An overview of my 17 years of experience as a human resources leader in all areas: labor relations, recruitment/selection, staffing, EEO, ADA, FMLA, retention, policy development and compliance, and employment branding.
Human Resources Experience
Labor Relations Organizational Development Labor Law/Administration
Recruitment Selection Systems Employer Branding
Executive Coaching/Collaboration Social Media Optimization Mentorship Programs
Talent Pipeline Development Internal Talent Development Compensation/Classification
Benefit Administration Performance Management Strategic Planning
HRIS/Technology Adoption HR Accountability Data Change Management
Diverse Workforce Development Workforce Needs/Staffing Modeling Succession Planning
HUMAN RESOURCES LEADERSHIP EXPERIENCE
2011-current: Chief Human Resources Officer
Clark County School District (40,000 employees)
Overview: Provide leadership to all functions within the Human Resources Unit including recruitment for all
support, professional, and executive/administrator positions, hiring, assignment, transfer, retention, onboarding,
new employee development, reductions in force, contract administration, salary implementation and other human
v Revamped, updated, and provided alternative, technology and blended learning delivery systems to
support to newly hired staff as resources declined for the organization’s mentoring/onboarding
v Led development and implementation of new “Calling All Heroes” recruitment campaign both locally
and nationally; as a result, have brought national and world-wide attention via news stories, to
include Huffington Post, National Public Radio, Slate, Associate Press, the Employment News
Network, and Education Week. Increased overall teacher hires by 14%, and increased the number of
hires who have previous teaching experience by 57%; increased number of new teachers who
identify as racially/ethnically diverse from 24% to 35%.
v Overhauled and updated all application and recruitment methods, materials, and website, to include
alignment with organizational needs, more strategic use of consistent messaging, utilization of
multiple social media venues, and leveraging of television, radio and print media.
v Completely reorganized the Human Resources Unit from an employee function/type structure to a
business partner/human resources generalist and executive support model.
v Developed human resources data tracking and goal tracking systems using “workarounds” due to
currently outdated human capital technology system.
v Increased professional application numbers in 2013 and 2014; this resulted in the highest quantity of
applications within the past ten years; on track to do the same in 2015.
v Adopted new applicant tracking system with associated changes in process for approximately 26,000
applications per year, providing front-line hiring managers with greater access to applicant data,
while at the same time increasing back-end candidate vetting processes.
v Further developed and greatly expanded internal production of teachers through our organization’s
own training program for Bachelor’s degree holders; increased program participants from
approximately 80 to over 500 annually, resulting in CCSD becoming the largest provider of teacher
candidates in the state of Nevada; currently developing distance/on-line learning components to
reach, train, and recruit professional and other staff throughout the United States.
1999-2011: Assistant Superintendent, Human Resources
Spokane Public Schools (4700 employees)
(Previous Positions within Human Resources: Director, Executive Director)
Overview: Supervised human resources administrators and staff to ensure accuracy and efficiency in the
maintenance of over 4700 employee records and 2000 new applications per year; adapted and created processes to
implement new state and federal requirements as necessary.
v Provided training and coached principals and other executive administrators to solve problems in
regard to transfer and reassignment processes, employee misconduct and discipline, investigations,
supervision of staff, legal processes and requirements, and employee relations.
v Directly oversaw mentoring program for professional staff, including coordination of new staff
support, mentoring, and coaching to align with performance expectations and organizational values.
v Led all bargaining processes. Worked collaboratively and successfully with 15 different bargaining
units using interest-based and traditional bargaining strategies to interpret and implement contract
provisions, negotiate contracts, serve as the administrative lead on employee leadership teams, solve
employee concerns, process grievances and prepare for grievance hearings/arbitrations.
v Supervised and oversaw activities of the Equity Services administrators and staff, including the
district’s EEO officer, equity specialists, and the Equity Services Director; assisted in fostering
organizational cultural competence and culturally responsive behavior.
v Served as adjunct instructor teaching Human Resources Management for Washington State
University; taught district and state-level seminars for administrators, university students, other
human resources professionals, and professional associations on a wide range of human resources
and talent development topics.
v Led effective recruiting and hiring processes which resulted in the selection of over 400 highly
skilled, culturally competent staff each year by changing and adapting selection strategies and tools.
v Conducted investigations and administered discipline as appropriate for numerous employees per
year, terminated or prepared employee resignation agreements in conjunction with legal parameters
and in consultation with the district’s legal counsel.
v Led departmental and bargained processes to implement first certificated teacher layoff in more than
25 years; worked with union leadership to implement employee transitional help.
v In conjunction with finance department, allocated and budgeted for staff in over 50 schools in
addition to multiple sites and programs, coordinated staffing processes, forms, and models with
executive staff, and changed or adapted staffing processes to better assist financial tracking and
1996-1999 Assistant Principal, Curriculum and Instruction (1996-1999): Teacher (1989-1996);
Shadle Park High School Spokane, WA
v Determined staffing needs, hired appropriate staff, coached/evaluated teaching and support staff,
worked with staff to utilize effective instructional techniques and to plan effective curriculum.
v Assisted in developing instructional goals and action steps; evaluated and assisted probationary and
v Assisted in maintaining a positive school climate, administered student discipline, solved conflicts
between and among staff, students, and parents.
2001-2007 WSU Spokane, WA
v Doctorate of Education, Educational Leadership
v WSU Chancellor’s Award for Academic Excellence
v David L. Clark National Award for Excellence in Educational Administration Research
1991-1995 Whitworth College Spokane, WA
v Masters of Arts, Secondary School Administration
1984-85/1987-89 EWU Cheney, WA
v Bachelor of Arts, English/Spanish Education
1985-1987 University of Washington Seattle, WA
v General university requirements
Any of these references may be contacted, in addition to my current supervisor.
Assistant Superintendent, Human Resources (retired)
Spokane Public Schools
Relation: Ms. Wright supervised me in Human Resources for nine years prior to her retirement, when I replaced her in the position.
Dr. Nancy Stowell
Spokane Public Schools
Relation: Dr. Stowell supervised me when I held the Assistant Superintendent, Human Resources role in Spokane.
Vice President, Human Resources, Luxor
MGM Resorts International
Relation: Ms. Hallead was a colleague when we were Assistant Superintendents for the Human Resources departments of our
respective districts in the state of Washington; we are still close colleagues in our current roles in Las Vegas.
Former Deputy Chief Human Resources Officer, currently Director, Human Resources, at Luxor Hotel/Casino
Clark County School District
Relation: I directly supervised Mr. Yanagi until he moved to the casino industry.