Experience

Flagship Communities LLC

• Human Resources Director

  • Apr 2021 - Present

  Mergers & Acquisitions: Drive HR integration efforts during mergers and acquisitions, ensuring seamless transitions for employees, policies, and processes. Compliance: Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance Talent Management: Collaborate with cross-functional teams to identify high-potential employees, create career development paths, and manage succession… Show more Mergers & Acquisitions: Drive HR integration efforts during mergers and acquisitions, ensuring seamless transitions for employees, policies, and processes. Compliance: Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance Talent Management: Collaborate with cross-functional teams to identify high-potential employees, create career development paths, and manage succession planning. Onboarding/Training: Conduct new hire orientation, and work alongside the management team to ensure that all employees have the necessary tools to succeed in their roles. Compensation and Benefits: Develop and implement compensation structures, performance-based incentives, and accurate billable hours tracking systems for project-based teams. Employee Relations: Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Departmental Leadership: Lead all Human Resources Initiatives, including providing direct support to Human Resources team members. Show less Mergers & Acquisitions: Drive HR integration efforts during mergers and acquisitions, ensuring seamless transitions for employees, policies, and processes. Compliance: Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance Talent Management: Collaborate with cross-functional teams to identify high-potential employees, create career development paths, and manage succession… Show more Mergers & Acquisitions: Drive HR integration efforts during mergers and acquisitions, ensuring seamless transitions for employees, policies, and processes. Compliance: Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance Talent Management: Collaborate with cross-functional teams to identify high-potential employees, create career development paths, and manage succession planning. Onboarding/Training: Conduct new hire orientation, and work alongside the management team to ensure that all employees have the necessary tools to succeed in their roles. Compensation and Benefits: Develop and implement compensation structures, performance-based incentives, and accurate billable hours tracking systems for project-based teams. Employee Relations: Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Departmental Leadership: Lead all Human Resources Initiatives, including providing direct support to Human Resources team members. Show less



Foxtail Foods

• United States
• Food and Beverage Manufacturing
• 1 - 100 Employee

• Director of Human Resources

  • Mar 2011 - Feb 2021

  Employee Relations management Dispute resolution Employee engagement training Policy implementation Resolution Recruiting Source hourly candidates Source and assist with selection of management level candidates Maintain relationships with organizations to maintain a supply of qualified candidates Safety Management Conduct audits as needed Provides safety training Ensure a supply of safety tools are sourced and used Provide injury prevention… Show more Employee Relations management Dispute resolution Employee engagement training Policy implementation Resolution Recruiting Source hourly candidates Source and assist with selection of management level candidates Maintain relationships with organizations to maintain a supply of qualified candidates Safety Management Conduct audits as needed Provides safety training Ensure a supply of safety tools are sourced and used Provide injury prevention programs to all plant employees Strategic Human Resource Management Participate in staff meetings by providing clear updates on HR related initiatives Analyze trends and create recommendations for improvements Communicate with plant leadership regularly on issues of concern Show less Employee Relations management Dispute resolution Employee engagement training Policy implementation Resolution Recruiting Source hourly candidates Source and assist with selection of management level candidates Maintain relationships with organizations to maintain a supply of qualified candidates Safety Management Conduct audits as needed Provides safety training Ensure a supply of safety tools are sourced and used Provide injury prevention… Show more Employee Relations management Dispute resolution Employee engagement training Policy implementation Resolution Recruiting Source hourly candidates Source and assist with selection of management level candidates Maintain relationships with organizations to maintain a supply of qualified candidates Safety Management Conduct audits as needed Provides safety training Ensure a supply of safety tools are sourced and used Provide injury prevention programs to all plant employees Strategic Human Resource Management Participate in staff meetings by providing clear updates on HR related initiatives Analyze trends and create recommendations for improvements Communicate with plant leadership regularly on issues of concern Show less



