About Me
Senior HR leader working at the intersection of workforce strategy, labor relations, operations, and AI-enabled systems. I help leaders turn ambiguous people problems into operating models, manager-ready processes, workforce analytics, and governed automation that people can actually use. My base is practical HR leadership: plant HR, corporate HR business partnership, manufacturing workforce planning, employee relations, grievance and union process support, compliance, compensation, talent reviews, and organizational design. At Eaton, I supported global corporate finance leaders across 550+ employees and used PowerBI and talent datasets covering 3,500+ employees to support executive workforce decisions. The technical edge is hands-on workflow and AI systems work. At Vistra, I support HR operations for a regulated plant environment while converting manual people-management processes into digital workflows, contributing to HR AI capability work, and building governed policy/document and HRIS access patterns. Previously, I built the HR operating backbone for a 100+ person defense manufacturer as its first HR hire, including HRIS, compliance, benefits, compensation, and manager workflows. I am strongest where business judgment, employee trust, and systems design have to coexist: workforce transformation, labor-sensitive process design, AI adoption support, and practical governance for employee-impacting tools. MS in Industrial Labor Relations from West Virginia University, international study in France, and 10+ years of HR experience across manufacturing, corporate, defense, energy, and regulated operations.
Experience
Plant Human Resources Manager / HR Systems and AI Workflow Builder
Jan 2025 - Present
Vistra
- Serve as general HR leader for a regulated plant environment, partnering with operations leaders on employee relations, labor relations, workforce planning, manager coaching, compliance, and HR operating discipline
- Support grievance and union processes, including CBA interpretation, documentation, employee-relations risk, and labor-sensitive operating decisions
- Convert manual HR and operations-adjacent people-management processes into digital workflows with clearer ownership, handoffs, status visibility, and exception handling
- Contribute to internal HR AI capability work by shaping policy/document workflow patterns, human-review boundaries, sensitive-data controls, and practical governance
- Built a Workday MCP prototype for HRIS discovery, WQL/REST access, authorization checks, and redacted audit logging; preparing it for governed review and approval
- Translate HR operating problems into Power Platform, Dataverse, SharePoint, and AI-ready knowledge-management patterns while protecting confidential employer details
Senior Manager, Human Resources
Jan 2024 - Jan 2025
Ohio Ordnance Works
- Established HR function as first HR employee for 100+ person defense contractor manufacturing tactical weaponry and military equipment
- Conducted comprehensive compliance review, closing 30+ regulatory risk areas within first six months (EEOC, FLSA, FMLA)
- Implemented Rippling HRIS platform in 3 months, centralizing payroll, time tracking, benefits, employee records, PTO, performance workflows, and employee self-service
- Reduced recurring people-management administrative load across HR, managers, supervisors, finance, and operations through automation and better process ownership
- Developed data-driven compensation framework with formal job banding and market-aligned pay structures
- Enhanced benefits package including purchased vacation option and modernized PTO accrual system
- Created manager training programs for FMLA/ADA request handling and documentation procedures
Human Resources Business Partner
Jan 2021 - Jan 2024
Eaton Corporation
- Served as strategic HR partner for global corporate finance functions totaling 550+ employees across Tax, Treasury, Audit, and Operations Finance
- Implemented biannual compensation review processes, maintaining 10-12% turnover rate compared to market average
- Filled 60+ professional roles in 7 months with nearly 100% voluntary retention after one year
- Utilized PowerBI dashboards and large datasets to provide comprehensive talent analytics for CFO and Finance SLT
- Led organizational design initiatives supporting finance transformation, including outsourcing of transactional work
- Deployed career framework and talent councils across 5000+ corporate employees using SAP SuccessFactors
Human Resources Supervisor
Jan 2019 - Jan 2021
Eaton Corporation
- Supervised direct reports and managed HR operations for 350-person Vehicle Group manufacturing facility as member of plant leadership team
- Designed and led workforce reskilling initiative, reducing CNC machining training time from 12 to 6 weeks
- Successfully advocated for and managed Voluntary Reduction in Force during business line transfer
- Led first major employee guidebook revision in over two decades using ADKAR change management methodology
- Created retention interview programs and recognition initiatives, exceeding participation goals by 10%
- Managed reduction in force and recall processes while maintaining production quality and safety standards
Leadership Development Program
Jan 2017 - Jan 2019
Eaton Corporation
- Completed rotational assignments across multiple business units developing cross-functional HR expertise
- Created four part-time production shifts at Crouse-Hinds, increasing headcount by 100 while avoiding $100K in annual overhead
- Secured $30,000 in community grants and increased United Way contributions by 15% at Roanoke facility
- Provided strategic support during collective bargaining negotiations at Cooper Lighting
- Founded employee resource groups to improve labor-management relations
- Led policy standardization initiatives across departments
Human Resources Student Worker, Employee Relations Department
Aug 2016 - May 2017
West Virginia University
- Supported employee relations work while completing graduate study in Industrial Labor Relations
- Built foundational experience in HR policy, case preparation, documentation, and employee-relations process discipline
Education
West Virginia University
2016 - 2017
MS, Industrial Labor Relations
Semester Abroad: University of Strasbourg, France (2016)
Georgia Southern University
2011 - 2015
BA, Political Science and French
Young Alumni Board Member (2023 – Present)
Key Initiatives
HR AI Policy and Document Workflows
Contributed to internal HR AI capability work by shaping policy/document workflow patterns, human-review boundaries, sensitive-data controls, and practical governance for employee-impacting use cases.
Impact: Turned AI adoption from abstract interest into governed workflow patterns that protect employee trust and support practical HR use.
Workday MCP Prototype for HRIS Access
Built a Workday MCP prototype for HRIS discovery, WQL/REST access, authorization checks, and redacted audit logging; prepared for governed review before implementation.
Impact: Created a reviewable technical path for safer AI-assisted HRIS discovery instead of uncontrolled direct system access.
Defense Contractor HR Operating System
Built the HR function from the ground up as first HR employee, establishing core policy, compliance, HRIS, compensation, benefits, and manager-workflow infrastructure for a 100+ person defense manufacturer.
Impact: Closed 30+ compliance gaps, launched Rippling in three months, and reduced recurring people-management administrative load across HR, managers, supervisors, finance, and operations.
Finance Function Workforce Transformation
Supported workforce strategy, talent reviews, organizational design, career framework deployment, and HR analytics for global corporate finance functions.
Impact: Supported 550+ employees, used talent datasets covering 3,500+ employees for executive decisions, and helped deploy SuccessFactors and career-framework changes across 5,000+ employees.