Ashley Sanchez Email and Phone Number

• Led HR/P&O business partnership for corporate functions (Technology, Marketing, Finance, Legal, and Oral Care), offering strategic leadership and support.• Orchestrated comprehensive talent and performance programs encompassing talent reviews, succession planning, development strategies, goal setting (Objectives and Key Results), performance management (Connects), and coaching, driving enhanced organizational effectiveness.• Adapted P&O programs within corporate functions, harmonizing best practices with unique team/business requisites, fostering flexibility, and agile implementation.• Oversaw organizational design and headcount budget planning for Technology and Legal departments, driving financial savings while providing influential counsel on broader company design strategies.• Engineered tailored engagement strategies focused on the Company’s core pillars (Purpose, Connection/Community, Belonging, and Growth), fostering team-specific commitment and motivation.• Provided adept leadership coaching throughout the employee lifecycle, navigating development pathways, and addressing performance concerns with finesse.• Delivered adaptive, customer-centric talent and performance programs, instilling a culture of coaching, feedback, growth, and results-oriented approaches.• Ensured the delivery of programs, processes, and services aligned with business strategies and requirements.

• Headed a skilled team, offering consultation and expert guidance in areas of continuous improvement (processes and systems), talent and performance programs, project management, and talent analytics.• Formulated and executed a comprehensive continuous improvement strategy, introducing a prioritization methodology for tracking and prioritizing systems, processes, and policy-related projects. Established a governance body, aligning key stakeholders on roadmaps and solutions while devising metrics for measuring success.• Led the continuous improvement team, spearheading HR process and systems initiatives with strong focus on optimizing talent acquisition, offboarding, and contractor processes.• Fostered alignment among P&O and cross-functional stakeholders, globally enhancing processes, operations, tools, and data/insights to elevate team member experience.• Successfully delivered 105 projects and enhancements in 2022, resulting in ~750 total annualized hours saved.• Orchestrated a strategic transformation of performance and talent programs, fostering a culture of continuous coaching and feedback, driving high performance and growth.• Recognized the need for and designed leadership training on critical topics such as competency-based feedback, talent assessment, and performance conversations.• Directed prioritization and solution decisions for the ServiceNow HR Service Delivery product, aiming for efficient processes and a positive Team Member experience.• Consolidated P&O OKRs, priorities, projects, and success measures into a coherent monthly executive presentation, aligning business priorities with the P&O roadmap.• Served as the P&O lead for an RFP to select a new HCM system. Gathered requirements, conducted vendor scoring, developed implementation timelines, prepared the business case, and presented to executives for approval.• Initiated a talent analytics dashboard for P&O BPs and executives, facilitating data-driven insights and decisions.

• Provided P&O business partner support to Chief Information Officer and global Technology organization, facilitating alignment between P&O strategies and the Technology vision.• Collaborated closely with the CIO and Senior Leaders to craft organizational design and devise a comprehensive people plan tailored to Technology's needs and future growth.• Devised the talent strategy for the team, identifying pivotal opportunities to develop, expand, and procure talent. This included selecting and onboarding a strategic vendor partner, establishing a "Tech University," and bridging internal talent gaps to fortify future capabilities.• Executed diverse P&O projects and initiatives encompassing performance management, organizational design planning, job evaluation/leveling (utilizing Hay methodology), goal setting, and employee engagement strategies.• Designed, launched, and implemented a robust career pathing framework and training program for all Technology team members, fostering career development opportunities within the organization.• Directed employee engagement endeavors for client teams, conducting effective "listening sessions" and formulating engagement action plans to enhance team morale and satisfaction.• Initiated a talent assessment framework and retention program, proactively identifying and addressing key talent needs, retention risks, and skills gaps within the organization.• Managed headcount budgeting and collaborated with FP&A and TA partners, ensuring precise budget allocation and successful recruitment efforts for the team's growth and sustainability.• Offered coaching and leadership counseling for all Technology leaders, providing guidance on various people-related concerns to foster effective leadership.• Collaborated with Compensation to ensure precise market data for technical roles and conducted a comprehensive compensation review for engineering positions, ensuring competitive and fair remuneration.

• Garnered executive endorsement to expand a pilot performance management program across the entire enterprise. This encompassed implementing quarterly performance check-ins, facilitating coaching and feedback training for leaders, leveraging the OKR methodology, and conducting quarterly upwards feedback surveys.• Formulated a comprehensive project plan for the global enterprise program launch, collaborating with international partners to scale and manage intricacies across diverse cultures.• Spearheaded efforts resulting in a notable 27% increase in weekly performance feedback sharing by leaders, amplifying the culture of continuous feedback within the organization.• Presented a data-driven recommendation on performance ratings to Asurion’s executive committee, securing approval to extend an alternative "no-ratings" approach to additional employee populations, fostering a more adaptive performance evaluation system.• Led the seamless integration of the talent review process with performance management cycles, ensuring a unified and cohesive talent and performance experience for employees.

