SUMMARY

• Over nineteen years of HR Business Partner experience with a broad range of experience in Human Resources management.
• Demonstrated skills in the areas of leadership, negotiation, conflict resolutions and investigations.
• Results driven “hands on” HR professional focused on partnering with clients to be successful, encompassing a variety of HR Disciplines.
• Focused on corporate goals and a true relationship builder. Client groups supported: Technology, IT/Engineering, Sales, Marketing, Finance and Legal.

CORE STRENGTHS

• Assessment and Organizational Design
• Performance Management
• Immigration Case Management
• Integration Disability Case Management (Including CA Specific leaves
• Training Initiatives
• Practices and Programs
• Ad hoc Reporting
• Leadership Negotiation
• Coaching
• EEO/AAP
• Conflict Resolutions
• Investigations
• Employment Law
• Grievances/EEOC

PROFESSIONAL EXPERIENCE

Confidential

Human Resources Consultant

Responsibilities:

• Consult with Business Leaders to foster positive relationships and enhance overall performance and effectiveness.
• Building a strong consultative relationship with senior leadership and business group leaders and their organizations
• Proactively collaborate with client group leaders and the HR team to translate business needs to impactful HR people strategies and solutions
• Partner with the extended HR team and client group leaders to drive implementation of strategies and programs, measure and track success and proactively drive improvement.
• Serve as a thought leader for the client groups on team performance and organizational design.
• Partner with client group leaders on talent management to ensure employee experience and performance is aligned with company culture and business objectives.
• Implement initiatives that will result in strong employee engagement and are in alignment with the company culture
• Lead, develop, champion and promote change in the workplace, building employee and departmental support and commitment.
• Provide leader, management, and employee coaching to improve efficiency, effectiveness, work relationships, conflict resolution and scalability.
• Partner with the extended HR team and client group leaders to deliver programs and initiatives in the areas of performance management, recognition, career development, organizational design, workforce planning, succession planning, talent development, compensation and employee relations.
• Design and creation of leadership programs, learning and development programs including a Manager/Supervisor 101 toolkit

Confidential

Human Resources Business Partner

Responsibilities:

• Consult with Business Leaders to foster positive relationships and enhance overall performance and effectiveness.
• Understand the business strategy and complete organizational and workforce strategy to support delivery of organizational goals and initiatives. Connect business problems with appropriate HR solutions. Frame solutions within the context of business performance
• Engage and influence senior management to support and implement HR initiatives across the Organization including Engagement, Total Rewards, Retention and Talent Planning
• Identifying leadership and team development issues. Utilizing training and development resources to facilitate leadership/team development meetings in partnership with Leaders
• Develop strategies to drive change programs within the business that improves business performance
• Proactively work with leadership to propose and support to drive and execute engagement processes, including championing plans and activities. Working with leaders on action planning, and assisting leaders connect strong employee engagement with related talent management activities.
• Develop retention strategies to decrease turnover based on insights and data analysis.
• Demonstrate strong understanding of organization's cultural beliefs. Reinforce cultural beliefs within the context of helping ensure HE and talent programs gain traction within the business.

Confidential

Director/HR Business Partner

Responsibilities:

• Identify and execute the integration project along with strategic and tactical activities, supporting the Truaxis integration into Confidential .
• Managed HR Process to increase Truaxis employee population by 51% in one year to support analyst growth projections, after successful integration into Confidential .
• Manage Immigration Case Management in partnership with Global Mobility. (H1B, L1, LC Perm, TN).
• Manage the day - to-day aspects of all HR activities and questions for assigned Truaxis client groups’ partners with key stakeholders across Global Products Solutions and MasterCard at large to ensure the timely coordination and execution of plans and activities.
• Manage employee relations issues, ensuring HR policies and procedures are in place and in compliance with local labor laws and regulations.
• Provide representation on all global mobility assignments; coordinate the immigration processes for outgoing and incoming employees.
• Facilitate the Performance Management process, including the administration of the year-end compensation process, goal setting, and ratings calibration.
• Benchmark against market practices and partner with the business to develop recommendations for talent sourcing, on-boarding, and other HR processes.
• Provide advice, counsel and solutions to human capital challenges to leadership.
• Manage process of succession planning in partnership with leadership; including, assessment and organizational design.
• Process involuntary terminations as needed and prepare paperwork for legal review; manage pre and post termination issues and guide Manager through process.
• Partner with HR Operations and Core Products Finance to ensure the accuracy and integrity of the budget and headcount planning and tracking process.

Confidential

HR Director/Sr. HR Business Partner

Responsibilities:

• Reported directly to the CEO, in order to leverage HR experience, drive growth and provide expert HR counsel.
• Partner with business leaders in developing, influencing and implementing Human Resources strategies and processes to support overall business objectives including organizational design, change management, employee relations, talent and retention strategies, employee/team/leadership development, succession planning, communications and legal, regulatory and safety requirements.
• Participates in the resolution of employee grievances; counsels employees on employment-related issues.
• Counsels supervisory staff in performance management and resolves employee problems.
• Work with Confidential, managers and employees to handle a variety of issues and tasks, including employee relations, transfers, promotions, performance issues and terminations.
• Managed 9 employees; coached and mentored team to resolve complex employee issues and decisions impacting performance.
• Lead investigations related to EEOC claims and issues. Confidential is both a union and non-union environment; handle all labor relations issues.

