Experience

City of Manhattan, Kansas

• United States
• Government Administration
• 1 - 100 Employee

• Assistant Director Of Human Resources

  • Jun 2020 - Present

  The Assistant Director of Human Resources assists the Director of Human Resources and Risk Management in all aspects of departmental operations and assists in providing a full range of human resource and risk management services for employees. This role provides leadership and direction regarding HR functions including performance management, recruitment and employment services, benefits management and counseling, salary administration and job evaluation, organizational and talent development… Show more The Assistant Director of Human Resources assists the Director of Human Resources and Risk Management in all aspects of departmental operations and assists in providing a full range of human resource and risk management services for employees. This role provides leadership and direction regarding HR functions including performance management, recruitment and employment services, benefits management and counseling, salary administration and job evaluation, organizational and talent development, records management, departmental budgeting, labor and employee relations, workers compensation and human resource information systems. The Assistant Director of Human Resources assists in short and long term planning of the HR function, is involved in executing the HR initiatives and may assume the duties and responsibilities of the Director of Human Resources while the Director is absent, exercising judgment and providing advice on a wide range of personnel matters.

• Human Resources Generalist - Employee Relations, Diversity and Inclusion

  • Dec 2019 - May 2020

  •Provide answers and general advice to City employees, other agencies and the general public regarding human resources activities, processes, policies, and procedures; assist in resolving routine problems or complaints; research policies, laws, and procedures to answer questions and respond to requests for information; explain and apply interpretations of complex human resources procedures, polices, and rules requiring the use of judgment. •Participate in ensuring human resources programs… Show more •Provide answers and general advice to City employees, other agencies and the general public regarding human resources activities, processes, policies, and procedures; assist in resolving routine problems or complaints; research policies, laws, and procedures to answer questions and respond to requests for information; explain and apply interpretations of complex human resources procedures, polices, and rules requiring the use of judgment. •Participate in ensuring human resources programs and activities are administered and implemented in compliance with federal and state laws, rules, and regulations; maintain awareness of new legislation and changing developments in human resources. •Assist in the development, coordination and implementation of systems, policies and procedures pertaining to human resource functions and operations. •Serve as a member on various committees; attend and participate in professional group meetings; stay abreast of new trends and innovations in the field of human resources. •Develop and present training opportunities to enhance engagement, employee morale and relevant employee relations policies and procedures. Work with senior leadership to assess company efforts on diversity and inclusion programs, establish best practices and identify programs to address barriers that affect recruiting, retention, and advancement. •Conduct investigations and advise others in resolving complex and sensitive ER issues to include violations of City policies, EEO complaints, FMLA requests, and ADA requests. •Develop coaching strategies, implement dialogues that address specific concerns and issues, and oversee resolution of conflicts/disputes relating to diversity and/or cross- cultural initiatives and activities. •Work collaboratively with staff and departments to research, develop, identify and integrate best practices in the areas of diversity, equity, and compliance, equal employment opportunity and harassment/sexual violence prevention.



Self Employed

• Independent HR Consultant

  • Sep 2019 - Present

  I provide consultative services on a range of specialty areas in the human resources field, including talent acquisition, onboarding, training, employee relations, organizational design and operations. I enjoy helping businesses overcome obstacles and achieve market goals through the effective education and utilization of their human capital. I provide consultative services on a range of specialty areas in the human resources field, including talent acquisition, onboarding, training, employee relations, organizational design and operations. I enjoy helping businesses overcome obstacles and achieve market goals through the effective education and utilization of their human capital.



