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Work Background
Firetrace International, a Halma CompanyGlobal Director, Talent and Culture
Jan. 2022 - Jun. 2023As the leader of the human resources department, I am accountable for overseeing every facet of HR operations. This includes developing and implementing comprehensive HR policies and procedures, fostering positive employee relations, managing the recruitment and selection processes, and ensuring strict adherence to labor laws and regulations. Furthermore, I actively engage in strategic planning and collaborate with senior management to align HR initiatives with the organization's overarching goals and objectives. In this pivotal role, I am dedicated to maximizing workforce productivity, cultivating employee engagement, and providing unwavering support to the entire workforce.
Altice USARegional Human Resources Manager
Jan. 2018 - Sep. 2021RemoteHighly visible senior leader responsible for aligning business objectives with employees and management across the western region (AZ, CA, ID, NM, NV, TX). Drove the expansion of comprehensive HR programs from an operational perspective to improve the region’s ability to attract, retain, and develop top-performing talent. Translated business needs into clearly focused initiatives that improved work relationships, revitalized employee morale, increased productivity, and improved retention. • Shaped and directed the region’s approach to recruiting to place the right talent in key positions with a focus on diversity, equity, inclusion, the employee experience, and performance track record. • Slashed secondary labor expenses by reducing turnover to <15% and work-related injury costs to 96% below the national average, representing the lowest national rate by an 80%+ margin.
realtor.comHuman Resource Business Partner
Jan. 2017 - Jan. 2018Scottsdale, AZPartnered with the call center President, Vice President of Sales, 5 Directors, and 12+ front-line department leaders to re-shape the talent acquisition strategy to meet aggressive recruiting, onboarding, retention, and engagement needs. Influenced operational effectiveness by designing programs that increase the organization’s ability to attract and retain qualified talent in critical staffing positions. • Recognized current and emerging trends in staff data related to retention, turnover, and career development and translated that data into simpler terms for executive decision-making.
• Identified deficiencies in the employee engagement ecosystem to implement new strategies resulting in deflating absenteeism and unapproved leaves by 30%.
• Enhanced recruitment and interview programs to meet operational changes, ultimately reducing time to hire and improving 30-day retention of new hires by 85%+.
Merlin Entertainments plcRegional Head of Human Resources
Jan. 2015 - Jan. 2017Tempe, AZStood in a highly visible role to lead a regional HR strategy with global impacts by partnering with regional, operational, departmental, and front-line leaders to ramp up recruiting operations for new theme park locations. Redeveloped the human resource organization to form a high-performing, responsive, and engaging department with a mix of HR responsibilities. Influenced organizational effectiveness by creating initiatives related to talent design, associate engagement, employee retention, and talent development. Apply industry expertise as a thought leader in developing engaging solutions that supported organizational competencies and effectiveness through pivotal transformation impacting regional employees. • Directed the talent acquisition strategy and partnered with leaders to resolve recruiting challenges by encouraging a more active presence in their sourcing, qualifying, and hiring practices.
• Relocated regional support from CA to AZ while establishing a leadership team and staffing for a new opening, successfully integrating 130+ staff into existing operations across AZ, NV, and CA.
• Smashed the national average for employee satisfaction and engagement with a score of 95%, representing the highest in the US.
• Hand-selected to serve as a charter member of the Global Employee Engagement Committee as a direct result of achieving the highest satisfaction/engagement scores in the country.
Delta Career Education CorporationSupport Services Project Manager
Jan. 2012 - Jan. 2015Tempe, AZSupported the Senior Director of Financial Services, VP of Operations, and a team of business analysts in managing and reporting on a multi-million-dollar federal fund. Served as the Project Manager on multiple enterprise projects, including the implementation of the CampusVue administration program and the BroadLeaf financial aid management platform. • Led multiple cross-functional teams of up to 20 members by coordinating workflows, delegating tasks, and reviewing performance. • Directed the development of a revolutionary second-tier Help Desk utilizing Salesforce, decreasing escalation response time by 40% and time-to-disburse by 25%, improving student success and retention.
Angel-Hill MarketingHuman Resource Director
Jan. 2010 - Jan. 2012Greater Phoenix AreaServed as the principal strategist and business partner to the executive team in structuring the company’s approach to human resources issues. Benchmarked pay rates against current industry pricing sheets ensuring compensation was comparable to industry standards and best practices. Established employee engagement programs, performance management strategies, talent acquisition practices, succession plans, and the entire suite of HR programs and policies. • Supported a high-growth and aggressive recruiting strategy during initial start-up, going from 3 to 150 employees.
• Provided leadership and guidance to a team of 3 HR professionals responsible for payroll, benefits, and HRIS.
Arthur Bookkeeping & TaxFounder & Chief Problem Solver
Jan. 2008Gilbert, Arizona, United States
Arizona Army National GuardHuman Resource Specialist
Jan. 2007 - Jan. 2010Supported a battalion of over 500 service members. Key responsibilities included keeping the units combat-ready by ensuring records and management systems were up-to-date, that training requirements were met, performance evaluations completed, and disciplinary actions executed. Primary responsibilities also included the processing and tracking of leave, new recruits, and separations. As a member of the headquarters company, I often had the opportunity to interface with senior leaders including company and battalion commanders.
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