Warren A Orr

Architected and built an integrated People function from the ground up — encompassing Payroll, Benefits, Safety, and Employee Relations — as the sole strategic and operational HR leader, demonstrating full-stack, player-coach ownership. Scaled workforce from 120 to 800+ employees within 18 months, designing and executing high-volume talent acquisition pipelines and compensation frameworks that balanced speed-to-hire with quality and equity. Developed and implemented salary ranges and pay bands across 100+ job titles, establishing a defensible, market-aligned compensation infrastructure that supported retention and performance. Built and led an Employee Relations team of five specialists covering investigations, policy enforcement, disciplinary actions, accommodations (ADA/disability/religious), and separations across multiple manufacturing sites. Established corporate EEO/AAP infrastructure, ensuring OFCCP compliance and audit readiness across all operations. Implemented UKG HRIS/ATS and automated workflows, reducing time-to-fill, improving data integrity, and enabling real-time workforce analytics for executive decision-making. Managed an HR/EHS team of 12; oversaw enterprise leadership training, succession planning calibrations, and performance management programs across the organization. Partnered closely with Legal on employee relations matters, policy design, and compliance risk management.

● Built integrated HR, Payroll, Benefits, Safety, and Employee Relations functions, designing programs and compensation frameworks aligned with innovation and employee retention ● Effectively scaled workforce from 120 to 800+ employees within 18 months ● Managed an HR/EHS team of 12 and oversaw enterprise leadership training ● Established corporate EEO/AAP infrastructure ● Implemented UKG ATS and automated workflows, resulting in streamlining processes Championed the integration of HR, Payroll, Benefits, Safety, and Employee Relations functions, crafting innovative programs and compensation frameworks aligned with employee retention goals. Effectively scaled the workforce from 120 to over 800 employees within 18 months. Managed a diverse HR/EHS team of 12, directing enterprise-wide leadership training initiatives. Established and fortified corporate EEO/AAP infrastructure. Implemented UKG ATS and automated workflows, significantly enhancing process efficiency.

Directed all People operations supporting 1,800+ employees across 28 states, serving as the primary strategic and operational HR leader for the enterprise. Led Employee Relations team of five covering 3,200 employees; managed complex investigations, conflict resolution, disciplinary actions, and separations with consistent, legally defensible outcomes. Designed and launched HRBP and Benefits team structure aligned to business units, driving accountability, service delivery, and manager enablement. Led ATS/HRIS implementation and benefits strategy overhaul, improving data accuracy, reducing manual workflows, and modernizing the total rewards approach. Recruited, interviewed, and hired 285+ employees within 12 months to support operational growth and backfill needs. Built and tracked Employee Relations, culture, and engagement metrics; deployed interventions that reduced turnover and improved performance accountability.

● Collaborated with Operations Leadership to support 1,800 employees, resulting in reducing turnover through engagement and performance related initiatives ● Built HRBP and Benefits team structure aligned to business units, leading ATS/HRIS implementation and benefits strategy ● Successfully recruited, interviewed, and hired 285+ employees within 1 year Collaborated with Operations Leadership to support 1,800 employees, resulting in a reduction in turnover through strategic engagement and performance initiatives. Constructed HRBP and Benefits team structures tailored to business units, spearheading ATS/HRIS implementation and benefits strategy optimization. Successfully recruited, interviewed, and onboarded over 285 employees within one year.

• Rebuilt HR function for federal contractor transition ● Led HRIS reimplementation and compliance remediation ● Managed union relations and compensation reviews ● Developed/Implemented Servant Leadership Training

Established HR analytics dashboards and KPIs to give leadership visibility into headcount, attrition, performance, and engagement trends. Implemented HRIS and ATS systems, driving process automation and improved data governance. Launched leadership development programs and Employee Relations/Engagement survey metrics with structured intervention and resolution frameworks. Restructured benefits package, reducing costs while improving overall employee experience and coverage.

Created HR analytic dashboards and key performance indicators (KPIs) to drive data-informed decisions. Implemented effective leadership development programs to enhance skillsets across the organization. Streamlined benefit package costs while improving overall offerings. Executed HRIS and ATS system implementations to optimize HR processes. Established HR as a function and trusted advisor

Full Charge HR, Payroll, Benefits, AAP & EEO Compliance. Build and establish the HR department and people strategy for this growing international enterprise. ● Built HR infrastructure, supporting growth from 120 to 300+ employees ● Led OFCCP and FAA audit readiness ● Implemented leadership development and 360 review programs Established a robust HR infrastructure, supporting growth from 120 to over 300 employees during my tenure. Led OFCCP and FAA audit readiness initiatives, ensuring compliance and operational excellence. Implemented leadership development and 360 review programs to enhance organizational effectiveness.

