Team Performance
Team Building, Accountability, Trust, Incentivizing, Performance Management, Metric Creation

Functional Areas Supported
Human Resources, Operations, Manufacturing, Research & Development, Finance & Accounting, Customer Support, Sales Teams

Benefit Design
Management, Administration, and Negotiation Medical, Dental, Vision, Wellness Programs, 401k, Life Insurance, and Learning & Development Programs

Compliance
FLSA, FMLA, ADA, ERISA, EEOC, ESOP, ESPP, NLRB, DOL, ACA

Industry Exposure
Consumer Products, Medical Devices, Oil & Gas, Manufacturing, Distribution, Marketing, Technology, Online Media, Healthcare, Construction, and not for profit.

BBG is a PE backed firm on a high growth trajectory. We have grown our national footprint by 35% this year alone. Bringing 100+ new employees into the organization organically and another 100 through M&A activity.
• Successfully evolved the HR team from tactical to automated HR processes within 6 months.
• Immediately established a mobile HR department mindset, "You Can Reach Us Anywhere".
• Directed L&D BBGU-2.0 initiatives, goal setting, and programming to better develop the most recent class groups
• Projected to realize $15M in revenue 2 years sooner than originally planned in BBG-1.0.
• Designed and led an open enrollment process that resulted in zero delinquent elections company wide.
• Evolved employee orientation to an engaging experience to connect employees, upgraded to utilize technologies for communication and education, and moved from in-person to remote onboarding (pre-COVID).

As the leader of HR for this 600+ employee mechanicals firm I evolved the HR function to be a driver in the organization through brand awareness, social media presence, internal culture and community, and strategic change management with respect to technology adoption and employee facing HR resources.
• Successfully evolved the HR team from tactical to automated HR processes within 6 months.
• Immediately established a mobile HR department mindset, "You Can Reach Us Anywhere".
• Designed and led an open enrollment process that resulted in zero delinquent elections company wide.
• Evolved employee orientation to an engaging experience to connect employees, upgraded to utilize technologies for communication and education, and moved from in-person to remote onboarding (pre-COVID).
• Challenged the status quo and gained trust in traditional work groups who relied on chain of command. Now the teams are open to a more organic approach to team efficiency.
• Built a small, yet effective,

Member of the Leadership and Human Resources Teams for this hyper growth SaaS healthcare software group.
• Provided direction and guidance on talent acquisition approaches, HRIS & ATS selection, employee relations issues, employee/contractor relationship, and streamlining of new employee onboarding processes.
• Short-term assignment designed to assist the business during transition.

Hired as the US HR Leader for the aggressive expansion to the North American market for this fast-paced online/app focused on restaurant search and discovery. Currently valued at $1B. Expected to handle multiple projects, be positive, energetic, provide leadership, counseling as needed and knowledgeable on all US HR legal issues, provide leadership through a positive professional demeanor, and to work with the team to collaborate.
• Selected vendors and implemented services for all HR functions to include HRIS, payroll, employee welfare benefits, performance management, handle performance evaluations, measure and improve employee engagement, human capital, worker's compensation, business insurances (EPL, D&O, FI), etc.
• Established Full Cycle Talent Acquisition - Recruiting efforts nationally. Me to 480 FTE in 6 months.
• Directed the 401 (k) program and all health and welfare benefit plans.
• Provided consistent guidance on legal, business strategy, finance, operations, HR, custo

As the Leader of HR I was expected to use management experience and HR background to manage four direct reports to drive/scale the HR function including: culture, union avoidance, employee relations, benefits, staffing, on-boarding, compensation, policy interpretation and communication, workforce planning and development, as well as strategic planning for the organization. A key member of the senior leadership team that oversaw and contributed to growth of more than 340% in employees and 570% in annual revenues.
• Scoped, designed, and implemented an innovative workforce management database tool that measured KPI's such as; attendance, punctuality, machine up-time/downtime, product type/quantity/activities by machine/department/team/shift. Included a daily reporting tool that illustrated key statistics. Resulting in productivity visibility at the machine, employee, and material level. For employees and the business this was very rewarding as they could see their value to the organizat

As Manager of Human Resources I was responsible for providing support and leadership in the areas of staffing, employee relations, training, policy interpretation and communication, compensation and benefits communication for two international sales and service business units.
• Managed the communications and implementation effort for a reclassification of 160 employees from exempt to nonexempt during a DOL Self Audit process.
• Developed and designed commission plans for both sales groups. Working with legal (internal and external), executive management, and line management to successfully achieve completion.
• Responded to sensitive and confidential issues and concerns raised by all levels of employees in a confidential, timely, and objective manner.
• Coached and educated employees at all levels regarding programs and policies such as benefits, performance management, MBO, sexual harassment, ethics and attendance.
• Identified recruiting, turnover and morale issues; reviewed re

Responsible for all HR programs and processes, employee relations, salary administration, benefits programs, performance appraisal, unemployment claims, as well as all other human resources generalist activities.
• Managed full HR function for this fast paced growing digital technology firm reporting to the CEO.
• Benefits administration, compensation plans, full cycle recruitment, and employee relations Initiatives.
• Member of the Sr. Management/Leadership Team.
• Managed annual budget of $450,000 with two direct reports.
• Directed Corporate Culture to create a wonderful workplace and environment that our employees enjoyed.
• Provided advice and professional consultation on HR principles/theories relative to staffing, performance improvement, training and coaching, and employee/labor relations, to CEO and management team.
• Conducted new employee orientation, open enrollment, and benefits enrollment as the benefits administrator.
• Assisted with other HR department projects

I worked for two companies early in my HR career. Those include:

Monarch Dental - Now Bright Now Dental
Odyssey Healthcare - Now Gentiva