Executive Director

Eddie Leedy

Kirstin Tanner

Shelter Office Manager

Mary Wrye Rutt

Director of Finance & Human Resources

Megan Winsinger

Human Resource Manager & Finance

Dr. Zimmerman, DVM

Shelter Veterinarian

Kim Bice

Lead Veterinary Technician

Austin Burnett

Outreach Manager

Terri Walker

Outreach Assistant

Amanda Thurber

Director of Humane Education

Fantasheia Williams

Veterinary Technician Assistant

Aubrey Ancelet

Veterinary Technician Assistant

Dee Smith

Outreach Assistant & Shelter Liaison

Alicia Hamblen

Front Desk Staff & Outreach Assistant

Franklin Robles

Front Desk Staff
Social Media & Volunteer Assistant

Robert Clemons


Scott Leland

Kennel Manager

Taylor Kline

Assistant Kennel Manager

Caitlyn Hughes

Kennel Staff

Ryan Fulford

Kennel Lead

Brandon Lee

Kennel Staff

Sam Calhoun

Feline Care Coordinator

Nancy Jankowski

Foster Coordinator

Regan Busciglio

Feline Care Staff

Michelle Pagan

Feline Care Staff

Santina Kingsley

Feline Care Staff

Board of Directors


Roseann Morton

Vice President

Patti Lumpkin


Bill Steward


Bruce Washburn

Additional Members

Marcia Lape

Ed Cluster

Dr. Jim Henningsen

Dr. Leslie Hammond

Ben Williams

John Everett

4.1 Whistleblower Policy
HSMC requires directors, officers, employees, and volunteers to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of HSMC, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.
We encourage and enable employees and others to raise serious concerns internally so that we can address and correct inappropriate conduct and actions. It is the responsibility of all employees to report concerns about violations of organizational Humane Society of Marion County, Inc. Employee Handbook policies and procedures, ethical misconduct, and/or suspected violations of law or regulations that govern our operations. It is contrary to the values of HSMC for anyone to retaliate against an employee who in good faith reports an ethics, policy and/or procedure violation, or a suspected violation of the law, such as a complaint of discrimination, or suspected fraud, or suspected violation of any regulation governing the operations of HSMC. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.
Supervisors and managers are required to report complaints or concerns about suspected ethical and legal violations in writing to the Executive Director who has the responsibility to investigate all reported complaints. If the violation concerns the Executive Director, the report may be submitted to the Chair of the Board of Directors. Anyone filing a complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense and could result in termination.
Violations or suspected violations may be submitted on a confidential basis. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation. The Executive Director will notify the person who submitted a complaint and acknowledge receipt of the reported violation or suspected violation. All reports will be promptly investigated, and appropriate corrective action will be taken if warranted by the investigation.