Summary

Developed my career and experience in broad and diverse industries and have successfully supported executive leadership in aligning organizational processes with organizational values and objectives, all the while acting as a sounding board and advocate for employees and their professional development needs. I am decisive, proactive, and results-driven professional, offering a unique blend of academic achievement, technological expertise, practical experience, organizational and motivational leadership, creativity, resourcefulness, and experience in managing organizational changes.

Industries:

•Retail Logistics •Distribution & Warehousing •Mining (Surface & Placer) •Fulfillment Centers •Sales & Marketing •Military and Civil Service •Customer Contact Center •Learning & Development •Consulting HR Areas •HR Strategic Planning •Succession Planning •Employee Relations •Organization Design •Leadership Development •Engagement •Change Management •Performance Improvement •Job Analysis/Design •Communications •Compliance •Recruiting & Retention •Consulting •HR Metrics/Dashboard •Team Building •Learning & Development •Writing Policies

*Compliance: EEO, EEOC, NERC ADAAA FLSA ERISA NLRA NLRB COBRA USCIS I-9 Audit SOX FMLA ACA NV-PWF Act Affirmative Action Planning COBRA Employment Agreements OSHA/MSHA Disaster Planning and Recovery Recent Studies: Business governance and culture in China

Experience

Director of Organization and Leadership Development F.D. Thomas, Inc. 2019 – Present (2 yrs)

HR Business partner to the company’s growth strategy, managing organizational development and changes to structure, size and talent management initiatives, and development of the leadership teams. Developing L&D schedule and professional career pathing. Other Initiatives:

• Team performance training; communications, conflict resolution, training programs • Performance review Trakstar program design and implementation • Performance Management, Training, Full Spectrum of HR Support from onboarding to terminations and layoffs • Improved business unit’s positions. * Employee relations and conflict resulutions * Talent management * Compensation analytics and direction

Human Resources Consultant / Owner HR Frontier LLC 2017 – 2019 (2 yrs)

Consulting company that works with startup companies to establish initial organizational design, HR and operational policies, legal compliance, investigations, affirmative action plan, safety, benefits, payroll, records and performance. (Most recent clients include CSUN solar energy components manufacturing and e-commerce start up; USAA)

Business Services

***Offered business credit and financing as an affiliate.

***Quality Staffing Solutions - Recruitment, On-Site Reps, and Executive Placement ***Learning & Development, - Training and Team Building HR Consultant Collaborate with organization leaders to establish priorities, assess needs, and determine appropriate recommendations to develop the human resources organizational readiness with key players across the organization. Advise on business insurances, workers compensation, and employee benefits, to offer solutions in line with operating budgets.

Most recent assignment with USAA (large banking and insurance firm) * Developing talent strategies * Wrote policy/program for work-from-home Previously: Manufacturing Plant and E-Commerce Start-ups: • Review systems and HR essentials to provide recommended strategies and help establish priorities to manufacturer to ensure projects were completed on time and in budget while meeting compliance. • Wrote the policies, handbook, and HR memorandums, to promote reader accessibility and streamline communication efforts across the organization. • Advise leadership on matters business planning, and of employee relations to resolve internal conflicts by offering mitigation and conflict resolution best practices. - OSHA (standards and recommended policies/practices) - Drug & Alcohol Policy (testing and procedures) - Employee Engagement - Total Rewards (compensation, benefits, recognition) - Management Communications

HR Manager - US Operations McEwen Mining Inc. Aug 2017 – Aug 2018 (1 yr 1 mo)

An international precious metals mining company with principal assets based in Santa Cruz, Argentina, Sinaloa, Mexico, Nevada, USA, Ontario, Canada, and San Juan, Argentina. HR Manager Oversaw HR for the new US start-up. Conducted organization planning and development to guide provision of services, policies, and programs. Responsible for crafting an employee handbook; Human Resources Information System (HRIS) scope of work design and implementation, new benefits design and employee benefits administration, transition and implementation, competency modeling management for succession planning, leadership team building, workforce planning, talent acquisition, and Consolidated Omnibus Budget Reconciliation (COBRA) administration.

• Developed market strategies to recruit and hire managers and staff, with a plan that is sufficient to staff 95% of the remaining roles and fully staff positions on-time for commissioning. • Created an employee handbook, as well as state-mandated and organization-specific policies, to establish the policies required for all employees across the company. • Acquired a multi-office building with pre-existing LAN services, by negotiating the lease, furniture, and arranged spaces, to support management, communications (including IT network system), and recruiting activities. • Converted temp agency employees to permanent staff to resolve internal conflicts by working with the process manager to change schedules and adjust to a limited staffing to operate more efficiently with a smaller crew. • Developed market strategies, onboarding information, and community contacts to meet end-of-year operation goals and ensure the talent pool was sufficient in a limited geographic location.

HR Manager Zulily Jun 2016 – Aug 2017 (1 yr 3 mos)

A $1.5 billion e-commerce business selling unique and limited products via flash sales and social media platforms; fulfillment centers in Nevada, Ohio, and Pennsylvania, customer care center in Ohio. HR Manager Strategic executive HR business leader in customer fulfillment center of 800 to 1100 associates. Provided leadership direction on matters of policy and best practices while executing development and implementation of HR policies in a rapid fulfillment center environment. Planned staffing needs, oversaw change management, policy development and execution, and risk mitigation, while counseling on performance management and legal compliance.

