Employee Relations, Investigations, and Operational Excellence

Developed strategies within the centralized People Experience Org and resolved complex employee relations matters rooted in Performance, leadership development, and employee Workplace concerns within the Tech Eco-System, Marketing, and Sales groups, and a heavy, non-exempt seasonal population, across the U.S. Key Results:• Successful close out of 194 performance cases (YTD) managed within Salesforce, resulting in an amicable resolution for employees whose skillsets were not aligned with the current / future role within the Org• Elevated employee performance by 25%; provided Managers with varying coaching methodologies and performance acceleration framework• Liaison with Accommodations team - navigated pausing on performance actions to ensure an interactive process takes place – provided guidance and education to leaders to positively navigate Leaves & Accommodations scenarios• Resolved performances cases with an Immigration component, resulting in employee exits (H1B, PERM, TN)

Provided consultation to leaders and HRBPs for complex Employee Relations and Investigations cases. Partnered directly with Legal, external counsel, and Financial Crimes to resolve employee cases with an Ethics element, while providing guidance to leaders to reduce workplace disruption.Key Results:• Led complex investigations with multiple witnesses, a public facing element, and high visibility, informed stakeholders within the business, shared findings, and recommendations• Resolved unsubstantiated claims involving protected classes with heightened org visibility; created positive impact, repaired harm, and increased employee engagement• Program Manager for BECU’s first Immigration cases (H1B, TN Visas); built ground up Immigration program foundations including I-9 compliance process changes• Managed due diligence and compliance tracking for multi-state efforts, as Org reviewed requests and business needs to begin operating in new states• Co-developed manager training for more than 150 Managers on Employment Law & Leaves foundations in partnership with Learning and Development, based on case studies and data collected quarterly, resulting in elevated manager capabilities

Provided consultation on policy, performance management, and team conflicts and supported employees as they navigated complex workplace concerns. Partnered closely with Ethics and Investigations and Accommodations to resolve escalated employee concerns.Key Results:• Implemented sound and candid guidance to leaders during Year End Talent & Pay Process to ensure their delivery to employees was in line with Intuit’s values, resulting in 33% less workplace concerns and claims• Triaged employee relations cases, from intake to identify risks, competency gaps, and solutions to address different case types and complexities appropriately using org guidelines and policies set forth; conducted 1:1 consults and managed my own case queue within Salesforce (200 cases YTD); assign cases to greater ER Team (2,000 + cases YTD)• Led internal project work for ER team in areas of onboarding and evolving the existing PIP process

In this temporary contract role, I provided HR Leadership and guidance to a single work site (200 employees) that was part of a global chemical distributor. (10,000 + employees) Led a team of (3) direct reports and partnered with leadership to resolve employee relations matters around performance, attendance, ADA & Leaves, and workplace concerns.

Strategic partner to leadership in areas of performance coaching, employee concerns, and risk mitigation, resulting in stronger project teams, minimized team conflict, and reduction in company risk.Impacted by reduction in force of 10%, as the org did not move forward with acquisitions as planned and my position was eliminated.

Promoted to fulfill a broad range of People and Culture Leadership functions, in areas of employee relations and employee engagement. Supported a business unit responsible for generating $20 million in revenue. Provided consultation to leaders and employees in the areas of employee relations and engagement. Facilitated conversations amongst project teams with severe interpersonal conflict.Key Results:• Recruited, hired, trained, and developed an Operations and HR/Administrative Team (3-6 direct reports + an additional 10 with dotted line reporting); developed new succession plans to allow for the overall team to increase their billable time• Successful development and execution of new manager training for 12 new leaders, focusing on areas of employment law, hiring, leveling strong teams, performance management, and risk mitigation• Developed and project managed comprehensive Org development and succession plan to increase retention by 15%

Liaison between designers and engineers, clients, and owner’s representatives. I had interest in returning to the Project Management side of business but realized my passions lie in Employee Relations and complex people matters.

Led all HR and Operations functions in a rapidly evolving start up, comprised mostly of BI analysts and developers. Strategic partner to Directors in areas of worker conflict, policy creation, performance management and employee coaching.

staffing agency, providing home health care in King County; EE Count: 50-70 Advised COO and Director of Operations on employee relations matters, hiring, and terminations, as well as policies regarding wage and hour, FMLA, and local, state, and federal laws.