Experience

Typeform

• United States
• Software Development
• 200 - 300 Employee

• People Partner Director

  • Nov 2022 - Present

  Strategic People Partner with direct leadership alignment to executive leadership in the GTM, marketing, and finance organizations. Strategic People Partner with direct leadership alignment to executive leadership in the GTM, marketing, and finance organizations.



Workday

• United States
• Software Development
• 700 & Above Employee

• Principal HR Business Partner, Technology

  • Oct 2020 - Nov 2022

  Strategic People Partner with direct leadership alignment to executive leadership in the Planning & Analytics, Core Services, and Strategic Program functions. Deliver high touch, strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Organization transformation, including design and change management • New leader assimilation and leadership coaching • Partnership with executive team to drive business strategy, workforce… Show more Strategic People Partner with direct leadership alignment to executive leadership in the Planning & Analytics, Core Services, and Strategic Program functions. Deliver high touch, strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Organization transformation, including design and change management • New leader assimilation and leadership coaching • Partnership with executive team to drive business strategy, workforce planning, and talent management • Engage and influence senior leadership to support and implement HR initiatives across the organization for all talent programs, including semi-annual compensation planning, annual performance calibration, career development conversation, succession planning • Analyze and present employee data to the leadership team to enable sound business decisions, strategic talent initiatives, and engagement survey action planning • Partner with key stakeholders to develop specialized career architectures for senior level engineering and technical talent • Curate and facilitate customized People Leader sessions on hot button topics such as: Return to Office best practice conversations, Peakon (Engagement Survey) utilization and interactions, Career and Development conversations. Show less Strategic People Partner with direct leadership alignment to executive leadership in the Planning & Analytics, Core Services, and Strategic Program functions. Deliver high touch, strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Organization transformation, including design and change management • New leader assimilation and leadership coaching • Partnership with executive team to drive business strategy, workforce… Show more Strategic People Partner with direct leadership alignment to executive leadership in the Planning & Analytics, Core Services, and Strategic Program functions. Deliver high touch, strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Organization transformation, including design and change management • New leader assimilation and leadership coaching • Partnership with executive team to drive business strategy, workforce planning, and talent management • Engage and influence senior leadership to support and implement HR initiatives across the organization for all talent programs, including semi-annual compensation planning, annual performance calibration, career development conversation, succession planning • Analyze and present employee data to the leadership team to enable sound business decisions, strategic talent initiatives, and engagement survey action planning • Partner with key stakeholders to develop specialized career architectures for senior level engineering and technical talent • Curate and facilitate customized People Leader sessions on hot button topics such as: Return to Office best practice conversations, Peakon (Engagement Survey) utilization and interactions, Career and Development conversations. Show less



Plaid

• United States
• Software Development
• 700 & Above Employee

• Director, HR Business Partner

  • Aug 2019 - Sep 2020

  Strategic HR Business Partner working with engineering, product, design, and support leaders. Deliver hands-on and strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Identify, prioritize, and build organizational capabilities, behaviors, structures, and processes • Implement appropriate learning interventions while accounting for learning principles and theories and manage ongoing delivery • Drive the people processes… Show more Strategic HR Business Partner working with engineering, product, design, and support leaders. Deliver hands-on and strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Identify, prioritize, and build organizational capabilities, behaviors, structures, and processes • Implement appropriate learning interventions while accounting for learning principles and theories and manage ongoing delivery • Drive the people processes (performance management, compensation calibrations, deliverables) to ensure that employees’ level of performance and capabilities meet current and future standards • Manage specific projects as determined in the annual People Team strategic OKR plan as well as participate in functional and cross-functional initiatives • Maintain close contact with the Centers of Expertise and Ops teams to work in synchronization with client groups • Review and benchmark D&I, Pulse, and Engagement survey data and own stewardship of action plans throughout client groups • Lead D&I efforts within client organization to identify trends and areas of opportunity across talent, recruiting, and engagement Show less Strategic HR Business Partner working with engineering, product, design, and support leaders. Deliver hands-on and strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Identify, prioritize, and build organizational capabilities, behaviors, structures, and processes • Implement appropriate learning interventions while accounting for learning principles and theories and manage ongoing delivery • Drive the people processes… Show more Strategic HR Business Partner working with engineering, product, design, and support leaders. Deliver hands-on and strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Identify, prioritize, and build organizational capabilities, behaviors, structures, and processes • Implement appropriate learning interventions while accounting for learning principles and theories and manage ongoing delivery • Drive the people processes (performance management, compensation calibrations, deliverables) to ensure that employees’ level of performance and capabilities meet current and future standards • Manage specific projects as determined in the annual People Team strategic OKR plan as well as participate in functional and cross-functional initiatives • Maintain close contact with the Centers of Expertise and Ops teams to work in synchronization with client groups • Review and benchmark D&I, Pulse, and Engagement survey data and own stewardship of action plans throughout client groups • Lead D&I efforts within client organization to identify trends and areas of opportunity across talent, recruiting, and engagement Show less



