee engagement/retention impact & talent pipelines: Functional years of experience across Dallas programs, FAA-2 Move & Employee Impact, Security Compression Analysis, Program Manager Talent Pipelines, and Employee Insights Survey • Advance Culture Optimization through support of clients' culture optimization plans & workshops, and member of the HR Culture Optimization - Quality of Leadership team • Engage with employees and leaders to confidentially address concerns and maintain employee engagement • Serve as the Employee Relations Committee Co-Lead (RIFs, PIPs); primarily responsible for reporting to Committee chairs and the LM Corporate Workforce Reduction Activity team • Member of the Center for Leadership Excellence Process Improvement Team, which is responsible for working through a redesign for 2020 leadership training nominations Show less

Talent Manager

• Mar 2018 - Oct 2018

• Develop and implement procedures related to Talent & Recruitment, and ATS Administration; drive timing of key activities and consistent application of processes and tools by HR team (i.e. identifying need for specific turnover reasons & exit interviews) • Assist in developing the Talent Acquisition strategy to build a talent pipeline via the Management Training Program, College and High School Recruitment, and Internship Program • Responsible for maintaining AAP/EEO compliance for the business; responsible for maintaining the Employee Referral Program • Assist with content creation for the implementation of new hire on-boarding, the new career page, and relaunch of the LMS • Assist in providing HR team tools, resources, and consultation to enable HR to create and manage holistic talent management strategies focused on: Talent Acquisition, Talent Development, Career Pathing, and Performance Management Show less

HR Manager

• Nov 2017 - Mar 2018

• Served as the U.S. HR business partner for Corporate, Manufacturing & Repair, and the Field, advising on operational matters, delivering results, and building trusting relationships • Collaborate and communicate with business units to obtain input and support on tasks and projects; introduce HR best practices • Responsible for driving HR project management by planning and implementing projects to maximize organizational effectiveness Noteworthy Accomplishments • Improved Total Recordable Incident Rate by working with the Safety team to define the measure and re-analyze the data • Implemented change to payroll process to reduce manual work by Payroll, increase manager and employee accountability, and support SOX compliance • Improved the monthly Random Drug Test program by locating more convenient collection sites and using electronic forms • Improved headcount tracking to create metrics, provide real-time information to the business, and support FP&A headcount expense tracking; improved commission entry process to ensure accurate payment of commissions • Spearheaded the 401k Late Deferrals Audit to ensure compliance with IRS requirements and ensure employee participation Show less

Sr. HR Business Partner

• Apr 2017 - Nov 2017

• Advisor to senior-level management, participating in executive meetings with advisement responsibility in guiding company in the right direction through informed and well thought-out decisions regarding HR issues, workforce planning, and employee relations • Collaborate with leadership to develop and implement best practices with performance management initiatives, employee retention/incentive programs and change management processes, ensuring compliance with state and federal regulations• Resolve complex employment issues for 475 nationwide, including investigating, resolving and mediating employee issues; work with Field Managers and Corporate Senior Management on solving grievances before they escalate while coaching and providing tools and skills, which empowers them in their role• Manage all aspects of HR as well as work through growth periods by resolving compliance issues via executing new policies and procedures, which eases the hurdle of growing or downsizing under stressful economic conditions • Act as a liaison and sounding board between departments, all levels of line and staff management, legal counsel, outside service providers and internal/external candidates regarding organizational practices and procedures• Maintain departmental relationships cross-functionally with Legal, Payroll, Risk Management (Worker’s Comp), Safety & Compliance, Finance, Project Management and Service Training; from time-to-time bring in legal counsel to resolve employment issues and claimsNoteworthy Accomplishments• Reconciled and set-up repayment plans for $18K of outstanding travel advances within the Field Service group• Implemented Corrective Action-Workday and Interview Note Retention processes, which reduced paper and UPS costs• Collaborated in job restructuring within the US and European Field Service organizations• Successfully reviewed the contingent process with affiliate vendors Show less

HR Business Partner II

• Sep 2014 - Apr 2017

HR Business Partner

• Aug 2013 - Sep 2014

Sr. HR Coordinator

• Dec 2010 - Jul 2013

HR Coordinator

• Mar 2010 - Dec 2010

Office Administrator

• Jul 2009 - Feb 2010

HR Representative

• Jun 2007 - Jun 2009

Act as HR liaison between Division employees and Corporate HR Office Payroll Administrator to include tracking usage of paid time off, attendance records, and Time of Service Managed Recruiting Process Act as HR liaison between Division employees and Corporate HR Office Payroll Administrator to include tracking usage of paid time off, attendance records, and Time of Service Managed Recruiting Process