Regional Elite

• Airlines and Aviation
• 1 - 100 Employee

• Regional Human Resoures Manager

  • Oct 2009 - Jun 2010

  • Employee Relations Manager for the Customer Service Group of Regional Elite. (33 Locations) • Responsible for all employee relations at 33 locations of Regional Elite Customer Service Group. • Responsible for investigating and responding to all Employee Relations Issues • Responsible for all progressive discipline, grievances and terminations. • Directed all employment and recruitment efforts. • Compiled and developed policies and procedures manual for Human Resources… Show more • Employee Relations Manager for the Customer Service Group of Regional Elite. (33 Locations) • Responsible for all employee relations at 33 locations of Regional Elite Customer Service Group. • Responsible for investigating and responding to all Employee Relations Issues • Responsible for all progressive discipline, grievances and terminations. • Directed all employment and recruitment efforts. • Compiled and developed policies and procedures manual for Human Resources Department. • Supervised administrative and recruitment staff. Show less • Employee Relations Manager for the Customer Service Group of Regional Elite. (33 Locations) • Responsible for all employee relations at 33 locations of Regional Elite Customer Service Group. • Responsible for investigating and responding to all Employee Relations Issues • Responsible for all progressive discipline, grievances and terminations. • Directed all employment and recruitment efforts. • Compiled and developed policies and procedures manual for Human Resources… Show more • Employee Relations Manager for the Customer Service Group of Regional Elite. (33 Locations) • Responsible for all employee relations at 33 locations of Regional Elite Customer Service Group. • Responsible for investigating and responding to all Employee Relations Issues • Responsible for all progressive discipline, grievances and terminations. • Directed all employment and recruitment efforts. • Compiled and developed policies and procedures manual for Human Resources Department. • Supervised administrative and recruitment staff. Show less



Comair

• Airlines and Aviation
• 300 - 400 Employee

• HR Manager

  • Dec 2002 - Oct 2009

  Employee Relations Manager Customer Service (Cincinnati Hub) 2006 – 2009 • Employee Relations Manager for Comair Customer Service Group • Responsible for all employee relations for Comair Customer Service Group. • Responsible for investigating and responding to all Employee Relations Issues • Ensure that performance processes are aligned with and integrated into the business and implemented effectively (goal setting, succession planning, and Full Circle feedback). • Consult… Show more Employee Relations Manager Customer Service (Cincinnati Hub) 2006 – 2009 • Employee Relations Manager for Comair Customer Service Group • Responsible for all employee relations for Comair Customer Service Group. • Responsible for investigating and responding to all Employee Relations Issues • Ensure that performance processes are aligned with and integrated into the business and implemented effectively (goal setting, succession planning, and Full Circle feedback). • Consult with department Vice President, managerial staff, and supervisors to ensure policy compliance with applicable statutes, rules and regulations. • Act as liaison for all federal and state regulatory agencies: EEOC, OFCCP and State Office of Unemployment. Labor Relations Manager Aircraft Maintenance (Cincinnati Hub) 2002 - 2006 • Responsible for all labor relations for Aircraft Maintenance Group. • Represents the Company in all disciplinary and non-disciplinary grievance hearings conducted with bargaining-unit employees. • Collect, compile, and evaluate labor/economic data; write reports; present findings to senior management. • Initiates activities that foster improved communication and positive rapport with bargaining-unit employees. • Develop and maintain strategic partnerships between the bargaining unit and management. • Provides feedback and recommendations to Company Leadership to improve relationships with the bargaining-unit. • Facilitates and/or mediates resolutions of manager and employee disputes. Coaches managers and employees in effective use of strategies to resolve differences. • Research, administer and determine appropriate adherence to the collective bargaining agreement between the IAMAW and Comair Airlines. • Mediation and alternative dispute resolution experience. Show less Employee Relations Manager Customer Service (Cincinnati Hub) 2006 – 2009 • Employee Relations Manager for Comair Customer Service Group • Responsible for all employee relations for Comair Customer Service Group. • Responsible for investigating and responding to all Employee Relations Issues • Ensure that performance processes are aligned with and integrated into the business and implemented effectively (goal setting, succession planning, and Full Circle feedback). • Consult… Show more Employee Relations Manager Customer Service (Cincinnati Hub) 2006 – 2009 • Employee Relations Manager for Comair Customer Service Group • Responsible for all employee relations for Comair Customer Service Group. • Responsible for investigating and responding to all Employee Relations Issues • Ensure that performance processes are aligned with and integrated into the business and implemented effectively (goal setting, succession planning, and Full Circle feedback). • Consult with department Vice President, managerial staff, and supervisors to ensure policy compliance with applicable statutes, rules and regulations. • Act as liaison for all federal and state regulatory agencies: EEOC, OFCCP and State Office of Unemployment. Labor Relations Manager Aircraft Maintenance (Cincinnati Hub) 2002 - 2006 • Responsible for all labor relations for Aircraft Maintenance Group. • Represents the Company in all disciplinary and non-disciplinary grievance hearings conducted with bargaining-unit employees. • Collect, compile, and evaluate labor/economic data; write reports; present findings to senior management. • Initiates activities that foster improved communication and positive rapport with bargaining-unit employees. • Develop and maintain strategic partnerships between the bargaining unit and management. • Provides feedback and recommendations to Company Leadership to improve relationships with the bargaining-unit. • Facilitates and/or mediates resolutions of manager and employee disputes. Coaches managers and employees in effective use of strategies to resolve differences. • Research, administer and determine appropriate adherence to the collective bargaining agreement between the IAMAW and Comair Airlines. • Mediation and alternative dispute resolution experience. Show less



