Sta***man
Education
Keller Graduate School of Management of DeVry University Master of Business Administration (MBA), Human Resource Management 2006 - 2007 3.73 GPA with Honors Distintion DeVry University Bachelor of Science in Business Administration, Business Information Systems 1998 - 2001
Skills:
Data Analysis Endorsed by 3 colleagues at Lockheed Martin 5 endorsements Analysis Endorsed by 6 colleagues at Lockheed Martin 8 endorsements
Work Experience:
Senior Human Resources Manager SM Energy Company · Full-time Aug 2021 to Present · 3 yrs 3 mos Human Resources Director Colorado School of Mines · Full-time Dec 2019 to Jul 2021 · 1 yr 8 mos golden Human Resources Manager Sierra Nevada Corporation Apr 2017 to Dec 2019 · 2 yrs 9 mos Centennial, CO Lockheed Martin 10 yrs 11 mos Lead Human Resource Business Partner Staff Nov 2016 to Apr 2017 · 6 mos Littleton, CO Human Resource Business Partner Staff / Interim Leader Jan 2015 to Nov 2016 · 1 yr 11 mos Littleton, CO Compensation & Benefits Analyst Staff / Executive Compensation Manager Oct 2010 to Jan 2015 · 4 yrs 4 mos Littleton, CO Office Administrator, Client Services Right Management-Florida/Caribbean 2003 to 2006 · 3 yrs Jacksonville, Florida Area
Candidate Intelligence Report
AI-powered analysis from the perspective of a US hiring director — evaluating career continuity, growth trajectory, and role fit.
Career Continuity & Risk Assessment
A documented gap from 2006 to 2010 exists between Right Management and Lockheed Martin. While this gap is notable, the candidate subsequently has extensive, relevant HR leadership experience that mitigates long-term risk.
Career spans multiple industries (education, aerospace/defense, energy) with continued HR leadership. This breadth could require adjustment to industry-specific regulatory environments, but core HR competencies remain transferable.
Multiple role changes within LM and subsequent moves to Sierra Nevada, Colorado School of Mines, and SM Energy are relatively typical for HR leadership tracks; however, several shorter stints suggest some volatility, though overall career progression is strong.
Educational background from Keller/DeVry in management aligns well with senior HR leadership responsibilities and data-driven HR practices.
Career Growth Curve
Best-Fit Roles (Top 5)
Vice President of Human Resources95% fit
Extensive leadership across compensation, HR operations, and HR business partnering, combined with cross-industry experience and a track record of progressive responsibility; well-suited to set strategy and lead large HR teams.
Chief Human Resources Officer92% fit
A fit for organizations seeking an executive to shape enterprise-wide HR strategy, culture, and people programs; leverages a deep history of senior HR leadership and cross-functional collaboration.
Senior Director of Human Resources88% fit
Strong alignment with managing HR strategy, operations, and stakeholder partnerships at a senior level; appropriate for organizations seeking a strategic HR leader without all CHRO responsibilities.
Director of Human Resources83% fit
Solid fit for leading HR functions within mid-to-large organizations; clear path to more senior roles while managing day-to-day HR operations and programs.
Global HR Director78% fit
Experience handling cross-functional HR in multiple industries supports global or regional HR leadership; suitable for firms with international footprint seeking strategic HR leadership.
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