Experience

BullseyeEngagement

• United States
• Human Resources
• 1 - 100 Employee

• Advisory Board Member

  • Aug 2017 - Present

  Austin, Texas



Windstream

• United States
• Telecommunications
• 700 & Above Employee

• Chief Human Resources Officer

  • Jan 2018 - Jan 2020

  Little Rock, Arkansas

• SVP People Development

  • Sep 2017 - Jan 2020

  Austin Texas



Axway

• United States
• Software Development
• 700 & Above Employee

• EVP Global Human Resources

  • May 2012 - Mar 2017

  Scottsdale Az 85054 Managing Global HR strategy for Axway.



Airband Communications

• United States
• Telecommunications
• 1 - 100 Employee

• Vice President, Human Resources and Administration

  • Jan 2007 - 2011

  Responsible for overseeing all functions in finance, human resources and administration for the largest WIMAX fixed wireless provider. Report to the CEO and Board of Directors. Work closely with senior executives on building and managing a quickly expanding network to deliver high bandwidth and managed solutions across the US. • Recruited CFO, CIO, senior executives for sales, operations and finance which significantly increased delivery capability and quality of service while… Show more Responsible for overseeing all functions in finance, human resources and administration for the largest WIMAX fixed wireless provider. Report to the CEO and Board of Directors. Work closely with senior executives on building and managing a quickly expanding network to deliver high bandwidth and managed solutions across the US. • Recruited CFO, CIO, senior executives for sales, operations and finance which significantly increased delivery capability and quality of service while supporting revenue growth. • Led a cost of service program to save over $200K in SG&A which was instrumental in achieving EBITDA positive results for the first time in company history. • Devised and directed the company’s training and development program for sales and marketing teams which more than doubled revenue from $10 million to $26 million. Show less



Broadwing Communications

• Telecommunications
• 1 - 100 Employee

• Senior Vice President, Human Resources and Administration

  • 2003 - 2007

  Responsible for the total human resources and administrative functions for a leading telecommunications company. Reported to the Chairman and CEO. Work closely with senior executives on talent management issues effecting critical aspects of the business operations. • Personally recruited eight key executives in sales, marketing, information technology and vendor management. • Led the development of a market-based and performance-driven compensation program that focuses on… Show more Responsible for the total human resources and administrative functions for a leading telecommunications company. Reported to the Chairman and CEO. Work closely with senior executives on talent management issues effecting critical aspects of the business operations. • Personally recruited eight key executives in sales, marketing, information technology and vendor management. • Led the development of a market-based and performance-driven compensation program that focuses on rewarding and retaining key talent, with cornerstones of empowerment and accountability. • Directed and managed the senior management team in identification of desired corporate culture. Designed, managed and implemented operational plan to imbed Broadwing’s desired culture to employee level. • Implemented a self-insured health care program resulting in reduced benefit costs of $1+ million. • Designed and managed integration of acquired company’s employees into Broadwing. Directed and managed the resulting reduction in force; retained key employees without experiencing any significant litigation. • Directed the successful integration of acquired company’s human resources, financial, and facilities. • Significant contributor to the sale of company to Level 3. Show less



Efficient Networks, Inc

• Vice President, Global Human Resources and Administration

  • 2000 - 2002

  Responsible for the total human resources and administrative functions for a leading provider of broadband Internet access products. Reported to the President/CEO and worked closely with Chairman of the Board. Company sold to Siemens in 2002. • Designed a human resources business plan that supported growth of the company from $2 million in revenue to $500+ million in 18 months and successfully managed three acquisitions. • Personally recruited nine key executives in sales… Show more Responsible for the total human resources and administrative functions for a leading provider of broadband Internet access products. Reported to the President/CEO and worked closely with Chairman of the Board. Company sold to Siemens in 2002. • Designed a human resources business plan that supported growth of the company from $2 million in revenue to $500+ million in 18 months and successfully managed three acquisitions. • Personally recruited nine key executives in sales, marketing and engineering in the US and overseas. • Developed a recruiting strategy that grew the company from 100 to 600 employees while reducing cost per hire from $20K to $5K, a savings of $5 million. • Assumed key role during due diligence process and negotiated and developed retention agreements that facilitated the sale of the company to Siemens. Show less



