Responsible for forming and directing HR organizations in various companies in all facets of Human Resources including but not limited to: strategic planning workforce planning organizational development training and talent development performance management succession planning compensation planning and design talent acquisition benefits administration employee relations and engagement change management coaching HRIS safety and workers compensation mergers and acquisitions and legal compliance. Responsible for providing leadership in developing and executing human resources strategy in support of overall business plans and strategies in various organizations. * Participates in the development of organizations' strategic plans and programs and translates the business plans into HR strategic and operational plans. * Evaluates and advises on the impact of long range planning of new programs/strategies and regulatory action and the impacts to the attraction development and retention of human capital. * Develop human resource planning models to identify competencies knowledge skills and abilities identifying talent gaps and develops specific programs to address the talent gaps such as succession planning programs for key contributors and management positions and training and development to prepare employees for more significant responsibilities. * Provides consultation to Senior Leadership regarding human resources activities and makes recommendations for changes and/or develop implement. and enforce human resources policies and procedures by way of systems to enhance or improve the overall operation and effectiveness of the company. * Provide technical advice and knowledge to members within the human resources department while evaluating the human resources structure and plan for continuous improvement of the efficiency and effectiveness of the department while providing team members with professional and personal growth. * Develop appropriate policies and programs for effective management of people resources. * Develop and manage the budget and other financial measures of the Human Resources Department. Develop utilize and report various human resources and human capital metrics (i.e. cost of turnover human capital ROI Human Capital Value Added Training ROI time to fill etc.). * Provide leadership and direction in the critical area of talent acquisition by developing creative and cost-effective ways of generating high-quality candidates and develop long-term strategies that will enhance the talent pipeline flow. Responsible for developing and implementing talent acquisition processes for recruitment strategies company branding cost effective sourcing methods while partnering with hiring managers and business leaders to enhance the companies' ability to attract world class talent in a highly competitive market. * Developed highly effective orientation programs emphasizing the critical importance and value of welcoming and integrating newly hired or acquired employees. * Conduct extensive job analysis to develop job descriptions competency models success profiles compensation structures and incentive plans. * Linking the organization's strategic plan and guiding values developed a quality Talent Acquisition plan and program to position a company for future growth and improved retention improved time to fill to less than 14 days and reduced recruiting costs by $490K within 12 months. * Develops strategic workforce plans that align with the strategy of the business and responds flexibly as talent requirements change to include looking at turnover trends talent risks future retirements market trends and identifying short and mid-term staffing needs and projections for hiring employees based upon business goals. * Develops strategic workforce plans to address talent gaps surplus and capabilities by identifying what tools were needed to assess talent determining what success looks like in the role what competencies behaviors and motivators determine success in the roles along with knowledge skills and abilities. * Created various recruiting initiatives and targeted outreach to attract military college students and diversity candidates to include creating recruiting a value proposition transforming employment branding and developing marketing collateral to use in recruitment events and on internal career pages. Created Affirmative Action Plans OFCCP tracking and diversity programs consistent with the compliance requirements of the EEOC and OFCCP. * Developed creative and cost-effective ways of generating high-quality candidates in the marketplace to develop a talent pipeline. * Evaluated and implemented the use of assessments to assess competencies and job knowledge skills. * Created job shadowing programs mentoring programs and training for employees and managers. * Created behavioral and competency based interview guides and training for hiring managers. Have utilized H1-B Visa L Visa and F-1 Visa's on hard to fill positions. Responsible for wage and salary administration and the development of compensation plans for hourly non-exempt and salaried employees in single and multi-state facilities. Responsible for performing and coordinating due diligence efforts for acquisition targets and assimilating newly acquired companies. * Provide Human Resources leadership over nationally operated facilities plus any new operational platforms via growth award and acquisitions and developing and managing infrastructure and assimilation strategies and programs. * Serve as internal consultant and business partner to employees and business leaders. Responsible for employee relations employee engagement and advocacy strategies and programs. * Conducted employee engagement surveys to identify top areas requiring improvement and develop strategies and action plans to improve employee engagement. * Implemented strategies to improve retention based on stay interviews and engagement surveys such as but not limited to: identifying career paths for employees providing promotion opportunities by establishing job ladders conducted salary studies and created a compensation plan based on performance more formal and recurring performance discussions performance improvement plans peer recognition career progression benefit offerings flexible work arrangements and PTO. * Improved employee engagement and retention by developing a targeted employee relations improvement plan and by designing a comprehensive HR framework to include performance management and succession planning. Reduced turnover to below industry standards of 32% to 16%. During significant mergers/acquisitions successfully assimilated an acquired company into an existing organization of the same size doubling the company's size in less than three months following ownership change with no turnover of staff through effective change management and communication strategies. * Created a performance management program focused on core competencies Key Performance Indicators (KPIs) identifying proficiencies in current positions and identifying proficiency gaps and weaknesses for targeted and/or mission critical positions. * Developed performance plans to improve gaps in proficiency to prepare for promotion opportunities allowing us to successfully fill critical positions from internal sources. * Implemented succession planning and created a Hi-potential development programs. * Created an emerging leaders program. * Created employee advocacy programs and grievance process. * Significantly decreased benefit costs by analyzing current benefit plans offered by competing benefit providers improved workforce retention and workforce utilization. * Created a wellness program to assist with cutting benefit costs. * Administered employee benefits programs and developed specifications for new benefit plans and modified existing benefit plans to maintain the company's competitive position in the market and assimilated new plans and changes. * Experience with both self-insured models and fully insured health benefit and work compensation plans. * Prepared and executed benefit documentation such as original and amended plan texts benefit agreements and insurance policies. Instructed insurance carriers trustees and other administrative agencies outside the company to effect changes in benefit programs to ensure prompt and accurate compliance with ERISA and Affordable Care Act (ACA). * Was a trustee member in managing the Company's 401k. Managed benefit programs to include but not limited: marketing the plan with various vendors on an annual basis analyzing costs and benefits plans designs open enrollment and act as resource to employees for benefits questions or issues. Completed OSHA Logs and reporting and various safety programs.

Highlights:

• Human Resources Information System
• Payroll
• Sourcing
• Human Resources
• Acquisitions
• Assessments
• Benefit Plans