Discord

• Music

• Sr. Director, People and Talent

  • Aug 2018 - Mar 2019

  People and Talent leader for the organization, with oversight of the following areas: • Build HR function from the ground up to allow scale from 125 employees to 300; recruit for HR Manager, Head of Recruiting, Senior Recruiter, L&D Manager • Manage, coach, mentor, and develop HR and Recruiting teams (7 direct reports). • Analyze and build total rewards program, with hands-on management of compensation, non-cash rewards and compensation tools • Conduct compensation analysis for all… Show more People and Talent leader for the organization, with oversight of the following areas: • Build HR function from the ground up to allow scale from 125 employees to 300; recruit for HR Manager, Head of Recruiting, Senior Recruiter, L&D Manager • Manage, coach, mentor, and develop HR and Recruiting teams (7 direct reports). • Analyze and build total rewards program, with hands-on management of compensation, non-cash rewards and compensation tools • Conduct compensation analysis for all existing positions; establish benchmarks and philosophy around compensation and total rewards; maintain compensation database, conducting benchmark analysis on all new positions using Radford's Global Technology Survey and Connery salary data • Develop job leveling architectures to define career path progression for individual contributors and managers • Lead efforts to migrate HRIS, payroll, and benefits from Trinet to a customized solution • Improve and manage all aspects of Benefits Administration and Employee Services; work with broker to create meaningful benefits suite, competitive in the industry and that appeal to a diverse demographic of candidates and employees • Create and maintain various employee administration programs; data and records management, employee files, compliance and audit reports and management Show less People and Talent leader for the organization, with oversight of the following areas: • Build HR function from the ground up to allow scale from 125 employees to 300; recruit for HR Manager, Head of Recruiting, Senior Recruiter, L&D Manager • Manage, coach, mentor, and develop HR and Recruiting teams (7 direct reports). • Analyze and build total rewards program, with hands-on management of compensation, non-cash rewards and compensation tools • Conduct compensation analysis for all… Show more People and Talent leader for the organization, with oversight of the following areas: • Build HR function from the ground up to allow scale from 125 employees to 300; recruit for HR Manager, Head of Recruiting, Senior Recruiter, L&D Manager • Manage, coach, mentor, and develop HR and Recruiting teams (7 direct reports). • Analyze and build total rewards program, with hands-on management of compensation, non-cash rewards and compensation tools • Conduct compensation analysis for all existing positions; establish benchmarks and philosophy around compensation and total rewards; maintain compensation database, conducting benchmark analysis on all new positions using Radford's Global Technology Survey and Connery salary data • Develop job leveling architectures to define career path progression for individual contributors and managers • Lead efforts to migrate HRIS, payroll, and benefits from Trinet to a customized solution • Improve and manage all aspects of Benefits Administration and Employee Services; work with broker to create meaningful benefits suite, competitive in the industry and that appeal to a diverse demographic of candidates and employees • Create and maintain various employee administration programs; data and records management, employee files, compliance and audit reports and management Show less



Mozilla

• United States
• Software Development
• 700 & Above Employee

• Senior Staff HR Business Partner (former Interim Head of People Partnerships)