Leap Wireless (Cricket Communications)

• Regional Human Resource Director

  • Nov 2001 - Oct 2002

  • Lead HR staff and oversee all HR activities; including, recruiting, employee relations, workplace safety, and HR administration. • Responsible for all Retail and Network Operations recruiting in Ohio, Michigan and Indiana. • Diagnose and recommend solutions that impact management and leadership decisions, employee development, retention and organizational structure. • Policy and Procedure development and implementation. • Manage People Review and Focal Review process for the… Show more • Lead HR staff and oversee all HR activities; including, recruiting, employee relations, workplace safety, and HR administration. • Responsible for all Retail and Network Operations recruiting in Ohio, Michigan and Indiana. • Diagnose and recommend solutions that impact management and leadership decisions, employee development, retention and organizational structure. • Policy and Procedure development and implementation. • Manage People Review and Focal Review process for the facility. • Implementation of corporate initiatives and programs. • Responsible for all HR functions in Michigan, Ohio, Indiana, Kentucky, and Illinois. • Conducted all training classes such as Performance Management, Union Avoidance, and Interviewing Skills • Administer the collective bargaining agreement between the IBT and Engineers • Responsible for investigating and responding to all Maintenance related grievances. Show less • Lead HR staff and oversee all HR activities; including, recruiting, employee relations, workplace safety, and HR administration. • Responsible for all Retail and Network Operations recruiting in Ohio, Michigan and Indiana. • Diagnose and recommend solutions that impact management and leadership decisions, employee development, retention and organizational structure. • Policy and Procedure development and implementation. • Manage People Review and Focal Review process for the… Show more • Lead HR staff and oversee all HR activities; including, recruiting, employee relations, workplace safety, and HR administration. • Responsible for all Retail and Network Operations recruiting in Ohio, Michigan and Indiana. • Diagnose and recommend solutions that impact management and leadership decisions, employee development, retention and organizational structure. • Policy and Procedure development and implementation. • Manage People Review and Focal Review process for the facility. • Implementation of corporate initiatives and programs. • Responsible for all HR functions in Michigan, Ohio, Indiana, Kentucky, and Illinois. • Conducted all training classes such as Performance Management, Union Avoidance, and Interviewing Skills • Administer the collective bargaining agreement between the IBT and Engineers • Responsible for investigating and responding to all Maintenance related grievances. Show less



MCI WORLDCOM

• Regional Human Resource Manager

  • Sep 1999 - Nov 2001

  • Responsible for all Human Resource functions in Ohio and Indiana, which include eight sales and manufacturing facilities and 600 employees. • Administer the collective bargaining agreement between the International Brotherhood of Teamsters and Worldcom. • Facilitate and develop training for all line managers in Ohio and Indiana, this includes classes such as Performance Management, Corrective Action, Policies & Procedures and Interviewing Skills. • Responsible for all staff relation… Show more • Responsible for all Human Resource functions in Ohio and Indiana, which include eight sales and manufacturing facilities and 600 employees. • Administer the collective bargaining agreement between the International Brotherhood of Teamsters and Worldcom. • Facilitate and develop training for all line managers in Ohio and Indiana, this includes classes such as Performance Management, Corrective Action, Policies & Procedures and Interviewing Skills. • Responsible for all staff relation issues, such as corrective action plans, terminations, compensation and policy interpretation. • Responsible for all diversity, community relations and training initiatives in Ohio and Indiana. • Direct, train and manage eight HR POCs (Human Resource’s Point of Contact) in Ohio and Indiana. • Contract Negotiations with the IBT, Labor Relations, Step 3 Grievance Member. Show less • Responsible for all Human Resource functions in Ohio and Indiana, which include eight sales and manufacturing facilities and 600 employees. • Administer the collective bargaining agreement between the International Brotherhood of Teamsters and Worldcom. • Facilitate and develop training for all line managers in Ohio and Indiana, this includes classes such as Performance Management, Corrective Action, Policies & Procedures and Interviewing Skills. • Responsible for all staff relation… Show more • Responsible for all Human Resource functions in Ohio and Indiana, which include eight sales and manufacturing facilities and 600 employees. • Administer the collective bargaining agreement between the International Brotherhood of Teamsters and Worldcom. • Facilitate and develop training for all line managers in Ohio and Indiana, this includes classes such as Performance Management, Corrective Action, Policies & Procedures and Interviewing Skills. • Responsible for all staff relation issues, such as corrective action plans, terminations, compensation and policy interpretation. • Responsible for all diversity, community relations and training initiatives in Ohio and Indiana. • Direct, train and manage eight HR POCs (Human Resource’s Point of Contact) in Ohio and Indiana. • Contract Negotiations with the IBT, Labor Relations, Step 3 Grievance Member. Show less



