01 / Evidence
Start with the actual work
Map the handoffs, exceptions, policies, and human-review points before turning a people problem into tooling.
Operating thesis
HR leadership for systems that need trust, evidence, and speed.
Pearson works where people decisions, labor-sensitive operations, process design, and AI-assisted work need to fit together without becoming theatre.
I work in HR and tend to think in systems. I help leaders sort through people, labor, compliance, and workforce problems, then turn the repeatable parts into processes and tools that are easier to run. At Vistra, I am the HR manager at a nuclear power plant and build practical workflows for HR work. Before that, I built the HR function for a 100+ person defense manufacturer. At Eaton, I worked in two manufacturing plants and one distribution center before moving into corporate HR, where I supported global finance leaders on workforce planning, talent reviews, compensation, and employee relations. I like work where the details matter and the answer is not obvious. The goal is usually simple: make the process clearer, reduce the manual drag, and protect the trust people need to have in HR.
02 / Process
Make ownership visible
Reduce manual drag by clarifying owners, states, and escalation paths instead of adding more unmanaged channels.
03 / Judgment
Keep trust in the loop
Use AI for leverage where it supports reviewable decisions, not where employee-impacting work needs unowned automation.
Evidence log
Experience
A career path through plant HR, labor-sensitive operations, HR infrastructure, workforce planning, and AI-ready process design.
Plant Human Resources Manager / HR Systems and AI Workflow Builder
Vistra
Jan 2025 - Present
- 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
Plant HR LeadershipLabor RelationsAI Workflow DesignPeople Systems
Senior Manager, Human Resources
Ohio Ordnance Works
Jan 2024 - Jan 2025
- 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
HR Infrastructure DevelopmentRegulatory ComplianceHRIS ImplementationCompensation & Benefits
Human Resources Business Partner
Eaton Corporation
Jan 2021 - Jan 2024
- 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
Strategic Talent ManagementData AnalyticsOrganizational DesignExecutive Partnership
Human Resources Supervisor
Eaton Corporation
Jan 2019 - Jan 2021
- 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
Manufacturing OperationsWorkforce PlanningTraining DevelopmentChange Management
Leadership Development Program
Eaton Corporation
Jan 2017 - Jan 2019
- 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
Leadership DevelopmentLabor RelationsCommunity EngagementProject Management
WV
Human Resources Student Worker, Employee Relations Department
West Virginia University
Aug 2016 - May 2017
- 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
Employee RelationsHR DocumentationLabor Relations
Foundation
Education
West Virginia University
MS, Industrial Labor Relations
2016 - 2017
Semester Abroad: University of Strasbourg, France (2016)
Georgia Southern University
BA, Political Science and French
2011 - 2015
Young Alumni Board Member (2023 – Present)
Applied systems
Key initiatives
Examples where HR operations, technology, governance, and workforce judgment turned into usable operating systems.
Initiative
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.
Turned AI adoption from abstract interest into governed workflow patterns that protect employee trust and support practical HR use.
AI GovernanceKnowledge WorkflowsSensitive Data ControlsHuman Review
Initiative
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.
Created a reviewable technical path for safer AI-assisted HRIS discovery instead of uncontrolled direct system access.
WorkdayMCPAuthorizationAuditability
Initiative
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.
Closed 30+ compliance gaps, launched Rippling in three months, and reduced recurring people-management administrative load across HR, managers, supervisors, finance, and operations.
Compliance ManagementPolicy DevelopmentHRIS ImplementationRisk Mitigation
Initiative
Finance Function Workforce Transformation
Supported workforce strategy, talent reviews, organizational design, career framework deployment, and HR analytics for global corporate finance functions.
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.
Talent StrategySuccession PlanningData AnalyticsOrganizational Design
Capability map
Skills
Skills are grouped by the systems Pearson actually works across: AI workflows, people technology, strategic HR, and regulated operations.
AI Workforce Systems
Core AI Workforce StrategyHuman-in-the-Loop Workflow DesignPolicy and Document AgentsWorkday MCP PrototypeResponsible AI GovernanceTask-Level Work Redesign
People Technology & Analytics
Core PowerBI AnalyticsPower PlatformDataverseSharePoint WorkflowsSAP SuccessFactorsRippling HRISHR Reporting and Data Quality
HR Leadership & Workforce Strategy
Core Plant HR LeadershipExecutive PartnershipOrganizational DesignTalent ReviewsWorkforce PlanningCompensation and Job ArchitectureManager Coaching
Operations, Compliance & Labor Relations
Core Employee RelationsLabor RelationsGrievance and Union Process SupportCBA AnalysisManufacturing HRRegulated OperationsEEOC, FLSA, FMLA ComplianceADKAR Change Management