King's Hawaiian is a family-owned manufacturer and distributor of Hawaiian bread and foods based in Torrance, CA. As the Director of Human Resources, responsibilities include supervising a team of 10 HR professionals, recruiting new HR roles, collaborating on the Business Execution Team to drive the company's strategic plan, identifying organizational capabilities priorities, implementing a customer service survey to improve HR's role as a business partner, executing a change in temporary staffing agencies, and introducing a new screening tool to reduce workers compensation claims.

1. King’s Hawaiian, Holding, Torrance, CA
2015 - Present
Family Owned manufacturer and distributor. The KING’S HAWAIIAN® Brand is the global leader in the fast
growing
Hawaiian food category.
Multi-state locations
Director of Human Resources
Member of the Director BET (Business Execution Team) reporting to the Vice President of Human
Resources and responsible for Employee Relations, Workers Compensation, HRIS Analysis. Supervise
a department of 10 Human Resource professional with 7 direct reports: 2 Plant HR Managers, HRBP
Retail, HRIS Analyst, WC & LOA Specialist, HR Generalist, Receptionist/HR Coordinator.
 Hired to assist with HR department upgrade. Successfully recruited HRBP Plant Operations, WC &
LOA Specialist, HRBP Retail, Receptionist / HR Coordinator. HR Generalist – new position currently
recruiting.
 Collaborating with the other BET Directors, established a formal structure for King’s Hawaiian
Business Execution Team in order to translate, embrace and drive strategic plan, including:
o Embrace and drive priorities against initiatives supporting the strategic plan, including:
Project Roadmap Management, Opportunity Identification & Optimization, SGA Strategy
Implementation
 BET members: Baking Science Director, Controller, Marketing General Manager,
Director Manufacturing, Director Supply Chain, Director Category Management,
Director Human Resources.
 Member of Organization Capabilities team (CFO, VPHR, Controller, Director HR), identified
organizational capabilities priorities for 2016: Coordination, Project Management, Skill &
Assessment, Improved Employee Facing
 Created and implemented first HR Customer Service Survey intended to establish a baseline from
which to grow HR’s capabilities as a business partner. Survey participants consisted of LT, Directors,
Manager, and Supervisors..
 Executed RFP to identify new On-Site Temporary Staffing Agency. Successfully converted 200
temporary associates to new agency within 30 days.
 Implemented new screening tool to identify risky behavior of potential production employees. First
year target result: 35% reduction in Workers Compensation claims. .