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Work experience

Feb 2012Present

HR Consultant

 A seasoned knowledgeable and experienced professional in Human Resources Management and strategic consulting. Currently responsible for handling workforce issues that play a key role in organizational change, fostering innovation, and mobilizing talent to sustain or enhance our client’s reputation, operations, and culture.    Effective in driving and supporting the company’s workforce, by assessing the organization's strategic needs and challenges, evaluating its capability to support those needs, while building staff and leadership competencies. 
Jan 2014Present

Professor of Human Resource Management

Phillips Graduate Institute
Jan 2011Feb 2012

Director of Human Resources

Crystal Stairs, Inc.
As the Director of Human Resources my responsibilities were to provide strategic leadership and direction of the companies’ human capital functions, policies and processes that help drive growth and maximize achievement of short and long term business goals and objectives.   Led a team which included staff, insurance brokers and other stakeholders in driving down medical cost by over three-hundred thousand dollars through a series of planned initiatives. Initiatives included retooling medical benefits without affecting the richness of the services provided to employees
Jul 2007Jan 2011

HR Director

Life Steps Foundation
Provided leadership and synergy during a wage and hour class action lawsuit (On hundred and seventy-five plaintiffs) which led to a successful outcomes in binding arbitration. Worked with outside counsel during the discovery process while advising the CEO and Board of Directors of its obligations to help prevent and mitigate future overtime, class actions, wage and hour, and misclassifications issues. Managed the activities and operations of the entire human resources department, which included workforce analysis, recruitment, and development, training, benefits, compensation, FMLA, FEHA and maintenance of employment records.



MS Human Resources

Troy University
The Master of Science in Human Resource Management (MSHRM) is a specialized professional program designed to offer the student an opportunity to obtain proficiency in contemporary human resource management concepts, activities, and skills, particularly as they are applied to developing and executing human resource management systems in support of strategic organizational objectives. As a result of successfully completing the MSHRM program, graduates should improve their ability to apply problem-solving skills to designing human resource management systems that fit the strategic objectives of organizations and to use written and verbal communication skills effectively to communicate the results of their problem-solving analyses and recommendations

Bachelor of Applied Science (B.S.)

Point Park University

Senior Executive Fellow

Senior Executive Fellow University of Pennsylvania, Wharton School of Business

Building a high performing business

Tuck School of Business at Dartmouth

Description This course introduces the concept of Total Compensation and highlights the importance of aligning an organization's compensation plan to its strategic goals. This course also covers the application for assessing and implementing a compensation model by considering internal and external factors. Developing recommendations and implementing changes to an organization's compensation administration policies is also covered.


Organizational Development
Benefits Administration
Human Resource Management
Human Resources
Workers Compensation


Senior Professional in Human Resources (SPHR®) Certification





To enhance the way you envision and utilize your human capital with innovative solutions, growth strategies, and services. We form strategic partnerships to provide the highest level of customer service. Our flexible and nimble approach is designed for growth and stability.

“The leaders who work most effectively, it seems to me, never say "I." And that's not because they have trained themselves not to say "I." They don't think "I." They think "we"; they think "team." They understand their job to be to make the team function. They accept responsibility and don't sidestep it, but "we" gets the credit. This is what creates trust, what enables you to get the task done.” 

Peter F. Drucker

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