• Designed a comprehensive global performance management transformation strategy, collaborating with cross-functional teams including HR Business Partners, Compensation, Analytics, business leaders, and executives.• Acted as the project owner for the performance management transformation, driving the design, implementation, and evaluation of an innovative approach rooted in research and industry best practices.• Successfully executed coaching and feedback training for all people leaders, with an impressive 98% of leaders expressing confidence in applying their newly acquired skills in their roles.• Oversaw notable differences ranging from 7.7% to 22.5% on crucial leadership indicators between control and pilot groups, signifying the effectiveness of the performance management program redesign.• Achieved a 95% employee favorability rating and increased effectiveness in performance coaching among pilot group employees who operated without performance ratings.• Led RFP process to select a new technology supporting performance management and transparency of OKRs.• Designed and implemented an upwards feedback survey, empowering teams to provide feedback to their leaders.• Introduced the OKR concept and developed comprehensive training materials for HR Business Partners, leaders, and employees, fostering goal alignment and clarity.• Collaborated closely with business leaders and HR Business Partners to bolster organizational effectiveness, leadership development, career growth, and talent requirements within the Finance, Legal, and HR functions.

• Expanded client support to encompass Program Management while effectively managing responsibilities from the previous role, ensuring continuity and enhanced service delivery.• Implemented Korn Ferry Talking Talent methodology, bolstering talent assessment and succession planning initiatives for the organization.• Provided crucial support to client groups during organizational changes, playing a key role in organizational design, impact analysis, and developing comprehensive communications and change management strategies.• Collaborated closely with the Compensation team, successfully applying and integrating the Towers Watson career leveling framework within client populations, ensuring consistency and fairness.• Project manager overseeing the pay planning and equity processes for corporate functions and Europe, ensuring efficient and equitable processes across diverse regions.• Achieved notable year-over-year improvements in employee engagement metrics for the Product team across all employee engagement/experience survey questions, enhancing the team's overall satisfaction and performance.

• Provided extensive support and coaching to the SVP of Global Product and the HR leadership team, operating within a globally dispersed client group presence.• Led the development and execution of human resources and organizational strategies aligned with business objectives and overarching client strategies.• Acted as a trusted advisor and strategic business partner to senior leaders, specializing in addressing people and organizational matters. Areas of expertise included talent selection, organizational effectiveness, employee experience, retention, succession planning, career development, performance evaluation, compensation planning, recognition, and managing workforce reductions due to business transformation projects.• Designed and conducted career development training sessions tailored for the Product and HR organizations, encompassing job families, career pathing, and competency frameworks to foster professional growth.• Orchestrated the employee engagement survey within client groups, meticulously identifying actionable insights and implementing strategic initiatives to address identified areas for improvement.• Headed the HR Employee Experience work-stream, organizing efforts to elevate engagement levels within the team.

• Offered extensive client support to middle tier application development, Asia-Pacific UI development, and security groups within the Technology team, collaborating with global client groups.• Provided strategic consultation to leaders on talent management, performance enhancement, human capital strategies, and compensation.• Formulated, implemented, and championed a spectrum of organizational initiatives, focusing on retention strategies, engagement enhancement, change management, talent acquisition, and professional development.• Played a pivotal role in designing and launching a comprehensive career path framework for employees and leaders within the global Technology team, facilitating career growth and progression opportunities.

• Expanded HR Coordinator role to encompass additional responsibilities.• Executed full-cycle recruiting, collaborating closely with hiring managers to identify needs, create requisitions, source talent, and extend offers.• Played a pivotal role in supporting the internship program, actively engaging in career fairs, recruitment efforts for intern positions, and organizing tailored events for interns.• Provided coaching and guidance to managers and associates, addressing performance- and behavior-related concerns, including offering assistance in drafting corrective action documents when necessary.• Collaborated with managers on performance management strategies and facilitated performance appraisals.• Assisted associates with various matters including FMLA issues, general leaves, and short-term disability inquiries.• Conducted monthly benefits presentations for new hires and served as primary contact for benefits-related queries.• Designed and maintained a comprehensive tracking and reporting system for IT recruiting endeavors, ensuring effective monitoring and analysis of recruitment efforts.

• Cultivated partnerships with local universities and career centers to enhance recruitment efforts.• Managed the comprehensive pre-hire check process, initiating background checks, drug screens, and CRD (FINRA) checks. Coordinated new hire paperwork and served as the primary contact for both new hires and internal stakeholders.• Ensured seamless communication with new hires, promptly addressing any issues throughout the pre-hire process.• Served as technical point of contact and system administrator for the Taleo applicant tracking system.• Contributed to the Taleo 12 migration team by reviewing the user interface and proposing enhancements for improved functionality, as well as solely developing training materials and conducting live training sessions for recruiters and HR partners across the enterprise.• Managed pre-hire testing procedures through multiple vendors, ensuring efficient and effective testing processes.• Executed full lifecycle recruiting processes, ensuring a robust and inclusive recruitment process.• Collaborated cross-functionally with Benefits, HRIS, and Payroll, providing support to resolve associate inquiries.• Conducted exit interviews, analyzed data, and identified trends to drive solutions for continuous improvement.

• Conducted extensive research on structured interviewing, recruitment methodologies, and onboarding practices to identify and implement industry best practices.• Authored complete HR policies and procedures focusing on recruitment, interviewing techniques, and onboarding processes, ensuring alignment with industry standards and compliance.• Identified and addressed discrepancies in practices and policies across multiple Jackson offices, streamlining processes for enhanced consistency and efficiency.• Conducted applicant resume screenings and phone interviews for a diverse range of positions, both exempt and non-exempt, across various departments, ensuring a qualified candidate pool for consideration.