Cooperative Institute for Research in Environmental Sciences

• United States
• Research Services
• 100 - 200 Employee

• Director of Human Resources

  • Nov 2018 - Sep 2019

  The Director of Human Resources is a key strategic advisor to the Director of CIRES with the purpose of improving the effectiveness of the human resources operations of the Institute. My position provided leadership and oversight of the CIRES HR department, ensuring the Institute attracted, retained and motivated a talented workforce. My role was responsible for strategic planning/analysis, compliance with policies and laws, talent acquisition, performance management, and leave and payroll… Show more The Director of Human Resources is a key strategic advisor to the Director of CIRES with the purpose of improving the effectiveness of the human resources operations of the Institute. My position provided leadership and oversight of the CIRES HR department, ensuring the Institute attracted, retained and motivated a talented workforce. My role was responsible for strategic planning/analysis, compliance with policies and laws, talent acquisition, performance management, and leave and payroll administration, and was also charged with developing a sustainable structure that prioritizes employees through a solutions-oriented framework. Specifically, my role was to ensure HR functions are consistent across the Institute and minimize long-term inconsistencies and inefficiencies. I strived to continually improve CIRES HR functions and evaluated processes, policies and practices by first collecting data of HR activities across the Institute, then analyzing, improving, and building an action plan to ensure CIRES has the most innovative strategies to best meet the needs of CIRES' research enterprise. As one of the executive leaders at CIRES, I developed strong relationships with internal and external colleagues, stakeholders and staff. I am now serving as an advisor/consultant to the new Director of HR at CIRES on an ad-hoc basis until I am no longer needed. The Cooperative Institute for Research in Environmental Sciences (CIRES) is an internationally recognized leader in innovative environmental science and research and is located at the University of Colorado Boulder. At CIRES, more than 800 environmental scientists work to understand the dynamic Earth system and our areas of expertise include weather and climate, changes at Earth’s poles, air quality and atmospheric chemistry, water resources, and solid Earth sciences. Our vision is to be instrumental in ensuring a sustainable future environment by advancing scientific and societal understanding of the Earth system. Show less The Director of Human Resources is a key strategic advisor to the Director of CIRES with the purpose of improving the effectiveness of the human resources operations of the Institute. My position provided leadership and oversight of the CIRES HR department, ensuring the Institute attracted, retained and motivated a talented workforce. My role was responsible for strategic planning/analysis, compliance with policies and laws, talent acquisition, performance management, and leave and payroll… Show more The Director of Human Resources is a key strategic advisor to the Director of CIRES with the purpose of improving the effectiveness of the human resources operations of the Institute. My position provided leadership and oversight of the CIRES HR department, ensuring the Institute attracted, retained and motivated a talented workforce. My role was responsible for strategic planning/analysis, compliance with policies and laws, talent acquisition, performance management, and leave and payroll administration, and was also charged with developing a sustainable structure that prioritizes employees through a solutions-oriented framework. Specifically, my role was to ensure HR functions are consistent across the Institute and minimize long-term inconsistencies and inefficiencies. I strived to continually improve CIRES HR functions and evaluated processes, policies and practices by first collecting data of HR activities across the Institute, then analyzing, improving, and building an action plan to ensure CIRES has the most innovative strategies to best meet the needs of CIRES' research enterprise. As one of the executive leaders at CIRES, I developed strong relationships with internal and external colleagues, stakeholders and staff. I am now serving as an advisor/consultant to the new Director of HR at CIRES on an ad-hoc basis until I am no longer needed. The Cooperative Institute for Research in Environmental Sciences (CIRES) is an internationally recognized leader in innovative environmental science and research and is located at the University of Colorado Boulder. At CIRES, more than 800 environmental scientists work to understand the dynamic Earth system and our areas of expertise include weather and climate, changes at Earth’s poles, air quality and atmospheric chemistry, water resources, and solid Earth sciences. Our vision is to be instrumental in ensuring a sustainable future environment by advancing scientific and societal understanding of the Earth system. Show less



Children's Hospital Colorado

• United States
• Hospitals and Health Care
• 700 & Above Employee

• Human Resources Manager

  • Dec 2014 - Nov 2018

  The Human Resource Client Services Manager (HRCSM) develops and implements human resource strategies in alignment with organizational objectives in partnership with assigned client groups. The HRCSM provides direction to client leaders (supervisors to senior management) in managing and resolving complex employee relations issues. The role proactively serves as a consultant and coach in the areas of change management, talent acquisition & development, goal setting and performance management and… Show more The Human Resource Client Services Manager (HRCSM) develops and implements human resource strategies in alignment with organizational objectives in partnership with assigned client groups. The HRCSM provides direction to client leaders (supervisors to senior management) in managing and resolving complex employee relations issues. The role proactively serves as a consultant and coach in the areas of change management, talent acquisition & development, goal setting and performance management and balances management needs with employee advocacy. The HRCSM engages and partners with other specialist human resources staff in contracting and delivering best practice services to the client and supports organization-wide HR strategies and initiatives.