• Audited individual pay records and devised a 3-rule step plan to correct pay discrepancies for a net gain of $50K/year to equalize pay to position and seniority, while reducing legal risks and simplifying documentation. • Rewrote policies for post-accident drug/alcohol testing and reasonable suspicion policy so OSHA standards scrutiny over testing on singularity basis was eliminated • Obtained legal compliance with Nevada State Law in regards to Pregnant Workers Fairness Act to reduce risks. • Conducted policy audit and partnered with GM's and FC Site HR Managers to identify those aligned and rewrite/edit those not currently aligned to standardize policies across the fulfillment network. • Designed and directed recruitment programs for part-time schedules and direct hire by 15- 20%, which improved workforce efficiency, reduced overtime demands, and increased retention rates.

Human Resources Director FULLBEAUTY Brands Sep 2013 – Jun 2016 (2 yrs 10 mos)

A $2 billion e-commerce and catalogue sales company of plus-size women and men's clothing and accessories, with more than 3500 associates in New York, New Jersey, Indiana, and El Paso Texas. Lead execution and development of HR best practices for 750 to 850+ employees in a call center environment. Drove cultural changes for performance improvement through planning with Customer Contact Center VP, Director, the legal department, and other business partners on forecasting staffing plans and budgets, change management, policy development and execution, risk mitigation, and implementation of HR best practices. Guided leadership on performance management, conducted training and development of senior staff, and oversaw management offers, total compensation (IC), relocation, and on-boarding.

• Assessed primary contributing factors to attrition, determined selection process, employee engagement and leadership ratios root causes to reduce attrition to 72% annualized and tracking to hit below 70%. • Supported Learning and Development in developing solid metrics by modifying the selection process, standardizing the training program, and improving communications of expectations. • Wrote addendums to employee handbook, including attending policy and performance management practices, to improve policy communications and performance expectations. • Created an HR team vision that supported the customer care teams by embracing engagement, facilitating buy-in, and engaging performance standards to increase goodwill and improving of retention and morale. • Participated in reviews and preparations of EEO charges and lawsuits, while reconstructing defensible documentation and educating management, reducing cases from several a quarter to one in an 18mo period. • Oversaw and managed leave under the Family and Medical Leave Act, Americans with Disabilities Act, the Affordable Care Act, regular and extended leave programs and state legislated school leave

Senior Director Human Resources Barnes & Noble, Inc. Aug 2005 – Jun 2013 (7 yrs 11 mos)

A large book selling company offering eBooks, magazines, toys & games, music, DVD and Blu-ray, and related products and services, with over 30,000 employees supporting storefronts and e-tail/ecommerce, warehousing and distribution. Senior Director, Human Resources Managed distribution center of 850 employees. Interpreted federal and state laws, company policies, and organization values to advise staff on appropriate human resource actions.

Oversite of HR administration, payroll, benefits, performance management, employee relations and engagement. Developed HR metrics and executed policies, training, and cultural expectations, while overseeing the budget and reducing annualized attrition from 37% to 7%. • Managed costs related to safety, unemployment, and worker’s compensation through effective policy execution and organization culture development, which reduced incidents by over 50% while maintaining full reporting.

• Acted as point of contact during ICE audit and proactively prepared annotations, plans to correct, and in some cases take corrective action for business practices so no negative legal consequences occurred. • Created progressive performance improvement flow, documentation standards, and site policy for discipline standards to improve employee engagement, performance, and conduct, resulting in a $500K+ savings. • Conducted change management training for frontline managers to sustain individual performance improvement and lower CPU, improve employee morale and engagement, and reduce performance discipline. • Created measurable and budget-friendly metrics to account for attrition, retention, employee relations, individual performance, unemployment insurance, safety trends, HR budget results, and employee satisfaction. • Created internal and external ESL/SSL programs with local colleges to improve succession planning and performance through clear directives, which was the leading factor in increased retention rates.

Logistics Executive – Retail Target May 2003 – Aug 2006 (3 yrs 4 mos)

Target Corp which engages in operating of general merchandise stores and eCommerce; product lines of food, beverages, pet supplies, household items, clothing and general merchandise items. Responsibilities included change management in a dynamic and fast paced environment. Store manager ($25 million+ rev per/yr.) of 120 associates; 8 direct reports; with 323,000 employees, analyzed productivity reports; prioritizing operational and personnel activities to meet organizational objectives, budget restraints and human resource needs. Liaison with Spanish only speaking contractors providing interpretation for guests, provide support and assistance for English Second Language employees. Analyzed daily operations and developed process improvement strategies to save labor costs. Managed receiving and reverse logistics including store warehouse inventories, product location accuracy and replenishment throughout the day. Recruited, interviewed, trained, scheduling, planning and developed personnel from entry to manager levels.

