Al Dominguez, Shrm-Scp Email & Phone Number

New York, New York, United States

Lead the organization in solidifying its dedication to incorporating diversity, equity, and inclusive practices across cultural aspects, leadership capabilities, talent management, and organizational learning and development. PowerMyLearning's mission is to advance educational equity nationwide by activating the power of collaboration between teachers, students, and families by partnering with schools and systems across the country.Key Contributions:• Enhanced organizational sense of belonging: Elevated the "I feel like I belong" score by 8%, surpassing industry benchmarks and highlighting a commitment to fostering an inclusive and supportive organizational culture.• Led initiatives that resulted in a remarkable 29% improvement in the "I am satisfied with how decisions are made" score, surpassing the Culture Amp industry benchmark and showcasing effective leadership in inclusive decision-making processes.• Collaborated with senior leadership and the Board to develop a comprehensive Diversity, Equity, Inclusion, and Belonging Philosophy and commitments, aligning organizational values with best practices.• Developed and delivered impactful monthly professional development content for organizational leaders, including the Fundamentals of Inclusive Leadership, Mitigating Unconscious Bias, and Building Diverse Teams, fostering enhanced leadership capabilities.

New York City

Lead People Operations for the premier national advocacy and services organization for LGBT elders. The Senior Director of Human Resources position was created in 2019 to partner with senior leadership to align HR strategy and operations with current and new strategic objectives while driving employee experience, creating impactful training opportunities, and developing a cohesive DEI framework and strategic plan. Key Contributions:• Provoked positive changes in employee experience as evidenced by a 9.9% increase in positive employee morale and experience responses from 2019 to 2021. • Increased headcount by 27% from 2019 to 2021 with an additional 23% budgeted headcount increase through June, 2022. • Achieved a 10% increase in the percentage of BIPOC staff and a 25% increase in the number of critically needed bilingual care-management staff from 2019 to 2021. • Produced a two-year DEI Strategic Plan including a core curriculum of training (e.g. Implicit Bias, Fierce Conversations for Effective Cross-Cultural Communication, and Affirming TGNB Employee Manager’s Training).• Spearheaded the transition from a Professional Employer Organization to fully in-house HR operations while realizing an overall 17% decrease in administrative costs including a 6% reduction in health care premiums. • Expanded access to gender-affirming care to TGNB staff by creating a TGNB Healthcare Equity Fund.• Led the change management process during the COVID-19 Pandemic including staff furloughs and an abrupt shift to fully remote operations. • Partner with Finance and Facilities to conduct a remote work analysis to redefine the future of work at SAGE as a hybrid remote/onsite work environment including the revision of the existing Telework Policy and Vaccination Policy.

New York, Ny

HR Business Partner to Chief Operating Officer of global nonprofit. Continuing to work with Board of Global Ministries in consultant role to provide continuity and manage international HR operations during reorganization and transition from US headquarters to a regiocentric organizational structure with offices in Africa, Asia, Europe, and South America. Key Contributions:• Consulting on overall HR strategy, diversity initiatives and recruitment programs - including social media integration.• Currently collaborating with developers to create a custom CRM/HRIS platform with focus on one overall system to encompass all HRIS/ATS/CRM platforms. • Managing transition during reorganization of new regional office, including HR, HRIS, compensation, and payroll functions.

Atlanta, Ga/New York, Ny

Spearheaded HR activities for global nonprofit with $56.5M operating budget and over 700 employees spanning 60 countries. Set strategy and oversaw multiple programs including recruitment/onboarding, incentives, and employee engagement. Analyzed policies, aligned global HR functions with organizational mission and vision, and recommended changes to policies and implementation. Designed and launched new global compensation structure. Consulted on diversity initiatives and recruitment programs - including social media integration and creation of inclusive, and positive organizational culture. Key Contributions:• Optimized workflow in onboarding experiences with minimized application time with HRIS ecosystem and improved data collection to accommodate 34.19% annual increase in new hires. • Transformed HR function from transactional to strategic by creating demonstrable value, and strategic alignment in recruitment, onboarding and employee engagement areas.• Fostered an inclusive & positive organizational culture by implementing novel policy changes, increasing overall transparency and providing managers with training and other resources.

Greater New York City Area

Partnered with senior-level international and financial unit staff to manage HR business. Spurred the reorganization of global expatriate compensation structure reducing cost of living index costs, analyzing competitive industry standards, and introduced sustainable alternative cost of living index. Transformed cost prohibitive defined benefit pension to a 403(b) defined contribution plan; outlined eligibility including grandfathered status and parameters for employer contribution; and directed communication processes and changes to payroll as well as HRIS. Developed policies, realigned program structures, and acquired incentives such as eligibility for student loan forbearance. Utilized ATS and standardized onboarding and offboarding workflow processes to optimize HR processes. Key Contributions:• Slashed expatriate cost of living index costs by 31% by dividing countries into static and high volatility cost of living locations with adjustment for subscription type and purchase frequency in static locations. • Accommodated 159.25% boost in new hires from 2013-2016 by efficiently streamlining employee life cycle from recruitment to onboarding processes.

New York City

Led and managed the recruitment processes prior to ATS utilization, evaluated internal databases to match potential applicants, and handled recruitment activities such as interviews and offer letters. Key Contributions:• Pioneered new HRIS ecosystem encompassing two Applicant Tracking Systems (ATS) – Taleo and Embark. • Increased diversity through partnerships with ATS developers enabling mobile applications and considerable use of social media for recruitment. • Customized CRM software.

New York, Ny

Managed new hire paperwork and processes including HRIS data entry, health benefit plan enrollment, and pension enrollment. Performed general HR department administrative tasks such as processing invoices, answering phone and greeting visitors. Key Contributions: • Processed biweekly exempt, and hourly staff time approval in ADP. • Created and maintained employee records in accordance with organizational record keeping policy.

Greater New York City Area

• Worked in teams to gather survey data• Conducted surveys• Transcribed data

Greater New York City Area

• Transcribed respondent interviews• Other duties as assigned