Alina Gilmore Email & Phone Number

Marietta, Georgia, US

Strategic partner to the Executive Team developing and executing company plans and programs impacting people, resources, and logistics for all company locations in US and Costa Rica. - Directed business transformation efforts including reorganizations, resizing, outsourcing, office relocation, and changes of executive leadership.- Successfully increased.

Marietta, Georgia, US

Senior business partner to Sales, Credit and Customer Operations client groups/leadership, supporting achievement of business short and long term goals. Focused on organizational development programs and implementing key HR initiatives across the Company driving employee engagement, talent management and organizational change. Partnered closely with Talent.

Stafford, Texas, US

• Provided strategic and operational HR support to key client areas of the agency.
• Acted as change steward and trusted business advisor to management on talent management, culture and business operations
• Analyzed and generated awareness to implication of short and long-term business and human capital decisions, strategies and large scale change efforts that yield sustainable business results
• Initiated and sustained ongoing dialogue and provided solutions and recommendations to address business unit needs, change management and communication practices that impact roles, people and processes
• Provided support to the business in developing and executing business tactic and strategic plans
• Provided advice and consultation to all level of management on HR policies, employee relations issues and human resource laws and best practicesKey Contributions:o Improved internal customer satisfaction and efficiency.

Stafford, Texas, US

• Provided in-person and virtual HR support to up to 300 multistate management and employees
• Administered the company’s health and retirement benefit plans, including renewal of benefit plans, benefit plan design and implementation, compliance and TPA vendor management
• Enhanced performance management process by defining and including core competencies, creating goal setting tools, introducing calibration and in-depth analytics to the process
• Provided leadership to Payroll/HR Specialist ensuring payroll, benefits administration and recruiting activities were completed within assigned parameters
• Designed and implemented a smooth onboarding experience by implementing Red Carpet and integrating with Open Hire to improve HR efficiency
• Designed and conducted HR compliance and soft skills management training: FLSA, hiring and managing effectively, effective team meetings, performance management etc

Sourced candidates for management positions.

Macon, Georgia, US

• Implemented recruitment metrics: sourcing effectiveness, cost of hire, cost of poor hire, time-to-fill
• Researched benchmarks and analyzed data on topics related to recruiting, compensation and personnel administration
• Analyzed job descriptions and defined standardized requirements for similar jobs
• Identified factors that define pay grades for clerical jobs
• Created new exit interview questionnaire

Lugano, Canton Ticino, CH

• Responsible for setting up the company branch: location, office, technology, staff, legal compliance,
• Hired, lead and trained a team of 3 Research Assistants and 1 Junior Recruiter

Austin, Texas, US

• Managed internal, external recruiting as well as staffing agencies
• Participated in compensation and benefits surveys and recommended compensation adjustments
• Partnered with internal clients to determine improvement opportunities in company’s operations
• Administered company’s policies and procedures and ensured legal compliance
• Teamed with supervisors and employees to solve performance and work environment related problems
• Identified, tracked and analyzed key performance indicators (KPI) of HR function such as: compensation budget, benefits costs, overtime, personnel turnover, absenteeism, headcount, recruitment

Austin, Texas, US

• Full-cycle recruitment: selected, screened, interviewed, assessed candidates and extended job offers
• Conducted new employee orientation to foster positive attitude toward organizational objectives
• HRIS: member of Kronos time attendance software customization and implementation team
• Spearheaded job descriptions documentation projects for all positions, resulting in a 98% complete database
• Created and implemented policies and processes on exit interviews and promoting from within