Meet Our Team
HR Unlimited Inc. has grown and fostered a group of highly experienced consultants, advisors, and partners, all of whom share a passion for providing exceptional HR services at affordable prices.
Exceptional Team… Exceptional Results!
Our team’s collective experience emanates from senior management and consultative careers in academic, non-profit, government-enforcement and private industry spheres. We are subject matter experts in areas including: EEO, anti-discrimination, community & government relations, compensation plan design, as well as workforce training and development.
This extraordinary depth of experience is uncommon amongst most HR consultants. Our extensive experience and track record of success ensures that each client’s anti-discrimination or compensation plan is specially designed to meet the highest standards of accuracy, compliance, and efficiency.
HR Unlimited, Inc.’s Team Members Include:
Ahmed Younies
President and Chief Executive Officer
Ahmed Younies is responsible for setting the overall corporate strategy for HR Unlimited Inc. (HRU) and directing business operations. Prior to joining HRU, Ahmed served as the District Director of an agency of the Department of Labor. Ahmed has also served seven years with the Employers Group (EG), the largest non-profit employers association nationwide. In addition, he’s worked in HR managements in a variety of industries at companies such as Textron, Rogerson Aircraft, and TRW (now Northrop Grumman).
Richard Lane
Head of Compensation Group
Richard Lane brings over 35 years of compensation and management consulting experience to the project. Richard is an expert in wage and salary design, incentive compensation development, executive compensation and board studies, design and development of sales compensation programs, and design and development of performance management systems. Mr. Lane spent 5 years with Deloitte & Touche working on a variety of compensation and benefits engagements.
STEPHANIE L. MCMACKIN
HR and Risk Management Consultant
Stephanie McMackin has 30+ years of experience in Human Resources and Risk Management with actual hands-on capability. She established SLM Solutions, LLC in 2006 after serving for seven years as Vice President of Human Resources and Risk Management of a premier commercial printing company. Before that, Stephanie spent 19 years in the wholesale beverage and retail industry specializing in safety and risk/legal/claims management.
SANDRA HEUNEMAN
EEO Consultant
Sandra Hueneman, Sr. CAAEP is the President and Founder of Manchester Consultants. Sandra held various positions at the Department of Labor, from Assistant District Director, Program Analyst, Sr. Regional Liaison Specialist, to Sr. Compliance Officer at the district, regional and national levels. Ms. Hueneman has extensive experience in conducting compliance evaluations, as well as developing and negotiating settlements covering systemic cases of discrimination and technical deficiencies.
MARISSA JORDAN
Lead Consultant
As a Human Resources Training Consultant at HR Unlimited Inc., Marissa Jordan is responsible for designing, planning, and directing all of HRU’s training programs. She applies her extensive Human Resources experience to formulating and growing the company’s content and training offerings. She also acts as manager of HR Unlimited Inc.’s Interim HR service.
MICHAEL TANZAWA
Ph.D., Principal Consultant
Dr. Michael Tanzawa leads our team of consultants through analysis and delivery of resolutions to ensure timely and secure compliance and certification for each client. With a PhD in Statistics, Dr. Tanzawa has advanced abilities that will help ensure your data is compiled and analyzed with a high level of detail and expertise. He has numerous years of professional experience consulting and aiding in labor and employment areas, including large wage and hour class action lawsuits, discrimination litigation, compensation and employment selection monitoring, and data analysis related to EEOC investigations.
MELVEEN STEVENSON
MBA, SPHR, SHRM-SCP | HR Adviser and Corporate Trainer
As a certified HR professional with a background in accounting and finance, Ms. Stevenson helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. Over the last 19 years, she has held leadership positions in human resources operations, supply chain, and talent management at international companies in food manufacturing, medical devices, and consumer products. She also launched M.S. Elemental, a human resources and training firm to serve the needs of today’s dynamic business organizations.
CHRISTINE C. DIXLER ESQ
Attorney and HR Consultant
Christine Dixler is a seasoned Employment Lawyer and Human Resources Consultant, with over 30 years of professional experience as a strategic business partner, legal advisor and HR Consultant to Fortune 500 companies and government agencies. She has previously served as Chief Employment Counsel and Director of Equal Employment Opportunity for a large public company and General Counsel for a state Human Rights agency.
LESLIE GRAY
HR Unlimited Inc. Faculty
Leslie Gray co-founded GrowthPort Partners, Inc. and possesses over 30 years of diverse experience in senior corporate human resources management and consulting, organizational development, employee benefits underwriting and administration, risk management and entrepreneurial experience.
Contact Our Experts Today
Whether you have questions about HR Compliance, record keeping requirements, EEO, Anti-Discrimination, or how to protect your contracts under EO 14173, or would like to request a proposal, we will be happy to promptly respond to your inquiry.
Wisconsin
Who Must Submit?
- Employers contracted with Wisconsin that meet the criteria outlined by the State of Wisconsin Affirmative Action Plan Requirements document.
What Must Be Submitted?
- Employee and Organization Information
Who Must Be Included
- Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.
Washington
Who Must Submit?
- Employers contracted with Washington that employ 50 employees or more
What Must Be Submitted?
- Construction: Construction Project and Employee Information (Construction AAP)
- Supply & Service: Employee and Organization Information
Who Must Be Included
- Construction: Employees on payroll over a period of one year.
- Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.
Rhode Island
Who Must Submit?
