Vice President, Human Resources - Heavy Civil Division

• Jan 2021 - Present

Director of Human Capital

• Mar 2006 - Present

Joined the company as the first HR professional in their 30-year history. Responsible for the entire human resource function for 550 employees covering 20+ worksites in as many as 7 states including staffing, training and development, labor relations, compensation, benefits, and employee services as well as ensuring company compliance with current, applicable labor laws. Currently responsible for planning, establishing, and directing all aspects of human resources policies, objectives, and… Show more Joined the company as the first HR professional in their 30-year history. Responsible for the entire human resource function for 550 employees covering 20+ worksites in as many as 7 states including staffing, training and development, labor relations, compensation, benefits, and employee services as well as ensuring company compliance with current, applicable labor laws. Currently responsible for planning, establishing, and directing all aspects of human resources policies, objectives, and initiatives. Established a centralized recruiting system resulting in 50% reduction in costs and cutting 7 days from the average time to fill positions. Reduced annual turnover by 20% in 2007 through improved training of new employees and managers, enhanced benefits offerings, and establishment of a new, formal performance management and development system. Currently rolling out the third phase of a comprehensive training program that includes apprenticeships, mentoring, leadership development and position-based curriculum to develop each employee for future succession. As a member of the executive committee, work with President and other committee members to spearhead and direct the design, planning, and implementation of corporate organizational development programs, policies, and procedures. Approve change management initiatives and suggest enhancements to existing programs. Oversee the goal of establishing the human capital of the organization as a critical component in accomplishing business goals. Lead and direct the work of Superintendents and other front-line managers to ensure consistency and compliance in HR-related matters. Show less Joined the company as the first HR professional in their 30-year history. Responsible for the entire human resource function for 550 employees covering 20+ worksites in as many as 7 states including staffing, training and development, labor relations, compensation, benefits, and employee services as well as ensuring company compliance with current, applicable labor laws. Currently responsible for planning, establishing, and directing all aspects of human resources policies, objectives, and… Show more Joined the company as the first HR professional in their 30-year history. Responsible for the entire human resource function for 550 employees covering 20+ worksites in as many as 7 states including staffing, training and development, labor relations, compensation, benefits, and employee services as well as ensuring company compliance with current, applicable labor laws. Currently responsible for planning, establishing, and directing all aspects of human resources policies, objectives, and initiatives. Established a centralized recruiting system resulting in 50% reduction in costs and cutting 7 days from the average time to fill positions. Reduced annual turnover by 20% in 2007 through improved training of new employees and managers, enhanced benefits offerings, and establishment of a new, formal performance management and development system. Currently rolling out the third phase of a comprehensive training program that includes apprenticeships, mentoring, leadership development and position-based curriculum to develop each employee for future succession. As a member of the executive committee, work with President and other committee members to spearhead and direct the design, planning, and implementation of corporate organizational development programs, policies, and procedures. Approve change management initiatives and suggest enhancements to existing programs. Oversee the goal of establishing the human capital of the organization as a critical component in accomplishing business goals. Lead and direct the work of Superintendents and other front-line managers to ensure consistency and compliance in HR-related matters. Show less

Human Resources Manager

• Mar 2002 - May 2006

Oversaw all aspects of human resources policies, objectives, and initiatives for the second-highest volume store in Utah employing as many as 240 people. Responsible for employment, placement, orientation and training, labor relations, compensation, benefits, and employee relations. Ensured timely completion of HR initiatives and company compliance with current, applicable labor laws. Led and directed the work of others. Recruited, interviewed, checked references, made offers, and conducted… Show more Oversaw all aspects of human resources policies, objectives, and initiatives for the second-highest volume store in Utah employing as many as 240 people. Responsible for employment, placement, orientation and training, labor relations, compensation, benefits, and employee relations. Ensured timely completion of HR initiatives and company compliance with current, applicable labor laws. Led and directed the work of others. Recruited, interviewed, checked references, made offers, and conducted orientation for new employees. Performed exit interviews and processed change of employee status. Maintained an average of 98% completion of monthly training goals during entire tenure. Reduced turnover 17% in 2004, and an additional 8% in 2005 through improved employee communication, education, and hiring practices. Show less Oversaw all aspects of human resources policies, objectives, and initiatives for the second-highest volume store in Utah employing as many as 240 people. Responsible for employment, placement, orientation and training, labor relations, compensation, benefits, and employee relations. Ensured timely completion of HR initiatives and company compliance with current, applicable labor laws. Led and directed the work of others. Recruited, interviewed, checked references, made offers, and conducted… Show more Oversaw all aspects of human resources policies, objectives, and initiatives for the second-highest volume store in Utah employing as many as 240 people. Responsible for employment, placement, orientation and training, labor relations, compensation, benefits, and employee relations. Ensured timely completion of HR initiatives and company compliance with current, applicable labor laws. Led and directed the work of others. Recruited, interviewed, checked references, made offers, and conducted orientation for new employees. Performed exit interviews and processed change of employee status. Maintained an average of 98% completion of monthly training goals during entire tenure. Reduced turnover 17% in 2004, and an additional 8% in 2005 through improved employee communication, education, and hiring practices. Show less

