Leander, Texas, United States
I lead People Operations in environments where complexity, growth, and workforce demands require more than traditional HR. With 10+ years of experience, I specialize in building scalable HR infrastructure for operations-driven organizations across construction, manufacturing, and field services. My work sits at the intersection of workforce strategy, HR technology, and leadership development—where people practices directly impact business performance. Currently, I lead People Operations strategy for a 900+ employee, multi-division workforce. I’ve built and scaled recruiting functions, implemented HRIS and ATS platforms, and partnered closely with executive leadership to align workforce strategy with operational priorities. What differentiates my approach is my ability to operate as both a strategic partner and a practical operator. I build systems that work not just on paper—but in the field, where execution matters most. Core areas of focus: • People Operations & HR Transformation • Workforce Strategy & Planning • HRIS & Systems Implementation • Talent Acquisition (High-Volume & Skilled Labor) • Employee Relations & Leadership Coaching • Employee Experience & Retention I can help organizations scale—whether through HR transformation, workforce optimization, or building high-performing teams in complex environments. Let’s connect if you’re passionate about building strong teams, transforming HR operations, or driving meaningful change through people.
Lead enterprise-wide People Operations strategy for a 900+ employee, multi-division workforce during a period of rapid organizational growth. Direct HR operations, workforce strategy, and talent acquisition across multiple business units, aligning people initiatives with operational and financial goals. Designed and scaled recruiting infrastructure to support high-volume hiring in a competitive labor market, improving pipeline visibility and time-to-fill. Led implementation and optimization of multiple HRIS and ATS platforms, increasing reporting accuracy, workflow automation, and cross-functional visibility. Partner with executive leadership to translate business priorities into scalable people strategies across field and corporate teams Built and launched employee engagement and benefits initiatives that strengthened retention, workforce stability, and employee experience. Coach leaders on performance management, employee relations, and leadership effectiveness across geographically dispersed teams. Spearheaded mental health and workforce well-being initiatives tailored to the field and Manufacturing labor environments
Develop and implement human resources (HR) strategies and initiatives that are aligned with the overall business strategy. Act as a bridge between management and employees by addressing employee demands, grievances, or other issues. Manage the recruitment and selection process to ensure that the organization attracts and retains the best talent. Support the current and future business needs by developing, engaging, motivating, and preserving human capital. Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization to ensure consistency and effectiveness. Nurture a positive working environment that fosters employee growth and development. Oversee and manage a performance appraisal system that drives high performance and helps employees reach their full potential. Maintain the pay plan and benefits program to ensure that employees are fairly compensated for their work. Assess training needs and apply and monitor training programs to ensure that employees have the necessary skills to perform their jobs effectively. Report to management and provide decision support through HR metrics that can help the organization make informed decisions. Ensure legal compliance throughout human resource management to avoid any legal issues or liabilities.
Provide leadership, direction, and partnership to the team. Maintain a positive work environment, conducting pro-active employee relations activities such as holding regular roundtables and structured feedback sessions. Maintain the recruiting efforts for four divisions. Actively recruit and develop recruiting practices for four branches (Austin, Corpus,San Antonio, College Station). Identify and apply recruiting strategies to ensure a timely response to filling open positions HR Business Partner and Area Leadership to close talent gaps and improve recruitment, leadership development, and retention plans that meet business goals. Support outreach efforts by developing quality relationships with multiple sources. Lead the full-cycle talent acquisition process for assigned business units Manage pipeline of inbound candidates, ensuring a best in class candidate experience Manage pipeline activity and data integrity within applicant tracking system, ensuring records remain up to date. Regularly collect feedback from hiring managers in an effort to continually enhance recruitment processes Work independently and within team structure to deliver results for assigned requisitions with accountability for performance outcomes
Manage an Amazing team of 9 staff members recruiting Manufacturing & logistics in Austin & surrounding areas. Developed operational metrics and process. Meet with clients and potential clients outside the branch to obtain orders for services. Managed a of 3.2 Mil dollars in profit. Manage and lead external recruitment sources inclusive of employment agencies contract negotiations. Guide the team thru day by day success and development. Develop new and creative means for sourcing temporary workforce within established and proposed skill sets. Manage the referral process.Interact with internal sales team and/or clients to fully understand staffing needs and position descriptions/requirements. Manage and utilize all resources to identify appropriate candidates for assignments. Coordinate the lifecycle recruitment process from interview to placement on an assignmentManage ongoing relationships with temporary workforce, including payroll, attendance, benefits and compensation issues.
•Implement and deliver the service and commercial strategy, ensuring that targets are met or exceeded. •Develop and maintain relationships with new and existing internal clients to ensure compliance and expand areas of service delivery. •Work to achieve and aim to exceed agreed personal and team targets, objectives and Service Level Agreements. •Work to defined processes, ensuring best practice at all times •Consult on new requirements, recommend and action recruitment strategies to ensure the highest quality resource is engaged, in an efficient and cost effective manner. •Manage full lifecycle recruitment for any needs within this business area; this will be multidisciplinary. •Work within predefined recruitment processes, ensuring best practice at all times. •Monitoring recruitment process identifying and recommending areas for improvement. •Interview candidates and present a shortlist for each role within the specified timeframes.
Responsible for the planning and managing the recruitment of all prospective applicants, social media systems, human resources search engines, Job Fairs, Hiring Events, and Referrals. Complete weekly New hire Orientation and Provide support in filing documentation and tracking all documentation. Maintain and personnel confidential records.Assist with administering company Health Insurance Plan and process employee benefits changes. Communicate with Managers and Recruiters during new hire process. Explain company policies and rules to staff. Protect the interest of employees and the company in accordance with Human Resources policies and governmental laws and regulations. Complete all documentation for hiring purposes included but not limited to E-Verify, W-4,and benefit selections. Coordinate HR activities and processes: take a leadership role running HR processes such as New Hire Orientation. Responsible for compliance of all documentation of the Department of transportation for employment requirements, qualifications and auditing. Establish recruiting requirements by studying organizational plans, job descriptions, and standards set by the company; evaluate candidates by discussing job requirements and applicant qualifications with Hiring Managers; and determine candidate's qualifications . Resolve complex employee relations issues and address grievances. Work closely with management and employees to improve work relationships, build morale and increase productivity and retention . Monitor and report on workforce and succession planningIdentify training needs for teams and individuals. Help to create and drive effective and positive employee relations, retention and reward programs.