Built HR infrastructure from the ground up to support growth from 120 to 300+ employees, operating as both strategic architect and hands-on practitioner. Led OFCCP and FAA audit readiness; managed all federal contractor compliance documentation and program requirements. Implemented leadership development and 360 review programs; embedded performance management and coaching accountability across management ranks. Handled all employee relations investigations, Position Papers, responses to external agencies, and complex separation events.

Reduced IT attrition from 42% to 11% within 13 months through targeted engagement interventions, leadership coaching, and performance management reforms — recognized with the Excellence Through People Award. Led M&A integration initiatives, managing workforce transitions, policy harmonization, and cultural alignment across newly acquired entities. Developed performance management and succession planning programs; handled all employee relations investigations and interventions with thorough documentation and follow-through.

Leader of Talent Development, Employee Relations, for Corp IT, Finance and Hanger Clinic Operations for Texas, Alabama and Georgia. Culture Champion, Succession Planning, Performance Management, Talent Acquisition, Employee Relations, AAP and EEOC, Winning Culture Champion. ● Reduced IT attrition from 32% to under 12% ● Led M&A integration initiatives ● Received Excellence Through People Award for IT retention and culture improvements

Established the Employee Relations function across North America (U.S., Canada, LATAM), fostering a positive workplace culture. Conducted and provided counsel on complex investigations involving harassment, discrimination, retaliation, and workplace conduct issues. Collaborated with Legal and HRBPs to ensure consistent, defensible outcomes, while coaching managers and maintaining thorough documentation. Managed multiple workforce and M&A actions across the UC and international landscapes.

Develops Human Resources and Payroll policies and programs for the entire company. The major areas covered are organizational planning, organizational development, employment, indoctrination and training, employee relations, compensation, benefits, and employee services. Identifies legal requirements and government reporting regulations affecting Human Resources function (e.g., , EEO, AAP, ERISA, Wage & Hour). Monitors exposure of the company. Directs the preparation of information requested or required for compliance. Approves all information submitted. Acts as primary contact with labor counsel and outside government agencies. Directs a process of organizational planning that evaluates structure, job design, compensation and manpower forecasting throughout the company. Establishes wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services Monitors for effectiveness and cost containments. Establishes standard recruiting and placement practices and procedures. Reviews variances to schedules. Interviews executive-level candidates. Establishes in-house management training programs (e.g., MBO, Performance Appraisal, Interviewing). Selects and coordinates use of Human Resources consultants, insurance brokers, insurance carriers, pension administrators, training specialists, labor counsel, and other outside sources. Keeps CEO and Corporate leadership informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately at the line management level. Manages and Directs the payroll staff and overall corporate payroll functions including, payroll processing, payroll taxes, reviewing and revising policies and procedures, as well as internal controls, system review and upgrades. Maintain necessary vendor relationships and compliance. Ensure payroll tax payments are in compliance with applicable federal, state and local tax laws.

HR Leader for Dell Professional Services. Full charge HR , Employee Relations, Leadership Development. Key Liaison for Dell's global Professional Services integration and implementation. Acquired detailed international expertise during this opportunity.

Leader and change agent for workforce planning, succession planning, diversity, people development and strategic planning. Successfully lead performance management, collections spin off and European migration and related resource consolidation. Awarded 2010 President Award for corporate leadership and contributions. Very unique for an HR professional to receive this award from the business!

HR Leader for Dell Professional Services. Full charge HR , Employee Relations, Leadership Development. Key Liaison for Dell's global Professional Services integration and implementation. Acquired detailed international expertise during this opportunity.

Lead and Direct all Employee Relations Investigations and Interventions for the 37,000 employees and managers in North America. ● Implemented Employee Relations function across North America (U.S., Canada, LATAM) ● Conducted and advised on complex investigations including harassment, discrimination, retaliation, and workplace conduct matters. ● Partnered with Legal and HRBPs to ensure consistent, defensible outcomes. Provided coaching to managers and maintained thorough documentation. Identified trends and drove process improvements. ● Managed multiple workforce and M&A action across the UC and internationally