SDRC

• Market Research
• 1 - 100 Employee

• SDRC

  • Sep 1997 - Sep 1999

  • Responsible for recruiting all software development engineers for the Product Development Group in North America. (5 Facilities, 900 Employees) • Responsible for all outside recruiting sources and recruiting strategies, this included negotiating a fair market rate from all outside vendors/agencies. • Negotiated compensation, relocation, and signing bonuses for all recruited associates. • Assisted managers in defining and identifying specific new hire requirements in accordance with… Show more • Responsible for recruiting all software development engineers for the Product Development Group in North America. (5 Facilities, 900 Employees) • Responsible for all outside recruiting sources and recruiting strategies, this included negotiating a fair market rate from all outside vendors/agencies. • Negotiated compensation, relocation, and signing bonuses for all recruited associates. • Assisted managers in defining and identifying specific new hire requirements in accordance with available exempt level positions. • Investigated, counseled, and advised all levels of employees regarding employee relations issues. Show less • Responsible for recruiting all software development engineers for the Product Development Group in North America. (5 Facilities, 900 Employees) • Responsible for all outside recruiting sources and recruiting strategies, this included negotiating a fair market rate from all outside vendors/agencies. • Negotiated compensation, relocation, and signing bonuses for all recruited associates. • Assisted managers in defining and identifying specific new hire requirements in accordance with… Show more • Responsible for recruiting all software development engineers for the Product Development Group in North America. (5 Facilities, 900 Employees) • Responsible for all outside recruiting sources and recruiting strategies, this included negotiating a fair market rate from all outside vendors/agencies. • Negotiated compensation, relocation, and signing bonuses for all recruited associates. • Assisted managers in defining and identifying specific new hire requirements in accordance with available exempt level positions. • Investigated, counseled, and advised all levels of employees regarding employee relations issues. Show less



Fidelity Investments

• United States
• Financial Services
• 700 & Above Employee

• Staffing Manager

  • Sep 1995 - Sep 1997

  • Responsible for all recruiting of technical professionals at the Mid-West Regional site. (3000 Employees) • Recruited for highly specialized positions within Fidelity’s Institutional Retirement Service Company. • Responsible for developing recruiting strategies for all open positions. • Planned and organized open houses, job fairs, and college recruiting for all exempt level positions. • Supervised a staff of two, a staffing specialist and staffing coordinator. • Responsible for all recruiting of technical professionals at the Mid-West Regional site. (3000 Employees) • Recruited for highly specialized positions within Fidelity’s Institutional Retirement Service Company. • Responsible for developing recruiting strategies for all open positions. • Planned and organized open houses, job fairs, and college recruiting for all exempt level positions. • Supervised a staff of two, a staffing specialist and staffing coordinator.



Bank One Corp

• United States
• Hospitals and Health Care

• Human Resources Officer

  • Mar 1989 - Jun 1995

  • Recruited candidates for mid to senior level management in the Trust, Commercial, and Technology Services Divisions. • Design innovative recruitment techniques for the recruitment of minority candidates. • Assisted Commercial, Trust, and Technology Services Divisions in the implementation of programs to support their specific business objectives. • Recruited candidates for mid to senior level management in the Trust, Commercial, and Technology Services Divisions. • Design innovative recruitment techniques for the recruitment of minority candidates. • Assisted Commercial, Trust, and Technology Services Divisions in the implementation of programs to support their specific business objectives.