[1-year assignment covering a parental leave]

Responsible for providing HR support & direction for the Global Hershey Experience & Licensing (GHE&L) GM and leadership team:- HR support of approx. 800-person client group, part-time & full-time/exempt populations, including GHE&L VP/General Manager and his leadership team (Marketing & Product Development, Retail & Retail Operations, Supply Chain & Logistics/Warehouse, Global Licensing)- Performance management (leading process, trainings, calibrations)- Employee relations (investigations, performance improvement plans)- Affirmative Action/EEO compliance- Safety (OSHA) reporting and compliance, as well as participation on Safety Committee & Risk Mitigation- Global organizational development & talent management (re-orgs, talent & succession planning)- Partnership with corporate HR groups (compensation & benefits, talent & org capability, etc.) to collaborate on specific challenges and issues that arise in the business globally Manage an HR team of 3; coach and provide direction around:- All-up recruitment and Chocolate World hiring processes (i.e. employment ads, interview guides, background checks, on-boarding processes, annual Job Fair, other recruiting events) - HR data entry & reporting - Updating employee handbook and policies- Employee locker & uniform assignment/distribution- Unemployment compensation responses/reporting

HR Manager for 30+ Microsoft Specialty (formerly “Holiday”/”Pop-up”) Stores across the U.S. & Canada during a period of explosive growth for the MS Retail businessAccountable for managing employee relations & performance management issues and concerns, adhering to companies’ polices while following guidance from Legal; drive resolution of issues, in collaboration with partners in staffing, ER Investigations team and legal and escalate when necessaryReceived the prestigious Microsoft HR OneHR Team Award for quickly and efficiently staffing and opening 34 Microsoft retail stores on the same day for the 10/26/12 launch of Microsoft Surface and Windows 8; worked diligently with the team to interview, hire and onboard over 300 employees into our stores in time for product training and launchResponsible for HR tasks related to complex retail store shut-down process: talent movement & transfers, terminations, relocation, interviews/placements in other stores, etc.

Supporting Microsoft's cloud strategy by hiring the brightest talent for our Global Foundation Services Group - the engine that powers Microsoft's Software Plus Services strategy!Consulted & influenced leaders in order to drive end-to-end staffing strategy (source, interview, offer, negotiate, close) & results for diverse (core tech and non-core tech) teams within the Global Foundation Services (GFS) team.

HR Trax is Microsoft’s accelerated Human Resources development program for top university intern and full time hires from around the globe. The Program features a two-year rotational experience (each 12-18 months) as a full-time employee. Individual career goals are matched with business needs through a tailored rotational experience; upon completing the program, HR Trax members emerge with a solid understanding of Microsoft HR, Microsoft business functions, a strong track record, and a network to propel them to future success.

HR deal lead on small, domestic acquisition (Prodiance, acquired by Microsoft Office Division [MOD]); Duties included: - Serving as point person to all levels of acquisition employees throughout acquisition process, including executive (CEO) interaction- Managing talent assessment process to determine capabilities, needs and transition issues, including: interviews, calibrations with acquiring business group (MOD) leaders, and offer delivery to target employees- Partnering with Business Group HR and Integration Manager on acquisition components, including project planning, change management and employee communications- Collaborating very closely with Compensation & Benefits, Corporate Development, Finance, IT, Operations, Real Estate & Facilities, & LCA to ensure smooth acquisition of company & transition to MicrosoftOwned communications workstream on a midsize, domestic acquisition (Canesta, acquired by Interactive Entertainment Business [IEB]); Duties included:- Providing & managing timeline for entire deal team for announce, sign and close activities- Creating FAQ and key messages document for target- Working with target HR to ensure communication plan was executed appropriately and timely- Working with deal team to draft weekly post-close newsletters for target populationEnhanced MS acquisition practice by helping to build capability in certain areas of M&A

Served as HRBP for U.S. BMO and U.S. DPE (totaling over 550 employees/managers); provided HRBP support for people processes, including MS Poll, Midyear Career Discussions, & Annual Review (including facilitation of calibration & manager meetings) Managed performance management issues, working with appropriate managers and Legal partners to ensure proper handling of employee relations matters (including investigations, annual review disputes, & general ER concerns)

Assisted with the Annual Review Process for BMO, facilitating all-up calibration session, presenting to over 50 managers on the review process, and conducting review model analyses, including reward differentiation testing; allowed for the understanding of complicated compensation plans for marketers and salespersons Reviewed the 2009 MS Poll data for the BMO to analyze year-over-year trends and presented poll results to the BMO leadership team; thoroughly examined the data, revealing problem areas around issues related to rewards & recognition, work-life balance, job satisfaction and employee engagementResearched development opportunities for high potential employees in MS North America, and worked with global MS subsidiaries to identify best practices and ways to augment HiPo development; 3 recommendations rolled out across U.S. and Canada subsidiaries

Valuable member of implementation and deployment team of Aon’s first online performance & talent management system, co-leading the global roll-out of annual objective setting, mid-year, year-end, development planning and multi-rater processes to 10 countriesProvided deployment and ongoing Level 1 support to over 20,000 employees via 100 global Line HR representatives, using a “train the trainer” approach: created training materials, presented global training sessions, documented processes and procedures, designed and published internal webpage to enhance level of manager "self-help"Joined the HR Information Systems (HRIS) team during final nine months, partnering closely with Line HR and senior leadership to marry business needs with technology capabilities; conducted system testing, prioritized/analyzed user feedback, troubleshot work-arounds; partnered with e-learning team to deploy upgrades to the Learning Management System; managed vendor relationships

Assisted students and alum with job correspondence, interviewing tips, and resume critiques, and familiarized them with eRecruiting, the Career Center’s online job databaseFacilitated overviews of the Career Center services through workshops and outreach projectsProvided clients with information on resources to conduct career research, general guidance with job search strategies and tips

Sourced and recruited using BrassRing and university career databases in order to select qualified applicants for appropriate job openings; screened over 50 candidates for various positionsStreamlined hiring procedures by maintaining an Excel tracking spreadsheet detailing applicants’ status; processed applications for completion of background checks and drug testsResponsible for aiding in the development of a communications skills training program for a specific department, incorporating vital workplace-related communication topics