SUMMARY

• Adaptable Senior HR Project Manager skilled in managing, executing, and tracking initiatives across all HR disciplines, including Global recruiting, compensation bene ts, learning development, HRIS. Have ten years of experience managing both non - exempt and professional associates. Expert in waterfall, scrum, and agile methodologies.
• Successful in balancing cost (financial management) and quality with project development and delivery timelines. Also, administrative management skills focusing on problem-solving, written, and verbal communication skills, extensive decision-making, and customer focus.
• Project Management-consistently employs technological, Agile/Waterfall, and stakeholder management solutions to increase communication while efficiently tracking progress and meeting financial goals. Communicate and maintain standards for teh IT program and project management PMO, which strives to standardize framework: Mergers & Acquisitions, Human Resources Management, Workforce Planning, Risk/Issue Management, and escalation, Recruiting/Training, Quality Checkpoints, Costing/Budgeting.
• System Analysis-carefully examines existing systems and operations to understand client needs and design TEMPeffective training plans to support new systems. e-learning, SharePoint administrator, and process improvement
• Technology-Knowledge of MSOffice (Word, Excel, PowerPoint, Access, Outlook, Project, Visio, SharePoint), IT Ticketing Systems, Workday, Salesforce, Service Now, ADP, SQL, JAVA

PROFESSIONAL EXPERIENCE

Confidential

SENIOR HR PROJECT/PROGRAM MANAGER

Responsibilities:

• Primary responsibilities include drive key initiatives (mergers, acquisitions, and divestitures) and provide oversight and guidance to teh Global M&A Project Management Office team for teh TEMPeffective and timeline execution of projects/programs, including working with teh Integration Management Office.
• Represent HR PMO during recurring status calls with Workstream leads and internal leadership present teh weekly status on teh M&A integrations.
• Collaborated to provide innovative HR solutions to teh International Core HR team and business leaders across Global Business Services for Dell.
• Utilized project management methodology, tools, and techniques to establish and execute all aspects of project management and execution.
• Work with global and regional stakeholders to ensure alignment and all project deliverables/timelines were met.
• Support HR due diligence during teh security rm RSA M&A activities to ensure proper talent evaluation and develop consistent integration roadmaps.

Confidential, TAMPA, FLORIDA

SENIOR IMPLEMENTATIONS PROJECT/PROGRAM MANAGER

Responsibilities:

• Managed supplier relationships, including program timeline, including meetings, schedules, milestones, and delivery.
• Managed multiple concurrent implementation projects through all phases for new customers.
• Attended project meetings and steering meetings as appropriate to each installation to support customers during implementation by halping to de ne teh proper project governance structure to make teh project a success.
• Led two teams in teh successful development of 10 projects resulting in 7 million + revenue for teh TPA.
• Prepared material and presenting issues requiring decisions from governance entities or leadership, including creating detailed project plans with clear identification of resources, dependencies, risks, and milestones.

Confidential, MCALLEN, TX

HR PROJECT MANAGER

Responsibilities:

• Primary responsibility included management experience leading efforts involving project plans, schedules, estimates, cost estimates, resource plans, and status reports, ensuring time, budget, and specification constraints. Identified and anticipated risks and issue management; facilitated resolution, mitigation, and appropriate escalation and business cases.
• Provided structured programs and implemented policies in training and compensation structures, recruiting benefits packages, and incentives.
• Input and maintained HRIS systems (Workday/ADP) and managed all unemployment claims.
• Administer post-offer employment activities such as employee benefits, verified I-9s, etc.
• Worked on ad-hoc projects with teh VP of Business Development and CEO/Managing Partner.
• Managed customer expectations regarding project scope and timeline.
• Assisted in teh development and implementation of personnel policies and procedures.
• Conducted exit interviews.

Confidential, MCALLEN, TX

HUMAN RESOURCES & OPERATIONS MANAGER

Responsibilities:

• Managed a broad range of HR functions, including payroll administration (100) employees, benefits/401K enrollment and administration, HRIS database, personnel file management, HR policy development, employee screening/hiring/recruiting, and staff training/development programs.
• Oversaw and performed all accounting functions, such as General Ledger Management, Accounts Receivables, and Accounts Payable. Knowledgeable in Procurement, Vendor Relations, and Strong Customer Relations.
• Spearheaded teh implementation of a new computer-generated invoicing system designed to automate processes and enhance efficiency.
• Worked with Senior Management to create Human Resource policies and procedures, recruited employees, generated group benefits database, developed orientation programs, created, and maintained training and incentive programs.
• Managed all day-to-day HR/Operations responsibilities, including salary/bonus planning, staffing retention/resource plans, on/offboarding, and performance management.
• Drove transition from outdated HR systems into a fully integrated HRIS platform, instantly improving analysis, reporting, and planning capabilities while streamlining daily HR functions.

Confidential, SAN ANTONIO TX

HUMAN RESOURCES GENERALIST

Responsibilities:

• Researched, implemented, built, and maintain teh company’s HRIS system, Namely.
• Worked with CEO to create and implement employee benefits offering (medical, dental, vision, etc.)
• Manage end-to-end payroll for 50 employees.
• Develop and implement company policies and procedures and created an employee handbook.
• Create detailed reports related to recruitment, retention, compensation, compliance, and diversity.
• Execute teh performance management process, including data analysis, compensation, bonus, and forecasting.
• Participate in New-Hire Orientation throughout teh year.