Confidential

HR Generalist/HR Business Partner

Responsibilities:

• Supported a population of 300 employees, client groups were Finance, IT, and Development. (This includes Executives and Sr. Leadership.
• Managing and perform an internal audit for HR Compliance (I9, FMLA, ADA, ERISA, WC, STMLA, PFL, EEO/AAP, OFCCP and HIPAA).
• Manages and tracks the on-boarding process for new hires. Plans and coordinates the exit of employees, and contingent staff (temporary workers, contractors, and consultants).
• Responsible for administering benefits program, Enrollment, and open enrollment processes. Ensures appropriate and timely enrollment and termination data is transmitted to carriers. Conduct audit to ensure reliability of data. Monitor COBRA elections and administration.
• Ensures that all human resource policies are in current compliance with federal and state law.
• Managing of all immigration cases, work visas and other workplace authorizations (H1B, L1, LC Perm, TN).
• Manages unemployment claims. Including all auditing.
• Develop metrics to measure the success of human resource practices and processes.

Confidential

HR Business Partner

Responsibilities:

• Supported a population of 250 employees, Client groups included, Dictionary.com, Project Management, Marketing, Sales and IT.
• Play a key role in supporting the West Coast operations of a fast paced, high-tech and innovative organization. Development and execution of new strategies, practices and programs (Employee Recognition program, Manager Toolkit/Manager 101 training initiatives.).
• Coaching senior managers on various employee relations issues related to performance, development, employee engagement and leadership development.

Confidential

HR Business Partner

Responsibilities:

• Supported a population of 350 employees. Client groups included Sales, Marketing, IT, Finance, HR, Product Development and Engineering. (This includes Executives and Sr. Leadership.
• Promote a positive company image to internal customers, external service providers as well as potential employment candidates.
• Coach senior managers on various employee relations issues including performance, development, and team organization- specifically partner with engineering, product management/ development & sales.
• Coach senior management with RIFs, communication plans, terminations, leave management.
• Managed diverse leaves of absence: .(I9, FMLA, ADA, ERISA, WC, STMLA, PFL, EEO/AAP, OFCCP and HIPAA).
• Perform Business analysis and evaluation; assess the pulse of employees by using a variety of surveys and questionnaires to collect data and strategically implement change.
• Full cycle compensation and requisition process- Confidential corporate compensation guidelines with recruiting process.

Confidential

Sr. HR Advisor

Responsibilities:

• Supported a population of 320 employees. Client groups included Operations (manufacturing), IT, Finance, Sales, and Marketing: This includes Executives and Sr. Leadership.
• Work closely with the Market Segment Business Partners to effectively deploy Segment HR Strategies (such as talent acquisition, retention and development, performance management, workforce planning, reward and recognition and organizational design) that Confidential with the business strategy and a regional environment, and contribute to the overall growth and profitability of the Segment.
• Ensure the delivery of cyclical HR activities and employee communications.
• Change management and transformation initiatives; mergers and acquisitions. Assist senior management with RIFs, communication plans, and terminations.
• Provide guidance and partnered with Local HR representative for employees internationally (Singapore, Hong Kong, Taiwan, and Vienna).
• Conducted effective investigations: misconduct, discrimination, harassment, safety, illegal activity, emergencies. Successfully responded to third party charges.

Confidential

Human Resources Generalist

Responsibilities:

• Supported a population of 300 employees. Client groups included R&D, IT, Clinical research, and development.
• Facilitation and execution of various training initiatives, including performance management, policy and procedure interpretation and workforce planning.
• Staffing process with division management including candidate selection process, talent acquisition and workforce planning.
• Assist senior management with RIFs, communication plans, and terminations. Clarified roles, responsibilities and business issues through team building and leader assimilation programs.

Confidential

Human Resources Generalist

Responsibilities:

• Supported a population of 550 employees. Client groups included IT, Finance, Marketing, and Operations (Manufacturing), R&D, and Clinical Research.
• Counsel employees and management regarding company polices, practices, procedures, and processes in the areas of staffing, recruitment, employee relations, compensation, benefits, training and immigration.
• Legal compliance with federal, state and local regulations related to employment practices personnel practices and procedures.
• Communication of Abbott policies and facilitation of training sessions.
• Management of all STMLA, LOA, PLOA, California specific leaves and Workers Compensation processes.
• Tracking and trending of all HR related functions including HR Compliance (I9, FMLA, ADA, ERISA, WC, STMLA, PFL, EEO/AAP, OFCCP and HIPAA).
• Handled relocation for all employees transferring domestically and internationally.
• Responsible for retention and facilitation of work/life balance programs.
• Assist senior management with RIFs, communication plans, and terminations.
• Management of administrative staff (staff of 3).
• Manage and administrated of AAP process, collection of analysis of all EEO availability and utilization analysis for reporting purposes in compliance with OFCCP, federal and state regulations.
• Design and implementation of Career Mapping Model tool for all levels of management.