Director of Human Resources

• Jan 2000 - Jan 2002

Brought in to consolidate HR policies and procedures for 10 automotive dealerships which had recently been purchased and merged by Ford Motor Company. This newly-formed organization consisted of 1000+ employees working at 10 locations across 4 cities in Utah. Working directly with the CEO and Ford representatives, directed the design, planning, and implementation of corporate organizational development programs, policies, and procedures to merge 10 cultures into one and secure employee buy-in… Show more Brought in to consolidate HR policies and procedures for 10 automotive dealerships which had recently been purchased and merged by Ford Motor Company. This newly-formed organization consisted of 1000+ employees working at 10 locations across 4 cities in Utah. Working directly with the CEO and Ford representatives, directed the design, planning, and implementation of corporate organizational development programs, policies, and procedures to merge 10 cultures into one and secure employee buy-in to one new company vision. Approved change management initiatives and suggested enhancements to existing programs. Developed an employee handbook as well as a comprehensive HR procedures manual and trained Department Managers and Supervisors in areas of employment law and policy resulting in improved consistency in HR practices. Worked directly with the CFO to centralize 9 accounting offices into one. Played critical role in communicating upcoming changes to individuals' roles and responsibilities and securing commitment from 45 accounting personnel. Advised corporate officers and other managers on issues of employment law, HR trends, and best practices. Handled all communications (written and oral) to managers and employees regarding employment issues and company policies including management training, new employee orientation, benefits and 401k enrollment meetings, OSHA/safety regulations, and more. Created and implemented a centralized recruiting process to more consistently screen applicants and save costs. Show less Brought in to consolidate HR policies and procedures for 10 automotive dealerships which had recently been purchased and merged by Ford Motor Company. This newly-formed organization consisted of 1000+ employees working at 10 locations across 4 cities in Utah. Working directly with the CEO and Ford representatives, directed the design, planning, and implementation of corporate organizational development programs, policies, and procedures to merge 10 cultures into one and secure employee buy-in… Show more Brought in to consolidate HR policies and procedures for 10 automotive dealerships which had recently been purchased and merged by Ford Motor Company. This newly-formed organization consisted of 1000+ employees working at 10 locations across 4 cities in Utah. Working directly with the CEO and Ford representatives, directed the design, planning, and implementation of corporate organizational development programs, policies, and procedures to merge 10 cultures into one and secure employee buy-in to one new company vision. Approved change management initiatives and suggested enhancements to existing programs. Developed an employee handbook as well as a comprehensive HR procedures manual and trained Department Managers and Supervisors in areas of employment law and policy resulting in improved consistency in HR practices. Worked directly with the CFO to centralize 9 accounting offices into one. Played critical role in communicating upcoming changes to individuals' roles and responsibilities and securing commitment from 45 accounting personnel. Advised corporate officers and other managers on issues of employment law, HR trends, and best practices. Handled all communications (written and oral) to managers and employees regarding employment issues and company policies including management training, new employee orientation, benefits and 401k enrollment meetings, OSHA/safety regulations, and more. Created and implemented a centralized recruiting process to more consistently screen applicants and save costs. Show less

Human Resources Manager

• Jan 1998 - Jan 2000

Directed all aspects of human resources policies, objectives, and initiatives for 750+ employees at 8 locations across Utah. Responsible for employment, placement, orientation and training, labor relations, compensation, benefits, and employee services and oversaw health and safety programs. Ensured company compliance with current, applicable labor laws. Recruited, interviewed, checked references, made offers, and conducted orientation for new employees. Performed exit interviews and… Show more Directed all aspects of human resources policies, objectives, and initiatives for 750+ employees at 8 locations across Utah. Responsible for employment, placement, orientation and training, labor relations, compensation, benefits, and employee services and oversaw health and safety programs. Ensured company compliance with current, applicable labor laws. Recruited, interviewed, checked references, made offers, and conducted orientation for new employees. Performed exit interviews and processed change of employee status. Advised corporate officers and other managers on issues of employment law and HR trends and best practices. Handled all communications (written and oral) to managers and employees regarding employment issues and company policies including management training, new employee orientation, benefits and 401k enrollment meetings, OSHA/safety regulations, and more.

HR Generalist/Recruiter

• Jan 1996 - Jan 1998

Created and implemented a new, centralized recruiting system to serve entire organization to reduce recruitment costs, improve consistency of applicant screening and reduce time to fill positions. Recruited, interviewed, checked references, made offers, and conducted orientation for new employees. Performed exit interviews and processed change of employee status. Created new hire and orientation process (including all forms and documents) and conducted monthly new employee orientation… Show more Created and implemented a new, centralized recruiting system to serve entire organization to reduce recruitment costs, improve consistency of applicant screening and reduce time to fill positions. Recruited, interviewed, checked references, made offers, and conducted orientation for new employees. Performed exit interviews and processed change of employee status. Created new hire and orientation process (including all forms and documents) and conducted monthly new employee orientation meetings for 30-40 employees.

District Manager

• Jan 1995 - Jan 1996

District Manager

• Jan 1991 - Jan 1995