Human Resources Talent Acquisition

Human Resources Leader & Business Partner

Experienced HR professional with a passion for developing future leaders. Provides thought leadership and depth of expertise to drive people programs, process improvement, strategy, and customized HR solutions to influence decisions which contribute directly to bottom-line results. Extensive experience in high-growth and high-change environments spanning industries from technology start-ups, sub-utilities, manufacturing, HR services, union and non-union environments, broadcast media, and legal services. Maintains constant alignment, partnership, and consultation with business leaders to provide guidance on performance management, culture, employee experience, talent acquisition, talent management, organizational development, employee and labor relations, investigations, and employee engagement. Exceptional relationship builder and communicator with leaders and staff to drive organizational effectiveness. Adept at aligning HR strategy with business objectives. Demonstrated experience managing multiple concurrent projects related to HR initiatives; multi-site and multi-state oversight. Strong team developer and manager. Undaunted by tough challenges or intense demands.

Key Expertise

HR & Business Strategy Performance Management Change Management

Recruiting Mediation & Conflict Resolution Training

Employee & Labor Relations Legal Compliance Workforce Planning

Talent Development Benefits Team Building

Leadership Coaching Multi-State & Multi-Site Management Employee Engagement

Talent Management People Analytics Employee Experience

Employee Retention Employee Onboarding Succession Planning

Professional Experience

Director, Human Resources 2/2024 – 7/2024

Booth Udall Fuller

A boutique law firm specializing in Intellectual Property.

Developed first ever HR programs to drive the needs of a growing organization.

Analyzed processes and partnered with leaders to develop a robust onboarding program to drive retention and attraction including job specific onboarding plans, onboarding buddy program, onboarding toolkits for managers, new hire checklists, job satisfaction surveys, and new hire check-ins to enhance the employee experience.

Strategically designed career progression roadmaps, talent review assessments, career development conversations, stay conversations, teamwork exercises, employee surveys and ongoing feedback loops, benefits expansion, and socially responsible volunteer opportunities.

Created performance management and employee relations programs. Revised employee handbook to be legally compliant and expand employee friendly policies.

Reduced time to hire by 65% through talent acquisition strategy which included interview rubrics, structured phone screens, reengagement of past applicants; utilized industry establishments to best source candidates proactively rather than passively through job ads.

Director, Human Resources Business Partner 1/2012 -11/2023

E.W Scripps

The E.W. Scripps Company is one of the nation’s largest broadcasters operating 61 local TV stations in 41 markets. Union/non-union.

Built partnerships with leadership, managers, and employees to improve the employee experience, lead change management efforts, increase productivity, and drive retention.

Slashed employee relations issues by 30% through leadership coaching and training. Managed employee and labor relations issues to include investigations, performance management, leadership concerns, conflict resolution, and corrective action.

Spearheaded the reconciliation of the union and station relationship after six years at impasse to obtain a Memorandum of Agreement within the first six months. Reduced union grievances by 25%.

Ensured, Diversity, Equity, and Inclusion (DEI) values were embedded into the station’s culture and decision making. Championed a DEI culture and provided guidance to employee led DEI committee. Bi-monthly meetings achieved a 65% attendance rate.

Led and initiated individualized leadership development and coaching to managers and employees to prepare them for larger roles as a part of our succession planning strategy. This resulted in the promotion of five newsroom employees to larger roles in a 12-month period.

Conducted focus groups for employee buy-in on plans which achieved a net promoter score increase of 10% locally in 2022 by utilizing data and analytics, implementing strategies to drive employee engagement, culture, and organizational capabilities.

Due to impact and success, continued to take on additional responsibility within Scripps including managing HR for multiple locations, corporate projects, and overseeing the HR Generalist in Bakersfield, CA.

Led annual talent review and consulted with managers to create development plans for staff. These development plans resulted in employee promotions and transfers to other sites in larger roles.

Consulted with leadership to understand their needs and align HR strategies with business objectives.

Trusted advisor to department heads and managers. Recognized for proactively identifying and diagnosing issues and providing guidance for effective solutions.

Set employees up for success and immediate productivity by partnering with the management team to create job specific onboarding programs.

Reduced turnover by 20% and increased employee engagement by executing strategies for staffing, training, development, retention, and performance management.

Played instrumental role in leading cultural change post-acquisition by Scripps.

Successfully crafted and facilitated group exercises in leadership development for senior leaders and managers. This led to more effective leaders who could better manage their teams.

Provided strategic support and guidance to managers in performance management, motivation, compensation, and employee development. Provided compensation guidance and influence which reduced our turnover by 32%.

Human Resources Manager 5/2008 – 11/2010

Corix Utilities (US), Inc., Garden Grove, CA.

Builder and manager of utility infrastructure and provider of utility services; project with Southern California Edison to upgrade 5.3 million electric meters to smart meters. Union.

Developed and led HR function to support business units in new California market. Integrally involved in planning and startup of business projects from inception to integration, leveraging deep knowledge of state laws and organizational design. Crafted strategic programs and processes in union environment.

Effectively led change in processes, policies, and procedures to manage the integration of the largest project to date for Corix Utilities ($150mm+).

Built and led a team to develop talent acquisition strategy and drove critical recruiting to bring new multi-billion-dollar project online; growing staff from 3 to 400+ within six months. Designed cultural on-boarding initiatives that drove 45% lower turnover than similar projects nationwide.

Developed, communicated, and implemented corporate policies and strategies to drive innovation and employee engagement. Designed employee recognition program which reduced customer complaints by 20%.

Managed all employee and labor relations issues by partnering with managers for coaching, training, performance management, and mitigation of legal exposure. Conducted all investigations into employee misconduct. Delivered corrective action utilizing effective facilitation and conflict resolution skills.

Education & Professional Development

Bachelor of Science, Business Management - University of Phoenix.

Professional in Human Resources (PHR) - Human Resources Certification Institute.

SHRM Certified Professional (SHRM-CP) - Society for Human Resource Management.

Leadership Practices Inventory – Certified – International Leadership Institute.

Drexler/Sibbett Team Performance Model – Certified – The Grove.

Professional affiliations: Society for Human Resource Management (SHRM) and past Board member and President of the San Diego HR Forum.

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