  • Jun 2016 - Aug 2018

  Strategic Global HR Business Partner with direct leadership alignment to Chief Product Officer and Senior Vice Presidents of Firefox (Engineering, Product, Design, and Data Science), Marketing, HR, Open Innovation, Legal, and Finance. Deliver hands-on and strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Identify, prioritize, and build organizational capabilities, behaviors, structures, and processes • Support line… Show more Strategic Global HR Business Partner with direct leadership alignment to Chief Product Officer and Senior Vice Presidents of Firefox (Engineering, Product, Design, and Data Science), Marketing, HR, Open Innovation, Legal, and Finance. Deliver hands-on and strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Identify, prioritize, and build organizational capabilities, behaviors, structures, and processes • Support line management in forecasting and planning the talent pipeline requirements in line with the business strategy • Implement appropriate learning interventions while accounting for learning principles and theories and manage ongoing delivery • Manage Global Employee Relations function, including a Sr. HR Generalist, to deliver high touch and comprehensive support for all performance coaching, investigations, and conflict resolution situations. • Partner with global legal counsel in France, Germany, Taiwan, and other countries as needed to cover Mozilla's employee presence in 16 countries. • Facilitate initiatives to build a high-impact organization aligned with the strategic leadership agenda • Ensure leadership and coaching culture is cascaded through the organization • Provide clear leadership by demonstrating understanding of business trends and needs • Drive the people processes (bonus, deliverables, merit, talent review) to ensure that employees’ level of performance and capabilities meet current and future standards • Manage specific projects as determined in the annual People Team strategic plan as well as participate in functional and cross-functional initiatives • Understand employee opinions and anticipate their needs and concerns • Maintain close contact with the Centers of Expertise and Ops teams to work in synchronization with client groups • Review and benchmark the internal and external environment to improve the policies and initiatives that enhance overall business performance Show less Strategic Global HR Business Partner with direct leadership alignment to Chief Product Officer and Senior Vice Presidents of Firefox (Engineering, Product, Design, and Data Science), Marketing, HR, Open Innovation, Legal, and Finance. Deliver hands-on and strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Identify, prioritize, and build organizational capabilities, behaviors, structures, and processes • Support line… Show more Strategic Global HR Business Partner with direct leadership alignment to Chief Product Officer and Senior Vice Presidents of Firefox (Engineering, Product, Design, and Data Science), Marketing, HR, Open Innovation, Legal, and Finance. Deliver hands-on and strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Identify, prioritize, and build organizational capabilities, behaviors, structures, and processes • Support line management in forecasting and planning the talent pipeline requirements in line with the business strategy • Implement appropriate learning interventions while accounting for learning principles and theories and manage ongoing delivery • Manage Global Employee Relations function, including a Sr. HR Generalist, to deliver high touch and comprehensive support for all performance coaching, investigations, and conflict resolution situations. • Partner with global legal counsel in France, Germany, Taiwan, and other countries as needed to cover Mozilla's employee presence in 16 countries. • Facilitate initiatives to build a high-impact organization aligned with the strategic leadership agenda • Ensure leadership and coaching culture is cascaded through the organization • Provide clear leadership by demonstrating understanding of business trends and needs • Drive the people processes (bonus, deliverables, merit, talent review) to ensure that employees’ level of performance and capabilities meet current and future standards • Manage specific projects as determined in the annual People Team strategic plan as well as participate in functional and cross-functional initiatives • Understand employee opinions and anticipate their needs and concerns • Maintain close contact with the Centers of Expertise and Ops teams to work in synchronization with client groups • Review and benchmark the internal and external environment to improve the policies and initiatives that enhance overall business performance Show less