• Increased sales to costs performance by more than 7% annualized • Changed the staff group to reflect Target’s values in production and quality and brought up the Carson store and facilities to meet all business objectives (green) for the first time • Selected as a District Field Trainer • Drove safety culture and OSHA compliance; reduced incidents and accidents by 50%

Instructor MS Suite /Business Eng Nevada Career Academy Jan 2003 – May 2004 (1 yr 5 mos)

Nevada Career Academy conducts vocational education for adult learners in the fields of healthcare administration, physical therapy, and business applications. Established new education program at NCA; Set up classroom based training and technology; cirriculum for MS-Suite and Business English; Instructed on both subjects. Was recruited by Target.

Human Resources Manager US Navy 1997 – 2003 (6 yrs)

Personnel management of up to 1500 client associates, and 17,000 indirect; up to 12 direct reports; hiring authority and oversite of 135 recruiters producing 225 to 250 new hires monthly; managed five state and thirteen state regions; provided leadership and generalist services (from cradle to grave). Career during this period was progressive, starting with generalist activities including administration, training, payroll, benefits, employment contracts, retirement, career development, for both officers and enlisted, to management roles.

Achieved several specializations, through formal training and practice, in several particular focuses of human resources including:

• Certified Instructor/Facilitator & Career Retention • Multi-site and regional responsibilities • Career Counseling and development planning • HR Investigations • Recruiting (Field & Management Responsibilities) • Ceremony, rewards, and recognition • Casualty Assistance Calls Officer • Occupational Interviewing, Classification and Placement • Drug & Alcohol Workplace Program Management (DAPA) • Major Projects: Instructor/facilitator - Mentor/Protégé program for Naval Air Station Fallon NV Classified Technology transition and installation team HRIS special assignment on the Navy Standard Integrated Processing System (NSIPS) as tester/evaluator of the systems and program – awarded the Navy Achievement Medal Dependent Enrollment Eligibility & Reporting System (DEERS) Installs (HRIS) – awarded Navy Achievement Medal

Education

The University of Texas at El Paso

Executive Master of Business Administration - MBA, Business, Management, Marketing, and Related Support Services 2013 – 2015 Executive MBA

Boise State University

WELPS, Workplace E-Learning and Performance Support 2010 – 2011

Performance improvement through E-Learning and other performance gap interventions.

Boise State University

Master of Science - MS, Instructional and Performance Technology – IPT 2003 – 2010

Graduate studies in performance technologies (instructional and human performance) to enhance workplace human and systems performance improvement, gap analysis, and creating specific and systemic solutions. During this period, worked as Director of HR at a distribution center.

Whitworth University

BA, Organization Management 1998 – 2002 Undergraduate studies in business and organization management; projects - applied market analysis concepts and strategies to help local business increase foot traffic/sales. During this period - worked full-time HR Manager and as Associate Regional Director for Naval Sea Cadets in Spokane, Wa

Western Nevada College

Web Technologies & MS Suite 2001 – 2002 Web technologies and MS Suite Web integrations.

Licenses & certifications

Senior Professional Human Resources (SPHR) - HRCI

Issued Jun 2006 – May 2019

Credential ID 2006 to 2019

Senior Certified Professional (SHRM-SCP) - Society for Human Resource Management (SHRM)

Issued Jun 2015 – May 2019

OSHA Compliance (30 hour) - Rockhurst University

Issued Jan 2006

Credential ID Continuing Education Center

MSHA - Mining Safety - Mining Safety and Health Administration (MSHA)

Issued Dec 2017 – Expires Dec 2018

Instructor - 9502 - US Navy

Issued Mar 2001

Workplace E-Learning Performance Support (WELPS) Graduate Certificate - Boise State University

Issued Dec 2010

Drug & Alcohol Program Advisor (DAPA) - US Navy

Issued Oct 1990

Casualty Assistance Calls Officer (CACO) - US Navy

Issued Jul 1991

Recruiter - 9585 - U.S. Navy Reserve

Issued Jul 1987

Occupational Classifier/Interviewer - 2612 - U.S. Navy Reserve

Issued Aug 1987

Honors & awards

Honor Society - HonorSociety.org May 2015 Facilitate members to realize their highest potential through the advancement of academics, leadership and networking. Our core values include: Motivation, Discipline, Integrity, Collaboration, Innovation, Diversity, and Excellence.

Navy Commendation Medal - US Navy Nov 2003 for service above and beyond in recruiting and retention, and career achievements.

Outstanding Volunteer Service Medal 1st and 2nd Awards - US Navy Each award is presented in recognition of 3 or more years of volunteer service to communities and organizations. Served as Navy Sea Cadet Associate Regional Director, Boot-Camp Executive Officer, Big Brother & Sisters, Boys & Girls Club, Kiwanis and others.

Navy Acheivement Medals (5th Award) - US Navy Commander Dec 2003 Over the course of developing special HR generalist, recruitment and HRIS projects including the Defense Eligibility Enrollment System (DEERS), the Navy Standard Integrated Processing System (NSIPS), and initiating a number of recruitment marketing strategies, awarded the Navy Achievement Medal five separate times over the course of 12 years’ service.

Contact this candidate