• Director, Talent Acquisition and Workforce Planning

  • Jun 2014 - Nov 2014

  The Director of Talent Acquisition and Workforce Planning is responsible for the management and oversight of all aspects of the talent acquisition and workforce strategic planning process throughout the organization. The position leads workforce planning initiatives as talent acquisition becomes more integrated into the business agenda and more data- and analysis-oriented. The Director of Talent Acquisition and Workforce Planning develops strategies and initiatives, aligned with hospital goals,… Show more The Director of Talent Acquisition and Workforce Planning is responsible for the management and oversight of all aspects of the talent acquisition and workforce strategic planning process throughout the organization. The position leads workforce planning initiatives as talent acquisition becomes more integrated into the business agenda and more data- and analysis-oriented. The Director of Talent Acquisition and Workforce Planning develops strategies and initiatives, aligned with hospital goals, for attracting high quality candidates for all levels of talent acquisition and ensures the application and hiring processes are in compliance with regulatory and legal requirements, as well as being the most user-friendly and innovative.

• Human Resources Client Services Manager

  • Jan 2012 - May 2014

  The Human Resource Client Services Manager (HRCSM) develops and implements human resource strategies in alignment with organizational objectives in partnership with assigned client groups. The HRCSM provides direction to client leaders (supervisors to senior management) in managing and resolving complex employee relations issues. The role proactively serves as a consultant and coach in the areas of change management, talent acquisition & development, goal setting and performance management and… Show more The Human Resource Client Services Manager (HRCSM) develops and implements human resource strategies in alignment with organizational objectives in partnership with assigned client groups. The HRCSM provides direction to client leaders (supervisors to senior management) in managing and resolving complex employee relations issues. The role proactively serves as a consultant and coach in the areas of change management, talent acquisition & development, goal setting and performance management and balances management needs with employee advocacy. The HRCSM engages and partners with other specialist human resources staff in contracting and delivering best practice services to the client and supports organization-wide HR strategies and initiatives.



Regis University

• United States
• Higher Education
• 700 & Above Employee

• Assistant Director, Human Resources - Employee Relations, Employment and Training

  • Sep 2010 - Dec 2011

  •Responsible for planning, strategy development and overall management of employee relations programs •Develop and recommend new and/or improved policies and plans regarding employee relations while ensuring compliance with all federal, state and local regulations and laws •Consult with managers in the use of corrective actions to address job performance and other behavioral issues •Investigate a variety of employee related issues, incidents and complaints •Resolve disputes and… Show more •Responsible for planning, strategy development and overall management of employee relations programs •Develop and recommend new and/or improved policies and plans regarding employee relations while ensuring compliance with all federal, state and local regulations and laws •Consult with managers in the use of corrective actions to address job performance and other behavioral issues •Investigate a variety of employee related issues, incidents and complaints •Resolve disputes and recommends appropriate actions •Process employee complaints and grievances in compliance with University policy Show less •Responsible for planning, strategy development and overall management of employee relations programs •Develop and recommend new and/or improved policies and plans regarding employee relations while ensuring compliance with all federal, state and local regulations and laws •Consult with managers in the use of corrective actions to address job performance and other behavioral issues •Investigate a variety of employee related issues, incidents and complaints •Resolve disputes and… Show more •Responsible for planning, strategy development and overall management of employee relations programs •Develop and recommend new and/or improved policies and plans regarding employee relations while ensuring compliance with all federal, state and local regulations and laws •Consult with managers in the use of corrective actions to address job performance and other behavioral issues •Investigate a variety of employee related issues, incidents and complaints •Resolve disputes and recommends appropriate actions •Process employee complaints and grievances in compliance with University policy Show less