Zynga

• United States
• Computer Games
• 700 & Above Employee

• Director, HR Business Partner

  • Nov 2015 - Jun 2016

  Strategic HR Business Partner with direct leadership alignment to the CPO, COO, CIO and CTO. Deliver hands-on and strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Partner with executive team to drive business strategy, organizational design, workforce planning, and provide guidance and coaching • Engage and influence senior management to support and implement HR initiatives across the organization • Provide high-touch… Show more Strategic HR Business Partner with direct leadership alignment to the CPO, COO, CIO and CTO. Deliver hands-on and strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Partner with executive team to drive business strategy, organizational design, workforce planning, and provide guidance and coaching • Engage and influence senior management to support and implement HR initiatives across the organization • Provide high-touch employee relations service to managers and staff through management coaching, employee development activities and conflict management interventions • Ensure legal, security and audit compliance of HR systems and processes • Lead management training designed to provide guidance and information in the areas of staff motivation, coaching, development tools, relationship management (e.g. “managing up,” effective influence), risk management, goal setting, performance management through use of metrics and peer feedback, and work and communication style preferences • Lead the development and implementation of systems and processes to drive continuous learning and knowledge sharing across the organization in support of business strategies • Analyze and present employee data to the management team to enable sound business decisions • Develop and enhance strong business relationships with the management and the client group • Lead quarterly review process with managers and business partners • Actively provide human resources expertise in employee relations, coaching/development, compensation, conflict management, organizational development and training throughout the Zynga HQ locations • Work with customer groups to update and apply policies and procedures consistently across the business • Serve as the HR leader on Zynga's Safety and Security Response Team Show less Strategic HR Business Partner with direct leadership alignment to the CPO, COO, CIO and CTO. Deliver hands-on and strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Partner with executive team to drive business strategy, organizational design, workforce planning, and provide guidance and coaching • Engage and influence senior management to support and implement HR initiatives across the organization • Provide high-touch… Show more Strategic HR Business Partner with direct leadership alignment to the CPO, COO, CIO and CTO. Deliver hands-on and strategic human resources expertise for all HR initiatives and needs of client group in the following areas: • Partner with executive team to drive business strategy, organizational design, workforce planning, and provide guidance and coaching • Engage and influence senior management to support and implement HR initiatives across the organization • Provide high-touch employee relations service to managers and staff through management coaching, employee development activities and conflict management interventions • Ensure legal, security and audit compliance of HR systems and processes • Lead management training designed to provide guidance and information in the areas of staff motivation, coaching, development tools, relationship management (e.g. “managing up,” effective influence), risk management, goal setting, performance management through use of metrics and peer feedback, and work and communication style preferences • Lead the development and implementation of systems and processes to drive continuous learning and knowledge sharing across the organization in support of business strategies • Analyze and present employee data to the management team to enable sound business decisions • Develop and enhance strong business relationships with the management and the client group • Lead quarterly review process with managers and business partners • Actively provide human resources expertise in employee relations, coaching/development, compensation, conflict management, organizational development and training throughout the Zynga HQ locations • Work with customer groups to update and apply policies and procedures consistently across the business • Serve as the HR leader on Zynga's Safety and Security Response Team Show less



PagerDuty

• United States
• Technology, Information and Internet
• 700 & Above Employee

• Director, People and Performance (HR Director)

  • Oct 2015 - Nov 2015

• Senior Manager, People

  • Oct 2014 - Oct 2015

  Strategic HR leader for the organization, with oversight of the following areas: • Analyze and build total rewards program, with hands-on management of compensation, non-cash rewards and compensation tools • Conduct compensation analysis for all existing positions; establish benchmarks and philosophy around compensation and total rewards; maintain compensation database, conducting benchmark analysis on all new positions using Radford's Global Technology Survey and Options Impact salary… Show more Strategic HR leader for the organization, with oversight of the following areas: • Analyze and build total rewards program, with hands-on management of compensation, non-cash rewards and compensation tools • Conduct compensation analysis for all existing positions; establish benchmarks and philosophy around compensation and total rewards; maintain compensation database, conducting benchmark analysis on all new positions using Radford's Global Technology Survey and Options Impact salary data • Build and drive performance management programs to outline and build goal setting tools and programs, • Build out job and organizational architectures (working in a very hands on way to define and create these architectures) for Sales and Engineering • Improve upon and build performance appraisals and feedback programs and tools, and offer support and insight into succession planning and organizational design decisions • Create and maintain various employee administration programs; data and records management, employee files, compliance and audit reports and management • Improve and manage all aspects of Benefits Administration and Employee Services • Define and manage appropriate “HR” metrics to measure the impact and value of all people programs • Create, measure, and assess development, training, career development and coaching activities across the organization

• Director, HR Business Partner

  • Feb 2014 - Sep 2014

• Senior HR Manager (HRBP)

  • Jul 2013 - Jan 2014

• HR Manager (HRBP)

