Owner / Consultant at Benton HR Consulting, LLC. (2017-04 – Present)
A Human Resources consulting firm dedicated to helping organizations optimize their workforce strategies and enhance employee engagement. We provide tailored solutions in areas such as training and development, policy / procedure development and revision, performance management, workplace investigations, worker's compensation, leave administration, ADA coordination, compliance, organizational development, and special projects. Our approach combines industry's best practices with innovative tools to deliver measurable results that align with each client's unique goals.
With a focus on building strong, sustainable HR frameworks, we partner with businesses to streamline processes, reduce risk, and foster a positive workplace culture. Whether supporting small businesses or large organizations, our mission is to empower organizations to attract, retain, and develop top talent while maintaining compliance and operational efficiency.
Director of Human Resources at Northern Arizona Council of Governments (2017-12 – 2026-01)
Direct and led the Human Resources Department (HR), developed and executed strategies that aligned with the agency's mission and vision. Administered the organization's self-funded employee benefit plan, state retirement and supplemental retirement program, classification and compensation, employee relations, performance management, talent acquisition, onboarding, training and development, ADA coordination, employee leave, worker's compensation, file management, policy and procedure review, development and revision, federal and state reporting.
- Expanded HR team's capacity and resources, enabling scalable support and improved service delivery.
- Transitioned Human Resources to a cloud-based system, eliminating reliance on antiquated and failing servers and positioning HR as the most digitally advanced department.
- Implemented the first HRIS, achieving 95% paperless operations and streamlining payroll, recruitment, onboarding, learning management, performance management, benefits, and personnel files.
- Led market-based pay restructuring, reinstated annual COLA after 9 years, implemented compensation retention strategies, developed career ladders, and redesigned a job reclassification system to align with market, and attract and retain employees.
- Redesigned the employee benefits plan to ensure sustainable funding and successfully integrated all new insurance providers.
- Implemented the "Positive Discipline" strategy and standardized performance management and employee relations templates to foster collaborative work environments while ensuring consistent, fair, and clear processes.
- Increased wellness program participation by 35% over three years.
- Reduced workers' compensation EMOD from 2.91 to 1.48, cutting annual premiums by $219K.
Director of Human Resources at Coconino Community College (2013-05 – 2016-08)
Direct and led the Human Resources Department (HR), develop and execute strategies that align with the agency's mission and vision. Administer the agency's self-funded employee benefit plan, state retirement and supplemental retirement program, classification and compensation, employee relations, performance management, talent acquisition, onboarding, training and development, employee leave, ADA coordination, worker's compensation, file management, policy and procedure review, development and revision, federal and state reporting.
- Collaborated with leadership to create and design the College's 2016–2020 Strategic Plan and implemented Human Resources components of a Financial Austerity Plan to ensure operational continuity.
- Designed and launched a pay-for-performance system; the state's first Pay-for-Performance system for community colleges driving accountability and excellence.
- Reduced cost and liability by 33% by creating and implementing a phased retirement program while accelerating succession planning and preserving institutional knowledge.
- Automated benefit enrollment and onboarding processes, cutting onboarding time by 10 days.
- Implemented the "Positive Discipline" strategy and standardized several performance management and employee relations templates to foster collaborative work environments while ensuring consistent, fair, and clear processes.
- Increased transparency and engagement through HR Open Forums, recognition programs, and leadership development tracks to foster transparency and development.
Human Resources Manager at Coconino County (2004-08 – 2013-05)
Managed and led a team in employee relations, performance management, workplace investigations, employee growth and development (EGAD), organizational development, ADA accommodations, policy and procedure review, development, revision, and federal and state reporting.
- Designed and implemented the Human Resources Strategic Plan aligned with organizational priorities and goals.
- Led diversity and inclusion initiatives, created the executive leadership development academy, supervisor development academy, organizational development, and technical training and development.
- Increased continuing education and certified training for personnel within the Arizona Judicial Branch from 0% to 95%.
- Successfully resolved complex employee relations issues and securing favorable outcomes in 7 EEOC cases.
- Served as ADA Coordinator and enhanced accessibility for employees and applicants.
- Recipient of three National Public Service Recognition Awards (2007, 2008, 2012). Selected/achieved the Certified Public Manager certification.
Human Resources Manager at Northern Arizona Council of Governments (2000-09 – 2004-10)
Managed and led a team to successfully incorporate HR programs and functions, developed and executed strategies that aligned with the organization's mission.
- Developed and implemented HR policies to enhance organizational effectiveness and employee engagement.
- Led recruitment strategies to attract top talent, streamlining the hiring process across departments.
- Facilitated training programs to improve workforce skills and promote professional development opportunities.
- Transitioned the fully insured employee benefits plan to a partially self-funded plan.
- Transitioned the organization's 401(k) to the Arizona State Retirement System with a supplemental 457(b) that provided a greater, comprehensive, and enhanced lifetime benefit.
Human Resources Generalist at The Guidance Center (1998-08 – 2000-08)
- Facilitated recruitment processes by coordinating job postings and screening candidates to identify top talent.
- Developed and implemented employee onboarding programs to enhance integration and retention of new hires.
- Managed employee relations initiatives, fostering a positive workplace culture through effective communication strategies.
- Credentialed service providers
- Promoted from HR Assistant to HR Generalist
Employment Systems Support Associate at W.L. Gore and Associates, Inc. (1996-11 – 1998-08)
- Provided customer support by resolving inquiries and facilitating effective communication across teams.
- Ensured employment applications and resumes were ATS readable, sourced applicants, and coordinated interviews.
- Assisted in onboarding new employees, fostering a collaborative environment through mentorship and training with the local high schools.
- Coordinated and centralized contract labor for the medical division.
Clean Room Packaging Associate at W.L. Gore and Associates, Inc. (1995-06 – 1996-11)
- Operated packaging machinery to maintain efficient production flow and product integrity.
- Conducted quality checks on finished products to uphold packaging standards and customer satisfaction.
- Collaborated with team members to coordinate tasks and optimize workflow on the packaging line while adhering to Standard Operating Procedures.
