-Act as strategic business partner that provides comprehensive HR support to the global Drilling & Evaluation and Production product lines.-Coach client group leaders on HR related topics to ensure understanding and compliance and impact on business-Partner with COE teams to support the implementation of new policies, plans, and procedures to ensure client group understands changes and impact-Collaborate with business leaders to solve complex organizational challenges, with a focus on developing and executing strategies to help recruit, onboard, retain, develop, and compensate talent-Provide council and direction regarding employment and labor relations matters to ensure timely and effective resolution-Partner with business leaders to complete talent management process including conducting talent review sessions and succession planning discussions

-Partner with executives and outside consulting firms on organization culture change and transformation initiatives-Led transformation initiative of aligning company auto benefit to market standards resulting in 9M in savings-Support all Western Hemisphere employees by coaching and consulting on HR inquiries, including, but not limited to recruiting, onboarding, employee relations, and engagement-Act as change agent by partnering with organization leaders to drive HR related goals, policies, and procedures across the organization-Work collaboratively with HR peers on special projects and initiatives that bring standardization and efficiencies-International travel to Switzerland, Germany and Middle East in addition to travel around the US-Accountable for headcount reporting/analysis for entire US-Responsible for training US Human Resources team on all HRMS related activities

Rotation 1 – HR Generalist, TX Gulf Coast /Midcon Areas-Ensure management has a consistent approach with hiring, termination, promotion, performance reviews, and following appropriate HR policies and procedures-Coach and mentor managers in Performance Management responsibilities by providing guidance on Corrective Action/PIP conversations between manager and employee as well as ensuring correct and accurate documentation is recorded-Own recruiting cycle from start to finish including requisition opening, new hire orientation and partnering with the hiring managers to understand business justification for position while overseeing third-party recruiting vendor’s process to ensure position is filled in timely manner-Manage headcount by partnering with the business to ensure support ratio is maintained and conducting reduction in force when necessary-Provide guidance on how to best manage the development of high-potentials to ensure their retention-Act as client group’s point of contact for all employee relations mattersRotation 2– US HRMS (HR Data)-Lead the 2015 US data audit project to 100% accuracy by instructing field HR to adhere to various employee data guidelines-Coordinate with Global HRMS Manager to develop several global HRMS queries and reports to be distributed to HR populationRotation 3– Talent Management-Assist with the execution of Career Horizons by partnering with the business leaders to complete the toolkit forms, identify successors and high-potentials, and create strong development plans for mid-management level employeesRotation 4 – Global HRMS-Support Global HRMS Manager with reporting key metrics by creating monthly recruitment dashboards and pivot tables in Excel- Assist in reporting monthly average recruitment costs, time to fill, and time to onboard in monthly scorecards-Created Global Support Requisition Approval Matrix to reflect additional changes requested by WFT leadership

- Administer exams for students with disabilities in regards to personal assistance, professional direction, and guidance for time management and scheduling- Assist in organizing and programming students with disabilities' testing calendar within the Testing Administration Center

- Coordinated and managed career development workshops and team building activities for a sustainable summer intern programfor future utilization to ensure all interns gain immense value from their experience with BP- Improved site’s community outreach efforts by standardizing the current process while coordinating with overall company efforts and creating a uniform toolkit to be utilized when employees are speaking or recruiting- Managed the full-cycle recruitment process by reviewing resumes, developing interview questions, conducting phone screens, and participating in on-site interviews while considering company fit and the essential functions of the role- Implemented a new Leaves Certification Process in compliance with federal and state employment laws by coordinating with the central legal department and by educating leaders on the new process and added benefits- Modified all stages of the hourly hiring process by creating interviewer training materials and interview guide templates and updating job descriptions to ensure the essential functions of the job are documented- Updated employee training materials utilized in the new Exception Time Reporting Pilot based on feedback from pilot participants to improve the process prior to site-wide implementation

- Revamped job description database (300+) by creating all missing entries and reformatting all existing descriptions to ensure FLSA compliance, protect the company, and mitigate legal risks- Used market pricing to analyze competitor’s rates in order to determine salary and bonus options for employees- Developed a detailed onboarding checklist that HR and management now utilize to ensure each new employee has a successfulonboarding experience- Improved interview guides to ensure recruiting department onboards candidates that fit company needs and culture- Created materials to develop and assess key leaders of the company to complete succession planning

- Developed an onboarding checklist and hosted training sessions for new students workers joining all engineering departments- Reviewed resumes and conducted phone screens for graduate assistant candidates- Answered department telephones and scheduled meetings for all professors in the department

- Increased visibility of the Free Trade Agreement certification process, resulting in lead time reduction from 29 days to 9 days- Reduced the number of overdue customer certificates from 26/month to 4/month by adding standardized templates to the extranet - Implemented SharePoint workspace workflows between strategic sourcing, customer service and compliance