Objective: Senior Human Resources Professional seeking position where strengths can be utilized to align and improve business operations and results.

Strategic Planning Employee and Labor Relations Employee Engagement

Performance Management Change Management Workers Compensation

Organizational Development Talent Acquisition Employee Development

Benefits Safety Employment Law

Compensation Talent Management HRIS

EXPERIENCE

THE GENEVA FOUNDATION, TACOMA, WA AUGUST 2011-PRESENT

DIRECTOR, HUMAN RESOURCES (250 EMPLOYEES)

Duties include workforce development, employee relations, benefits, compensation, recruiting, compensation, OD, OE, performance management and training.

- Successfully created and drafted management training program

- Successfully created performance management training program

- Successfully aligned the business and operational goals with OD and OE

- Designed and implemented benefits program including working with broker

- Created and designed compensation program

- Assisted in drafting and design of employee handbook

- Created job descriptions for organization

- Created a learning program for the managers and leaders of the company

- Responsible for all HR investigations

- Established succession plans for various levels for the organization

- Oversee benefits administration, STD and LTD

- Partners with managers and executives on FMLA and ADA concerns

- Successfully designed recruiting program for employees

- Implemented and educated performance management for leadership team (Directors, Managers and Supervisors)

- Advised all managers on appropriate response on all performance management and employee relations issues and concerns

- Oversaw all safety investigations and responsible for OSHA compliance

- Won all unemployment hearings for region

- Conducted market analysis on compensation and benefits to ensure competitiveness

- Current Safety Manager

GRAYBAR ELECTRIC, SEATTLE, WA, DECEMBER2007- JUNE2011

DIRECTOR, HUMAN RESOURCES, (MULTI-STATE 362 EMPLOYEES)

Duties included turnaround and process improvement of talent acquisition, employee and labor relations, HRIS, benefit administration, compensation, OD, safety, workers compensation and performance management.

- Successfully created and drafted management training program

- Successfully aligned the employee relations program with OD and OE and eradicated litigation and employee grievances

- Established succession plans for various levels of management in District

- Co-First Chair for thee contract negotiations and ombudsman for union employees.

- Assisted with arbitration hearing

- Responsible for all HR investigations for district

- Oversaw benefits administration, STD and LTD

- Partnered with managers on FMLA and ADA concerns

- Successfully designed recruiting program for employees

- Led reduction in force of 68 positions; reducing operating costs and allowing for new business

- Implemented and educated performance management for leadership team (Directors, Managers and Supervisors)

- Advised all managers on appropriate response on all performance management and employee relations issues and concerns

- Ombudsman for union shop

- Provided expert advice to all levels of management regarding laws, ER, PM, OD and OSHA

- Oversaw all safety investigations and responsible for OSHA compliance

- Won all unemployment hearings for region

- Worked with attorneys on arbitration cases

- Safety Manager

SECURITAS, REDMOND, WA AUGUST 2006- APRIL 2007

MANAGER, HUMAN RESOURCES (400 EMPLOYEES)

Areas of oversight included recruitment, employee relations, benefits, compensation, employee engagement, employee development and career development programs.

- Created career development program increased productivity and improved morale

- Conducted over 35 HR investigations over eight and half month period

- Designed and implemented a talent acquisition program to bring in high-talent candidates to fulfill Microsoft’s needs

- Created employee relations program to minimize number of investigations and hotline complaints

- Created dynamic recruiting function to assist Microsoft in recruiting senior level employees

- Top HR person for seven person team

- Counseled and advised all levels of management on a variety of employee relations issues

- Responsible for assessing and developing methods to reduce the number of anti-discrimination claims

- Created performance management training program for managers

- Conducted market surveys on compensation and benefits to ensure competitive in market place

- Safety Manager

AMPCO SYSTEM PARKING, SEATTLE, WA DECEMBER2004-AUGUST2006

REGIONAL HR MANAGER, (MULTI-STATE 1160 EMPLOYEES)

Main areas of accountability included employee relations, labor relations, organizational development, safety, talent acquisition, conflict management and performance management.

- Contributed as a senior management executive partner responsible for the Human Resources backbone

- Provided strategic HR advice to all levels of organization, including executives

- First chair for four different unions in multi-state region

- Responsible for mitigating arbitration several times throughout region

- Conducted over 80 HR investigations for region

- Helped draft and design benefit program for region

- Created successful onboard strategy for new hires

- Career Development program increased productivity and improved morale

- Designed and implemented a talent acquisition program to bring in high-talent candidates to fulfill ABM’s needs

- Created employee relations program to minimize number of investigations and hotline complaints

- Responsible for addressing all grievances and arbitration hearings

- Responsible for conducting forty investigations for multi-state region

- Responsible for advising and training all performance management for region

- Top person for HR team of ten

T-MOBILE, BELLEVEUE, WA JULY2001- NOVEMBER2004

ES SPECIALIST/ HR GENERALIST, HUMAN RESOURCES (MULTI-STATE 1200 EMPLOYEES)

Assisted various managers and directors in various HR functions:

- Assisted with creating of training programs for managers

- Created succession plan for managerial positions

- Trained and motivated managerial staff on HR functions in five states

- Informed call center directors and other senior managers of HR law and policy

- Responsible for HR data entry into SAP

VISTA OPTICAL, BELLEVUE, WA 2000

ASSISTANT MANAGER ,

Responsible for P&L for $800,000 store

PAYLESS SHOE SOURCE, SEATTLE, WA 1997-2000

OPERATIONAL MANAGER

Responsible for managing high volume store and HR functions for district

EDUCATION

MS, Human Resources, City University, Bellevue, WA 2004

BA, International Studies, Western Oregon University, Monmouth, OR 1995

MEMBERSHPS

SHRM

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