Strategic HR Business Partner to the CIO, IT Leadership Team, and employee base of ~250 employees. Partner with leadership to create and implement effective people strategies to help drive results on the long term IT strategy. In addition, collaborate with CoEs to facilitate/deliver all annual HR processes, and design and deliver change management and organizational effectiveness efforts to the IT department.

Independently provided HR and Labor Relations leadership to two plants with ~300 employees and ~280 contractors. This included overseeing communication and change management related to flood emergency response efforts, leading the roll-out of all HR Annual Processes, facilitating monthly staffing and succession planning meetings, analyzing data to determine headcount projections for the next two years, and sponsoring an employee committee which required managing a cost center of ~$180K.

Strategic HR Business Partner to the global IT Strategy team, which included facilitating all annual HR processes, partnering with HR CoEs, assisting in implementing a plan to drive behavior change across the organization, analyzing data on attrition to assist in annual headcount planning, and facilitating organizational effectiveness sessions to various teams. In addition, provided Staffing & Development (S&D) guidance to a global IT organization of over 5000 employees, which included managing the global roll-out of the Individual Development Plan (IDP) update process, assisting in the design/creation of a new web-based S&D tool which housed the 1100 IDPs, and leading the change management and communications for the new S&D tool roll-out. Proven ability to facilitate large change management efforts on a global scale, as demonstrated by acting as the IT HR lead for a global project migrating positions to a new country.

HR Business Partner to multiple C-Level Executives and their business units, including: College for Financial Planning, Corporate Communications and External Affairs, Corporate Development, Ethics and Compliance, Legal, Corporate Real Estate and Global Security. Proven ability to coach and counsel senior leaders on employee development, employee relations, performance management, organizational design, talent planning, and compensation related matters. In addition, provide HR support to one expatriate and assist with Merger and Acquisition HR activities as needed. Projects are focused on organizational restructuring and change management, such as creating an HR Integration Process Guide and related tools to be used during Merger and Acquisition activity.

Associate HR Manager to the Cereal, Maintenance, and Engineering Departments at a unionized manufacturing facility. Partnered with and provided daily HR support to 250 union and non-union employees. This included implementing and managing annual HR Processes such as the performance management cycle, objective setting, recruiting, and people and organization review. Also responsible for Labor Relations support, driving Continuous Improvement initiatives, on-campus recruiting efforts, and seasonal employee management.

HR Intern to the Corporate Recruiting Department at General Mills. Led three cross-functional teams of up to eight people including professionals in HR, Marketing, and Assessment Consulting. Project work consisted of designing and constructing enhanced assessment tools such as on-site interview/case materials and calibration guides for the Marketing team. Also created and co-facilitated a detailed interviewer assessment and calibration training to the Marketing interview teams.