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Work Background
Veteran Benefits GuideVice President of People Operations
Oct. 2024 - Apr. 2025• Responsible for leading the organization's People team. • Manage a multifaceted department and lead the strategy and vision for organization’s culture to achieve long-term success. • Develop and deliver on a strategic vision to recruit, hire, and retain top talent and support the development of growing teams. • Lead all People team functions, including: Talent Strategy, Compensation and Benefits, HRIS, Employee Experience, Recruiting, and Learning and Development. • Track record of operational excellence embodying a collaborative, people-first approach, fostering a culture of belonging and growth.
SutherlandDirector of Human Resources
Jun. 2019 - Oct. 2024• Support program leadership for brick and mortar and remote work environment for several programs with oversight of over a thousand employees
• Recommend, introduce, interpret and clarify HR procedures, controls, policies and regulations
• Establish and execute HR strategies to address challenges with performance and employee retention and engagement • Measure and monitor existing policies and procedures
• Review and recommend action plans for compliance with EEOC legislation and programs to ensure compliance
• Offer support, boost engagement and inspire positive attitudes promoting positive employee relations
• Remain available to the team with an open door policy and encourage a collaborative environment • Provide direct HR support/guidance to business unit for all lines of business and all levels of management
• Conduct investigations and work with legal advisors regarding legal aspects of HR
Golden Nugget Las VegasDirector of Human Resources
Jul. 2018 - May. 2019Las Vegas, Nevada Area• Serve on Executive team for strategic planning based on company mission, values and goals
• Plan, develop and implement policy and procedure for all HR functions, systems and programs; Reporting functions to evaluate programs, turnover, and opportunity for company growth and best practices
• Responsible for daily operations of the Human Resources functions including labor relations, employee relations, compensation, employee services, learning and development, benefits, safety and risk management
• Labor Relations including understanding, interpreting and negotiating of the Collective Bargaining Agreements. Working directly with the union to resolve grievances. Negotiating grievance resolutions and arbitrations
• Manage corporate compliance. Investigate, respond, mediate EEOC/NERC/DOL/FLSA complaints
• Oversee the benefits administration including evaluating and selecting benefit packages, tracking and enrolling eligible employees. Processing benefits information and reconciling monthly bills and ensuring payment. Overseeing the administration of FMLA/LOA/ADA. • Plan, develop and implement policy and procedure for all HR functions, systems and programs; Reporting functions to evaluate programs, turnover, and opportunity for company growth and best practices
Brady Linen ServicesDirector of Human Resources
Jan. 2015 - Jul. 2018North Las VegasLabor Relations including understanding, interpreting and negotiating of the Collective Bargaining Agreements. Working directly with the union to resolve grievances. Preparing for grievances resolutions and arbitrations
• Payroll processing for 1600 employees. Including overseeing the payroll staff and ensuring accuracy and efficiency. Conducts audits to ensure compliance with applicable laws. • Recruitment responsibilities including hiring full-time, part-time, and seasonal workers to maintain staffing with the needs of the production. • Oversees the benefits administration including tracking and enrolling eligible employees. Processing benefits information and reconciling monthly bills and ensuring payment. Overseeing the administration of FMLA/LOA/ADA. • Employee Relations including meeting with employees when complaints are filed and conducts investigations. Consults with management on employee relations issues such as performance management, corrective action, and effective disciplinary actions, coordinates legal review of proposed disciplinary actions. Facilitates conflict resolution, conducts mediations and advises employees and management on appropriate processes
• Managerial duties including oversight of day-to-day Human Resources/Payroll functions
• Policy and Procedure development and implementation.
• Global Integration of new plants in Mexico including laws, regulations, employee relations, and payroll processing.
State of Nevada Department of PersonnelPersonnel Officer
Nov. 2013 - Jan. 2015Las Vegas, Nevada AreaPlan, organize and administer personnel services such as employee relations, selection, training and payroll. Function as first-line supervisor who trains, supervises and evaluates the performance of assigned staff; assign and review work; and initiate disciplinary action. Manage and coordinate HR Services for the southern Nevada offices of the Department of Motor Vehicles. Responsible for all issues related to the employee / employer relationship, including but not limited to performance management, recruitment and selection, FMLA, ADA, Workers Compensation, administrative investigations, and classification and compensation. Provide consultation and guidance to employees, supervisors and managers on HR related matters. Responsible for developing training programs to train employees, supervisor, managers, and administrator on HR-related subjects.
Women's Specialty CareDirector of Human Resources
Jan. 2012 - Sep. 2013Las Vegas, Nevada Area• Served on the Executive team providing human resources functional leadership. Provided strong and proactive leadership to the team. Developed and set functional direction and objectives in alignment with organization objectives. Attracting, hiring and helping to increase talent and leadership capability within the team. • Key employee relations and communications supervisor. Anticipated, identified and facilitated resolution of employee relations issues. Acted as internal consultant, identifying and partnering with others as appropriate in addressing issues including employee morale, interpersonal problems, and work conditions. Counseled directors and managers to ensure consistency with practice policies and procedures, legal considerations, and company priorities – advocating both company and employee concerns. Possessed a thorough knowledge of relevant legislative requirements. Partnered with client leaders to ensure effective internal and external communications. • Effectively planned, implemented and communicated compensation and benefits programs to successfully attract, motivate and retain employees. Effectively partnered with the compensation and benefits resources. Ensured clear differentiation of talent in rewards and recognition. • Provided leadership and served as representation on practice committees. Managed and participated on key projects and initiatives.
• Trained and developed current and new employees. Fostered employee and leadership development. Consulted with directors and managers on training and development needs. Worked closely with Owners and Executive team to develop strategies to improve leadership training and development needs. • Provided guidance and leadership to organizational development to ensure effective organization structure, communication, problem analysis and resolution. • Participated in planning the strategic direction of the organization.
Treasure IslandEmployee Services Manager
Nov. 2009 - Oct. 2011• Served as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems
• Analyzed and modified benefits policies
• Advised managers on organizational policy matters such as (EEOC), sexual harassment, Family Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA), Department of Labor (DOL)
• Managed difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures
• Planned, conducted and oversaw new employee orientation
• Identified staff vacancies for department and recruited, interviewed and selected applicants
• Planned, directed, supervised, and coordinated work activities of subordinates • Represented organization at personnel-related hearings and investigations
• Administered compensation, benefits and performance management systems, and safety and recreation programs
• Advised management on matters related to the administration of contracts or employee discipline or grievance procedures
• Called or met with union, company, or other interested parties to discuss labor relations matters, such as, contract negotiations or grievances
• Communicated contract proposals or counter-proposals for collective bargaining or other labor negotiations
• Incorporated rules or regulations to govern collective bargaining activities in collaboration with company or employee representatives
• Identified alternatives to proposals of unions, employees, or companies’ agencies
• Interpreted contractual agreements for employers and employees engaged in collective bargaining or other labor relations processes
• Investigated and evaluated union complaints or arguments to determine viability
• Mediated discussions between employer and employee representatives in attempt to reconcile differences
• Monitored company or workforce adherence to labor agreements
• Negotiated collective bargaining agreements
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