Sequent Computer Systems, Inc

• Vice President, Global Human Resources

  • 1999 - 2000

  Responsible for the human resources function of a NASD corporation with annual revenues of $800+ million. Reported to the CEO and consulted to the Board of Directors. Company sold to IBM in 2000. • Devised the human resources business plan resulting in a cost reduction of more than $1 million while increasing customer satisfaction to the highest level ever achieved. • Revamped the use of restricted stock options, effectively reducing the overhang rate from 31% to 21% while… Show more Responsible for the human resources function of a NASD corporation with annual revenues of $800+ million. Reported to the CEO and consulted to the Board of Directors. Company sold to IBM in 2000. • Devised the human resources business plan resulting in a cost reduction of more than $1 million while increasing customer satisfaction to the highest level ever achieved. • Revamped the use of restricted stock options, effectively reducing the overhang rate from 31% to 21% while focusing on key employees to ensure long-term retention. • Implemented a leadership assessment and development program that resulted in revamping the executive team to position the company for success. Show less



Data General Corporation

• Senior Director, Human Resources, Worldwide

  • 1997 - 1999

  Responsible for all aspects of human resources on a worldwide basis in support of the America’s, Pan European and Asia Pacific. Participated in the development of the strategic business plan. • Formulated worldwide recruitment and staffing strategies resulting in 1000+ hires. • Established a competency-based worldwide management assessment and development program that integrated the hiring model, performance evaluations and succession planning. • Managed all… Show more Responsible for all aspects of human resources on a worldwide basis in support of the America’s, Pan European and Asia Pacific. Participated in the development of the strategic business plan. • Formulated worldwide recruitment and staffing strategies resulting in 1000+ hires. • Established a competency-based worldwide management assessment and development program that integrated the hiring model, performance evaluations and succession planning. • Managed all salary/incentive compensation programs for executives and sales representatives worldwide.

• Director, Human Resources, U.S., Canada & Latin America

  • 1993 - 1997

  Responsible for all aspects of human resources in support of North America Sales, Systems Integration and Customer Service business units covering the U.S., Canada and Latin America. • Devised U.S. recruitment and staffing strategies, resulting in 400+ professional sales/system integration/customer service hires on an average cost-per-hire of $2,500. • Developed sales skills modeling/testing process for newly hired sales managers and sales representatives. Reduced overall… Show more Responsible for all aspects of human resources in support of North America Sales, Systems Integration and Customer Service business units covering the U.S., Canada and Latin America. • Devised U.S. recruitment and staffing strategies, resulting in 400+ professional sales/system integration/customer service hires on an average cost-per-hire of $2,500. • Developed sales skills modeling/testing process for newly hired sales managers and sales representatives. Reduced overall attrition by 22 percent and increased revenue an average of $275K per newly hired sales representative within rep’s first year of employment. • Managed restructuring and downsizing affecting 2,000 employees. Retained key employees without experiencing any significant litigation.

• Director, Western Operations & Asia Pacific

  • 1987 - 1993

  Responsible for the human resources function supporting the western U.S. and Asia Pacific and over 100 sales, system integration and customer service locations covering more than 20 states and six Asia Pacific subsidiaries. • Directed installation of a computerized productivity system to track and analyze field sales force. Increased revenue productivity per sales representative by 20 percent, an average of $150K per representative. • Designed manpower planning models for… Show more Responsible for the human resources function supporting the western U.S. and Asia Pacific and over 100 sales, system integration and customer service locations covering more than 20 states and six Asia Pacific subsidiaries. • Directed installation of a computerized productivity system to track and analyze field sales force. Increased revenue productivity per sales representative by 20 percent, an average of $150K per representative. • Designed manpower planning models for fiscal planning. Implemented staffing programs resulting in over 200 professional hires while lowering the cost per hire by 50%. Time to fill reduced to 45 days.