Colorado State University

• United States
• Higher Education
• 700 & Above Employee

• Employee Relations Manager

  • Jan 2007 - Sep 2010

  •Served as the initial point of contact for department managers in the areas of employee relations, performance management and discipline •Advised managers on employee issues that interfered with an employee’s ability to perform duties such as work performance and problems associated with interpersonal relationships •Oversaw the state classified performance management program (evaluation program) and advised/assisted departments in the proper handling of complaints and/or… Show more •Served as the initial point of contact for department managers in the areas of employee relations, performance management and discipline •Advised managers on employee issues that interfered with an employee’s ability to perform duties such as work performance and problems associated with interpersonal relationships •Oversaw the state classified performance management program (evaluation program) and advised/assisted departments in the proper handling of complaints and/or grievances •Consulted with departments on allegations of discrimination, sexual harassment or ADA issues and collaborated with the University Office of Equal Opportunity to achieve resolution •Developed and provided training on various HR topics, including Employment Law 101 and Leave Management •Coordinated employee leave programs associated with Workers’ Compensation situations, such as sick leave, injury leave and FMLA •Posted and removed layoff plans on Human Resources web site as directed by Associate Director •Planned and executed departmental employee recognition programs, including employee appreciation Show less •Served as the initial point of contact for department managers in the areas of employee relations, performance management and discipline •Advised managers on employee issues that interfered with an employee’s ability to perform duties such as work performance and problems associated with interpersonal relationships •Oversaw the state classified performance management program (evaluation program) and advised/assisted departments in the proper handling of complaints and/or… Show more •Served as the initial point of contact for department managers in the areas of employee relations, performance management and discipline •Advised managers on employee issues that interfered with an employee’s ability to perform duties such as work performance and problems associated with interpersonal relationships •Oversaw the state classified performance management program (evaluation program) and advised/assisted departments in the proper handling of complaints and/or grievances •Consulted with departments on allegations of discrimination, sexual harassment or ADA issues and collaborated with the University Office of Equal Opportunity to achieve resolution •Developed and provided training on various HR topics, including Employment Law 101 and Leave Management •Coordinated employee leave programs associated with Workers’ Compensation situations, such as sick leave, injury leave and FMLA •Posted and removed layoff plans on Human Resources web site as directed by Associate Director •Planned and executed departmental employee recognition programs, including employee appreciation Show less



Flying Star Cafe

• Restaurants
• 1 - 100 Employee

• Director of Training

  • Feb 2006 - Dec 2006

  •Developed, revised and delivered trainings for managers, including employee relations and legal compliance •Advised managers in the proper technique for handling employee relations issues •Researched and prepared materials for company policy changes •Ensured training manuals were accurate and updated •Coordinated training of new store employees, as well as certified trainer meetings •Assisted in the coordination and success of job fairs, including on-site interviews for… Show more •Developed, revised and delivered trainings for managers, including employee relations and legal compliance •Advised managers in the proper technique for handling employee relations issues •Researched and prepared materials for company policy changes •Ensured training manuals were accurate and updated •Coordinated training of new store employees, as well as certified trainer meetings •Assisted in the coordination and success of job fairs, including on-site interviews for qualified applicants •Utilized connections to recruit management candidates and front line staff Show less •Developed, revised and delivered trainings for managers, including employee relations and legal compliance •Advised managers in the proper technique for handling employee relations issues •Researched and prepared materials for company policy changes •Ensured training manuals were accurate and updated •Coordinated training of new store employees, as well as certified trainer meetings •Assisted in the coordination and success of job fairs, including on-site interviews for… Show more •Developed, revised and delivered trainings for managers, including employee relations and legal compliance •Advised managers in the proper technique for handling employee relations issues •Researched and prepared materials for company policy changes •Ensured training manuals were accurate and updated •Coordinated training of new store employees, as well as certified trainer meetings •Assisted in the coordination and success of job fairs, including on-site interviews for qualified applicants •Utilized connections to recruit management candidates and front line staff Show less