  • Jul 2012 - Jul 2013



TIDES

• France
• Media Production
• 1 - 100 Employee

• HR Business Partner

  • Jul 2008 - Jun 2012

  Strategic support partner in roll-out of organizational change initiatives. Provided dedicated full service general HR support as well as specialized HR services to all Tides employees in multi-state locations. Contributions included: • Ensured a high level of consistency of professional HR 'best practices' when providing service to customers. • In partnership with consultants, developed and implemented plan for complete organization restructure and compensation… Show more Strategic support partner in roll-out of organizational change initiatives. Provided dedicated full service general HR support as well as specialized HR services to all Tides employees in multi-state locations. Contributions included: • Ensured a high level of consistency of professional HR 'best practices' when providing service to customers. • In partnership with consultants, developed and implemented plan for complete organization restructure and compensation benchmarking. • Provided ongoing trend analysis and benchmarking for turnover and attrition. • Researched and investigated employee relations matters, including performance coaching, performance improvement plans, and performance management development for managers. • Active and thorough strategic partnership with service area leaders to assess professional learning and development needs for all Tides employees in areas such as customer service, management development, communication skills, recruiting and hiring, and performance management/coaching. • Researched, recommended and implemented a wide variety of HR practices in the following areas: compensation, job performance competencies, job audits to comply with FLSA status requirements, and exit interviews. • Interpreted HR related policies, processes, procedures, and practices to ensure appropriate compliance with relevant federal, state, and local labor laws, regulations and court cases. • Provided direct and comprehensive staff recruitment support to Tides, including high-touch consultation to managers at all levels to bring in top talent, managing and implementing full recruitment cycle and affirmative action planning with departments. Show less Strategic support partner in roll-out of organizational change initiatives. Provided dedicated full service general HR support as well as specialized HR services to all Tides employees in multi-state locations. Contributions included: • Ensured a high level of consistency of professional HR 'best practices' when providing service to customers. • In partnership with consultants, developed and implemented plan for complete organization restructure and compensation… Show more Strategic support partner in roll-out of organizational change initiatives. Provided dedicated full service general HR support as well as specialized HR services to all Tides employees in multi-state locations. Contributions included: • Ensured a high level of consistency of professional HR 'best practices' when providing service to customers. • In partnership with consultants, developed and implemented plan for complete organization restructure and compensation benchmarking. • Provided ongoing trend analysis and benchmarking for turnover and attrition. • Researched and investigated employee relations matters, including performance coaching, performance improvement plans, and performance management development for managers. • Active and thorough strategic partnership with service area leaders to assess professional learning and development needs for all Tides employees in areas such as customer service, management development, communication skills, recruiting and hiring, and performance management/coaching. • Researched, recommended and implemented a wide variety of HR practices in the following areas: compensation, job performance competencies, job audits to comply with FLSA status requirements, and exit interviews. • Interpreted HR related policies, processes, procedures, and practices to ensure appropriate compliance with relevant federal, state, and local labor laws, regulations and court cases. • Provided direct and comprehensive staff recruitment support to Tides, including high-touch consultation to managers at all levels to bring in top talent, managing and implementing full recruitment cycle and affirmative action planning with departments. Show less



Peet's Coffee and Tea

• United States
• Restaurants

• HR Generalist/Training Partner

  • Oct 2006 - Jul 2008

  Provided multi-unit, multi-state HR support for an employee base of 4,000 in retail stores, corporate office and warehouse production environments. Expertise utilized included: • Advising managers in all areas of employee relations, including performance management, disciplinary matters, terminations, and annual performance reviews. • Collaborating with attorneys to identify and gather information for court cases and other employee relations claims. • Managing entire LOA process and… Show more Provided multi-unit, multi-state HR support for an employee base of 4,000 in retail stores, corporate office and warehouse production environments. Expertise utilized included: • Advising managers in all areas of employee relations, including performance management, disciplinary matters, terminations, and annual performance reviews. • Collaborating with attorneys to identify and gather information for court cases and other employee relations claims. • Managing entire LOA process and administration for 4,000 employees in multiple states. • Designing and implementing an on-boarding process for all corporate new hires, including the creation and production of new hire welcome kits. • Managing all home office on-boarding and conducting new employee orientation. • Designing and managing exit interview process. • Coordinating training registration and reporting for all employees. • Managing annual employee recognition program. • Acting as a liaison to employees regarding benefits matters and assisting Benefits Manager with benefits administration. • Planning and facilitating company morale events such as the annual holiday party, summer BBQ and bring-your-child-to-work days.

