SUMMARY Human Resources Executive with impressive track record of more than 15 years of proven business partnering and

strong consultative/trouble shooting skills. Pro ven track record as an innovator and driver of Human Capital strategies in a var iety of competitive industries, cutting-edge markets, and fast-paced environment s. Reputation as a Human Capital Business Partner who can create programs that attract and retain star performers. BUSINESS EXPERIENCE GALLERY FURNITURE, Houston, TX 2007 2011 ($200MM retail furniture Company with 475 employees in 3 locations) Senior Human Resources Director Senior HR Executive directing Policy, Strategic Planning, Employee Relations, R ecruiting, Training & Development, Compensation & Benefits, HRIS, Payroll and Re gulatory Compliance functions. Transformed existing antiquated Personnel Department into streamlined HR depart ment with bottom-line accountability; managed $900,000 budget. Implemented Process Improvement Plan within HR function to enable the organizat ion to double in size within 5 years. Redesigned healthcare plans reducing expenses by 12% while increasing plan opti ons. Tasked with researching and providing solutions to root causes of employee turn over in Sales segment of organization. Designed and implemented recruitment and on-boarding strategy resulting in redu ced turnover by 10%; managed cost per hire to below 30% for professional employe es. Produced dramatic savings by negotiating reduced benefits and insurance fees. Reduced attorneys fees by resolving potential legal issues with employees. Implemented and piloted the companys first Drug Testing program; later applied throughout the company resulting in additional saving in workers compensation in surance costs. GREENPOWER LENDING, Houston, TX 2004 2007 (National mortgage services firm with $500MM in assets) Senior Managing Principal Managed Human Resources, Administrative, Loan Origination and Regulatory Compli ance. Implemented Strategic Assessment Plan that improved efficiency of HR and Admini strative programs and aligned operations with corporate policies and ensured reg ulatory compliance. Increased secondary market loan originations by 80% over 3 years. Complete responsibility for all personnel management functions, loan applicatio ns, review and processing, addressed and resolved customer relations issues.

METRO TRANSIT AUTHORITY, Houston, TX 1999 2004 ($200MM transportation a gency with 3500 union & non-union employees at 12-worksites including 1,211 buse s, 21 Transit Centers, 7.5 miles light rail and 18 rail vehicles.) Vice President Human Resources Reported to President and CEO and served as member of executive management team ; provided overall strategic Human Resources leadership to the company; managed $4.2MM annual budget. Initiated an across the board process review of all HR practices resulting in b

etter alignment to company strategy and elimination of redundant and ineffective process and procedures. Established company-wide performance management system based on corporate cultu re, vision, and values resulting in increasing average employee productivity by more than 30%. Reduced use of outside agencies by 50% and decreased time to fill strategic and key positions. Successfully implemented a rigorous recruitment and selection process that redu ced employee turnover from an average of 75% to 20% annually. Managed talent pool by conducting high-level searches and aligned employee comp etences to company objectives. Directed design and implementation of Management Career Planning & Development Program resulting in low turnover rates and high employee engagement. Introduced corporate-wide centralized employment function operating as an in-ho use sourcing unit to reduce costs and streamline operations. Established comprehensive employee conflict resolution processes which resulted in reducing management/employee relation issues by over 50% annually. Managed downsizing project eliminating 100 positions and saving $2.4MM in annua l salaries. HOUSTON CELLULAR (Cingular Wireless/AT&T) Houston, TX (Telecommunications company with 1200 employees) Senior Manager, Employee Development & HR Programs 1997 1999

Recruited by VPHR to lead major strategic initiative (reengineer organization a nd implement efficiency and cost improvements, strengthen operations/management teams, and increase competitive positioning); managed annual budget of $1.7MM. Provided leadership on all areas of people management including Executive Coach ing, Talent Management, Succession Planning, Organizational Design, and Performa nce Management. Transitioned corporate culture into Learning & Development Environment, fosteri ng teamwork and high levels of employee involvement improving overall performanc e and communications. Introduced focused interventions for senior executives, business units and oper ations which improved employee morale and teamwork; increasing requests for serv ices by 33%. Introduced pioneering training and OD processes to link Human Capital resources to operations, facilitating productivity and quality gains. Implemented on-boarding and training program for employees and new managers to increase success with designated role. Benchmarked Leadership Development Best Practices; created and implemented Lead ership Program for high potentials, enhanced succession planning and talent rete ntion. Collaborated with Operations to redesign organizational structure/positions, pl an transition to Call Center environment, and implemented PeopleSoft producing $ 5MM in cost savings. ROHM AND HAAS, INC. 1988 1997 (Fortune 500 manufacturing company employing more than 17,000 people in 27 count ries; wholly-owned subsidiary of Dow Chemical Company with annual sales revenues of $9Billion) Manager, Performance Improvement & Training, Deer Park, TX (1993 1997) Manager, Corporate Diversity & EEO, Philadelphia, PA (1990 1993) Human Resources Manager, Rohm and Haas Bayport, LaPorte, TX (1988 1990) Directed team of HR professionals and drove Leadership Development initiatives, Recognition & Rewards Programs, and Performance Management for over 1600 employ ees. Championed Organization Culture Transition program integrating learning strateg ies and reorganization efforts increasing retention and improving communications

at all levels. Transformed Training Department into a streamlined HR and performance developme nt function with bottom-line accountability and business impact. Implemented Leadership Development Program for managers and supervisors with go al of reducing turnover, improving coaching effectiveness and improving operatin g efficiency. Improved organizational effectiveness by development of supervisor evaluation/d evelopment process resulting in highly actionable and behaviorally based compete ncy model. Developed and implemented Global Diversity & Inclusion Strategy focusing on cul ture, talent, workplace, and marketplace initiatives to attract, retain and moti vate a diverse workforce. Pioneered company wide diversity programs to ensure compliance with government legislation and alignment with organization goals. Introduced Self-Directed Work Teams and implemented performance management proc esses, delivering up to a 50% improvement in productivity, efficiency and organi zation performance. KING, CHAPMAN & BROUSSARD, Houston, TX 1985 1988 (Outplacement and Human Capital Consulting Firm) Human Resources Consultant EDUCATION / PROFESSIONAL DEVELOPMENT MA, Human Resources Management, J. F. Kennedy University, Orinda, CA MS, Geology, University of Houston/Clearlake, Clearlake, TX BA, Geology, Rice University, Houston, TX Certified, Senior Professional in Human Resources (SPHR) Certified, Myers-Briggs Type Indicator AFFILIATIONS Member, Society for Human Resources Management Professionals Member, American Society for Training and Development Member, Leadership Houston - Class XXIV