- Employers contracted with Rhode Island that have state contracts of $50,000 or more and employ 50 employees or more
What Must Be Submitted?
- Construction: Construction Project and Employee Information (Construction AAP)
- Supply & Service: Employee and Organization Information
Who Must Be Included
- Construction: Employees on payroll over a period of one year.
- Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.
Pennsylvania
Who Must Submit?
- Employers that have apprentice programs registered with the Pennsylvania Council
- Highway construction contractors with Federal-aid PennDOT contracts of $10,000 or more
What Must Be Submitted?
- Employee and Organization Information
- Construction Project and Employee Information
Who Must Be Included
- Registered apprentices in workforce.
- Employees on payroll over a period of one year.
Ohio
Who Must Submit?
Employers contracted with Ohio that meet one of the following criteria:
- Supply & Services contract of $5,000 or more
- Construction Contracts of $50,000 or more and they employ 50 employees or more
Employers contracted with Ohio for construction work
What Must Be Submitted?
- Construction: Construction Project and Employee Information (Construction AAP)
- Supply & Service: Employee and Organization Information
Who Must Be Included
- Construction: Employees on payroll over a period of one year.
- Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.
Employees on payroll over a period of one month.
New York
Who Must Submit?
- Employers contracted with New York – largely depends on the state agency.
What Must Be Submitted?
- Employee and Organization Information
Who Must Be Included
- All active employees as of the chosen Snapshot date.
New Mexico
Who Must Submit?
- Employers with 10 or more employees in New Mexico that are bidding on state contracts
What Must Be Submitted?
- Employee Pay Information
Who Must Be Included
- All active employees as of the chosen Snapshot date.
New Jersey
Who Must Submit?
- Employers contracted with New Jersey for construction work
What Must Be Submitted?
- Employee and Organization Information
Who Must Be Included
- Employees on payroll over a period of one month.
Nevada
Who Must Submit?
- Employers with 5 or more registered apprentices in Nevada.
What Must Be Submitted?
- Construction: Construction Project and Employee Information (Construction AAP)
- Supply & Service: Employee and Organization Information
Who Must Be Included
- Registered apprentices in workforce.
Minnesota
Who Must Submit?
- Employers contracted with Minnesota that meet the following criteria:
- State Contract for goods and services of $100,000 or more
- Employ 40 employees or more
What Must Be Submitted?
- Employee and Organization Information
Who Must Be Included
- Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.
- Employees on payroll over a period of one month.
Massachusetts
Who Must Submit?
- Employer with 100 or more employees in Massachusetts
- All state contractors providing construction or design services
What Must Be Submitted?
- EEO-1 Reports of the Prior Year
- Weekly Employee Pay Information
- Employee and Organization Information
Who Must Be Included
- All active employees as of the chosen Snapshot period. The Snapshot period is defined as a single pay period between October 1 and December 31 of the reporting year.
- Active employees on payroll
- Employees on payroll over a period of one month.
Maine
Who Must Submit?
- Employers contracted with Maine with a state contract of $50,000 or more
What Must Be Submitted?
- Construction: Construction Project and Employee Information (Construction AAP)
- Supply & Service: Employee and Organization Information
Who Must Be Included
- Construction: Employees on payroll over a period of one year.
- Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.
Kentucky
Who Must Submit?
- Employers contracted with Kentucky that meet either of the two criteria:
- State contracts of $250,000 or more
- Employs 8 employees or more
What Must Be Submitted?
- Construction: Construction Project and Employee Information (Construction AAP)
- Supply & Service: Employee and Organization Information
Who Must Be Included
- Construction: Employees on payroll over a period of one year.
- Supply & Service: Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.
Illinois
Who Must Submit?
- Employers with 100 employees or more, with at least one location in Illinois
What Must Be Submitted?
- Employee Pay Information
Who Must Be Included
- Pay information of all employees during the 12-month calendar year immediately prior to the deadline or recertification due date.
Connecticut
Construction employers contracted with Connecticut that meet either of the two criteria:
- Your company is the construction manager of the project, OR
- The project does not have a construction manager, your company has a state contract with the owner of the project, and the state-funded portion of your company’s contract value $1,000,000 or more
Construction employers contracted with Connecticut that meet either of the two criteria:
- The project does not have a construction manager, your company has a state contract with the owner of the project, and the state-funded portion of your company’s contract value is between $50,000 – $999,999.99 OR
- The project has a construction manager and the state-funded portion of your company’s contract value is $50,000 or more.
What Must Be Submitted?
- Construction Project and Employee Information (Construction AAP)
- Subcontracting Information – must show that company set aside certain amount of $$$ for exclusive bidding of certified minority owned business enterprises
Who Must Be Included
- Employees on payroll over a period of one year.
- List of Minority owned business enterprises that bid on subcontracts for project.
California
Who Must Submit?
- Employers with 100 employees or more (payroll or labor contractor), with at least one location in California
- Employers contracted with California with state contracts of $5,000 or more
What Must Be Submitted?
- Employee Pay Information
- Employee and Organization Information (Nondiscrimination Report – similar to AAP defined by EO 11246)
Who Must Be Included
- All active employees as of the chosen Snapshot period. The Snapshot period is defined as a single pay period between October 1 and December 31 of the reporting year.
- ‘Active employees as of a given Snapshot date, as well as the applicants, hires, promotions, and terminations of the year prior to the Snapshot date.