• Corporate Recruiter

  • Aug 2005 - Oct 2006

  Managed all sourcing, screening, and selection of candidates for Peet’s corporate office and warehouse facility. Scope of work included: • Managing relationships with temporary and staffing agencies. • Coaching and assisting hiring managers with evaluating and writing job descriptions and leveling of all new positions. • Managed staffing metrics including regular reports for compliance and cost analysis purposes. • Conducted new hire orientation and administered requisite… Show more Managed all sourcing, screening, and selection of candidates for Peet’s corporate office and warehouse facility. Scope of work included: • Managing relationships with temporary and staffing agencies. • Coaching and assisting hiring managers with evaluating and writing job descriptions and leveling of all new positions. • Managed staffing metrics including regular reports for compliance and cost analysis purposes. • Conducted new hire orientation and administered requisite documentation for new employees.



IKON

• United States
• Travel Arrangements
• 1 - 100 Employee

• Regional Recruiter/Trainer

  • Aug 1999 - Aug 2005

  Managed the recruiting function including all sourcing, screening, and selection of candidates for 5 marketplaces within the Western Region. Developed creative sourcing strategies for difficult to fill positions. Accomplishments included: • Reducing temporary agency fees from $60k per month to under $5k per month. • Decreasing the hiring cycle from 30+ days to an average of 7 days per hire • Managing the implementation of new hire orientation for all new employees in 5… Show more Managed the recruiting function including all sourcing, screening, and selection of candidates for 5 marketplaces within the Western Region. Developed creative sourcing strategies for difficult to fill positions. Accomplishments included: • Reducing temporary agency fees from $60k per month to under $5k per month. • Decreasing the hiring cycle from 30+ days to an average of 7 days per hire • Managing the implementation of new hire orientation for all new employees in 5 marketplaces within the Western Region. • Developing and facilitating department specific and generalized training of management in the following key areas: communication, customer service, systems literacy, technical skills, ISO standards and P&L management. Conducted “Train the Trainer” courses to develop managers as field trainers. • Recognized in 2003 for Greater Bay Marketplace Training attainment. Show less Managed the recruiting function including all sourcing, screening, and selection of candidates for 5 marketplaces within the Western Region. Developed creative sourcing strategies for difficult to fill positions. Accomplishments included: • Reducing temporary agency fees from $60k per month to under $5k per month. • Decreasing the hiring cycle from 30+ days to an average of 7 days per hire • Managing the implementation of new hire orientation for all new employees in 5… Show more Managed the recruiting function including all sourcing, screening, and selection of candidates for 5 marketplaces within the Western Region. Developed creative sourcing strategies for difficult to fill positions. Accomplishments included: • Reducing temporary agency fees from $60k per month to under $5k per month. • Decreasing the hiring cycle from 30+ days to an average of 7 days per hire • Managing the implementation of new hire orientation for all new employees in 5 marketplaces within the Western Region. • Developing and facilitating department specific and generalized training of management in the following key areas: communication, customer service, systems literacy, technical skills, ISO standards and P&L management. Conducted “Train the Trainer” courses to develop managers as field trainers. • Recognized in 2003 for Greater Bay Marketplace Training attainment. Show less



AMC Theatres

• Entertainment Providers
• 700 & Above Employee

• Senior Manager/General Manager

  • Apr 1988 - Jul 1999

  Developed and facilitated training of management in operational areas such as: inventory marketing, auditing, bookings and scheduling, HR, and PR/Marketing. Processed timecards and all payroll functions for up to 300 employees, including; bi-weekly timecard reconciliation, vacation time administration, etc. Ensured ADA and OSHA compliance. Managed employee records to comply with state and federal guidelines. Developed and facilitated training of management in operational areas such as: inventory marketing, auditing, bookings and scheduling, HR, and PR/Marketing. Processed timecards and all payroll functions for up to 300 employees, including; bi-weekly timecard reconciliation, vacation time administration, etc. Ensured ADA and OSHA compliance. Managed employee records to comply with state and federal guidelines.