CAREER PROFILE

Strategic Human Resources Executive and proactive leader, proficient in strategic planning, improving employee engagement and aligning HR processes to support key business initiatives. Fully accustomed to providing leadership and management to all human resource services and partnering with business leaders as a key member of local and regional leadership teams.

Recruitment and Employment Management u Leadership Training and Development u Talent Review and Succession Planning u Labor Relations u Compensation u Employee Engagement u Performance Management

u Workforce Planning u HR Policies and Procedures u Grievances u Payroll

Professional Experience

Filcor LLC (dba Integra advanced technology services llc)

Director of Human Resources (June 2016 – Present)

Director of Talent Acquisition – PT (Sept. 2015 – June 2016)

Reporting to the Owner/CEO, direct all HR activities for a small/start-up company within the telecom industry; with employees in multiple locations throughout the United States. Provide leadership and oversight of the full range of HR. Partner with key executives across the business to drive employee engagement, morale, and performance in an environment experiencing significant internal organizational change. Establish and implement short- and long-term corporate human capital plans, which include maintaining or improving employee relations, talent acquisition and development, workforce planning, workforce planning, compensation and benefits, and performance management.

.Accomplishments:

Improved the benefits package and reduced company cost by $100k annually through evaluating benefit options by evaluating employee needs and resourcing new vendor relationships.

Guided the Executive Team through organizational restructuring to improve workforce alignment with actual needs. Reduced overall payroll spend by over $400k through talent management practices.

Engaged with outside resources to evaluate current employee benefits and to ensure the benefits offered are the best value for the company as well as the employees.

Created culture of transparency, integrity and respect while upholding company standards by implementing a hiring strategy focused on job fit and culture fit, while coaching leaders on development practices that encouraged individual growth.

Pangborn LLC

HR Manager (June 2015 – July 2016)

Directed the Human Resource function for a mid-size company specializing in the design and assembly of surface preparation equipment. Provided oversight and leadership for all areas including Payroll, Benefits, Employee Relations, Federal and State Compliance, Training and Development, and Recruiting and Staffing. Designed processes to ensure efficiency, accuracy and compliance with regard to Benefits Administration, ACA, EEOC and Leave Administration.

Accomplishments:

Overhauled the Performance Management process to ensure appropriate training for all supervisors as well as employees to ensure employee ownership in the process and resulting in improved engagement.

Implemented a strategy to evaluate all policies and processes to increase efficiency and improve services to our employees.

Engaged with outside resources to evaluate current employee benefits and to ensure the benefits offered are the best value for the company as well as the employees.

Avery Dennison Corporation, MGNA

Human Resources Manager (2012-2014)

Provided leadership for all HR functions in a manufacturing plant with 180+ employees. Evaluated site requirements regarding staffing, compliance, workforce planning and performance management and implemented improvement plans. Aligned plant operations with corporate and divisional programs such as compensation, performance management, staffing, policies and programs. Participated as a key member of the plant Core Leadership Team.

Accomplishments:

Responsible for reducing the time to fill for all hourly and salaried open positions by over 30%.

.Implemented a new compensation strategy to re-align with corporate processes and best practices.

Improved Employee Engagement by identifying strategies to strengthen opportunities for advancement and growth for leaders and key individual contributors. Built and reinforced cross-company networks, providing leadership training opportunities and ensuring each salaried team member was provided with a documented development plan with a formal succession planning structure as the end goal.

Global Aviation Holdings /World Airways

Human Resources Manager/Recruiter (2011-2012)

Responsible for staffing, employee relations and state and federal government compliance concerns. Provided full-cycle recruiting in a high volume staffing environment. Constructed and issued offer letters, analyzed and recommended compensation and oversaw all relocation of staff. Facilitated all New Hire Orientations, ensuring new employees were provided with proper on-boarding information. Advised leaders on all performance management matters up to and including terminations. Separation due to reduction in force, position eliminated. Company closed in 2013.

Accomplishments:

Oversaw the hiring of all new staff for an upstart Base in Tampa, FL. Ensured that all employees and managers were provided with necessary on-boarding and facilities were in compliance with regard to Federal and State postings.

Counseled with leaders in one department with particularly poor employee engagement. Strategized with the Director to improve working conditions, ensuring employees concerns were listened to and taken into account.

Nokia Siemens Networks, Atlanta GA

Regional Human Resources Consultant, Services Division (2008-2010)

Rendered human resources counsel and leadership to 400 multi-site employees and executives. Provided support to employees by addressing staff interests and concerns; recommending win-win solutions on areas of concern. Implemented cultural transformation and change initiatives within a corporation established through the blending of 2 established corporate cultures. Provided one-on-one leadership coaching to senior and executive level managers through the use of 360 evaluations and personal mentoring.

Accomplishments:

Led project to right-size the organization through a major reduction in force initiative. Implemented training for managers for position identification, selection and notification conversations. Performed impact analysis minimizing risk and ensuring compliance with EEOC standards.

Conducted training initiatives for leaders to ensure that the integration policies, processes and procedures were aligned, improving on consistency and productivity within the company.

Developed a job rotation program to benefit the business through cross-training, improve cross-divisional working relationships and improve on career mobility potential for high performing individual contributors.

DELTA AIR LINES, ATLANTA, GA

Human Resources Consultant, Technical Operations (2007-2008)

Human Resources Generalist, Inflight (2005 – 2007)

Improved productivity and communication by providing expertise and training in performance management programs, reduction in force assessments, interviews and leadership development. Organized and facilitated frontline leader workshops to ensure adherence for administrative action, operational strategies and Continuous Improvement (CI). Complied to and provided expertise in established policies, benefits, and procedures within the company.

Accomplishments:

Provided Labor Relations and HR Direction to the Tech Ops Council, an employee representation group resulting in improved communication and trust between front-line employees and senior management and ensuring grievances were appropriately investigated and acted on.

Implemented change management strategy for the “Reinvention” of the corporation, which led to higher work productivity, enhanced employee engagement and a redesign of the leadership model.

Led recruiting initiatives to increase visibility and internal candidacy for mid-level manager openings. Significantly increased the number of front-line applicants and successfully filled Field Service Manager positions with experienced and engaged flight attendant and customer services personnel.

Initiated first level leadership training program for all front-line managers in In-Flight, establishing and delivering training on employee relations, leadership practices, effective communication strategies and a peer mentoring program. Successfully trained 12 new Field Service Managers and improving overall morale.

Provided Human Resources representation and direction to the Tech Ops Council, an employee representation group resulting in improved communication and trust between front-line employees and senior management and contributing to a successful union avoidance strategy.

Promoted local implementation of Health Reimbursement Accounts (HRA) and Health Savings Account (HSA) from traditional benefits plan, which advanced to 92% matriculation success rate from the prior year.

Education and Certification

Bachelor of Science in Business management

Concentration Area: Human Resources

University of Central Florida - Orlando, FL

Professional of Human Resources (PHR) Certification (2002)

Professional Affiliation

Member, Society for Human Resource Management (SHRM)

Member, Southern Crescent HR Association

Member, International Foundation of Employee Benefit Plans

Awards and Honors

2006 and 2007 Delta Chairman’s Club nominee

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