The University of New Mexico

• United States
• Higher Education
• 700 & Above Employee

• HR Consultant

  • Jun 2003 - Feb 2006

  •Interacted and consulted with hiring officials in the planning, approval, and implementation of staffing projections, recruitment strategies, underutilization goals, posting/advertising, screening and applicant pool development, requisition/applicant tracking, selection support •Assisted with and facilitated the design of proactive staffing plans and succession plans •Monitored and reviewed department adherence to recruitment/selection policy and procedure and regulatory compliance… Show more •Interacted and consulted with hiring officials in the planning, approval, and implementation of staffing projections, recruitment strategies, underutilization goals, posting/advertising, screening and applicant pool development, requisition/applicant tracking, selection support •Assisted with and facilitated the design of proactive staffing plans and succession plans •Monitored and reviewed department adherence to recruitment/selection policy and procedure and regulatory compliance issues and approved formal offers of hire, including underutilization/diversity goals •Consulted with client constituencies regarding application of all aspects of staff compensation policies, guidelines, and procedures and worked with constituents to resolve compensation issues within policy parameters •Served as initial point of advice, problem resolution, and facilitation in the areas of employee relations, performance management, and employee discipline, which included advising both employees and management regarding employee relations policies, procedures, and documentation as well as researching, identifying, and analyzing specific employee relations concerns and making appropriate recommendations to client management •Provided a range of generalist support and problem resolution to an assigned client group including implementation of FMLA and catastrophic leave policies, compliance with ADA, FLSA, and other related regulations and internal policies •Undertook research into operating policy and procedure issues and participated as appropriate in the development or revision of operating policy and procedures; analyzed and prepared recommendations to management on specific policy-related issues, as appropriate •Developed, designed, and presented in-service and general training to client representatives with regards to general and specific human resources policies, procedures, and documentation •Helped managers navigate University union contracts and union grievance procedures Show less •Interacted and consulted with hiring officials in the planning, approval, and implementation of staffing projections, recruitment strategies, underutilization goals, posting/advertising, screening and applicant pool development, requisition/applicant tracking, selection support •Assisted with and facilitated the design of proactive staffing plans and succession plans •Monitored and reviewed department adherence to recruitment/selection policy and procedure and regulatory compliance… Show more •Interacted and consulted with hiring officials in the planning, approval, and implementation of staffing projections, recruitment strategies, underutilization goals, posting/advertising, screening and applicant pool development, requisition/applicant tracking, selection support •Assisted with and facilitated the design of proactive staffing plans and succession plans •Monitored and reviewed department adherence to recruitment/selection policy and procedure and regulatory compliance issues and approved formal offers of hire, including underutilization/diversity goals •Consulted with client constituencies regarding application of all aspects of staff compensation policies, guidelines, and procedures and worked with constituents to resolve compensation issues within policy parameters •Served as initial point of advice, problem resolution, and facilitation in the areas of employee relations, performance management, and employee discipline, which included advising both employees and management regarding employee relations policies, procedures, and documentation as well as researching, identifying, and analyzing specific employee relations concerns and making appropriate recommendations to client management •Provided a range of generalist support and problem resolution to an assigned client group including implementation of FMLA and catastrophic leave policies, compliance with ADA, FLSA, and other related regulations and internal policies •Undertook research into operating policy and procedure issues and participated as appropriate in the development or revision of operating policy and procedures; analyzed and prepared recommendations to management on specific policy-related issues, as appropriate •Developed, designed, and presented in-service and general training to client representatives with regards to general and specific human resources policies, procedures, and documentation •Helped managers navigate University union contracts and union grievance procedures Show less



Flying Star Cafe

• Restaurants
• 1 - 100 Employee

• Manager

  • May 2000 - May 2003

  •Accountable for the operations of a $3M+ café, including meeting labor and sale objectives, upholding internal inspection standards and all aspects of customer service •Counseled employees through progressive discipline and regular performance reviews •Developed store managers’ knowledge of policies and employment law, with a focus on employee relations •Supervised and managed a management team of 5 and a staff of approximately 40 employees •Responsible for the recruitment, hiring… Show more •Accountable for the operations of a $3M+ café, including meeting labor and sale objectives, upholding internal inspection standards and all aspects of customer service •Counseled employees through progressive discipline and regular performance reviews •Developed store managers’ knowledge of policies and employment law, with a focus on employee relations •Supervised and managed a management team of 5 and a staff of approximately 40 employees •Responsible for the recruitment, hiring and training of employees, including servers, cooks and bus staff Show less •Accountable for the operations of a $3M+ café, including meeting labor and sale objectives, upholding internal inspection standards and all aspects of customer service •Counseled employees through progressive discipline and regular performance reviews •Developed store managers’ knowledge of policies and employment law, with a focus on employee relations •Supervised and managed a management team of 5 and a staff of approximately 40 employees •Responsible for the recruitment, hiring… Show more •Accountable for the operations of a $3M+ café, including meeting labor and sale objectives, upholding internal inspection standards and all aspects of customer service •Counseled employees through progressive discipline and regular performance reviews •Developed store managers’ knowledge of policies and employment law, with a focus on employee relations •Supervised and managed a management team of 5 and a staff of approximately 40 employees •Responsible for the recruitment, hiring and training of employees, including servers, cooks and bus staff Show less