- Responsible for the traditional people management functions – Payroll, compensation &benefits, HRIS, review process, onboarding, offboarding, employee experience, andcompliance.- Help define, refine, and drive organizational culture as an agent of change, supportingthe business as it continues to grow and reshape itself based on business needs.- Lead the People Ops team.- Develop and implement HR infrastructure (people, processes, systems) with an eyetoward long-term growth expectations.- Spearhead and/or delegate the organizing of company social events (both virtual andin-person).- Vendor management for systems such as HRIS, Performance Management, andLearning & Development.- Collaborate with senior leadership to understand Formidable goals and strategiesrelated to staffing, recruiting, and retention (including DEI objectives) and collaborate ondeveloping strategic plans and budgets to align with those objectives.- Identify, recommend, and implement new HR processes, technologies, and systems toassure compliance with federal, state, and local employment laws, regulations, andrecommended best practices.- In collaboration with Finance, establish and administer the People Ops budget.- Maintain knowledge of current trends, best practices, and new technologies inorganizational development and present periodic updates on HR Analytics to leadership

Supported all functions globally. (US, Poland, India, UK)Directly supported the C-Level Leaders and Executives. Reorganized the company to create a dynamic cross-functional organization.Created career paths/ladders and a manager/employee career conversation guide.Implemented an employee exit interview process.Oversaw the performance management and employee relations programs.Developed succession planning and critical talent planning processes to help address retention.Spearheaded day to day performance management in collaboration with managers and employees.Addressed and resolved employee and operational issues with compliance, benefits and policies.Strengthened HR strategies for employee relations and management, creating consistent standards.Aligned training programs with current business needs through regular assessments of department and team needs.

Supported 1000+ employees across Compliance, Machine Learning, Data Science, Finance and G&A Organizations.Participated in a company wide DEI program.Managed a global team of eight including HRBP’s, recruiters and specialists.Oversaw the Performance Management and Employee Relations programs.Forecasted expected personnel demands and created a people strategy plan for each group.Developed succession plans and promotion paths for managers and employees.Assessed employee knowledge, company strategic plans and market needs to improve training programs. Workday Implementation Team Lead, delivered results early and under budget.

Managed a team of eight including HR generalists, HR Specialists and recruiters.Directly supported local site leadership with their people strategy.Created a robust employee relations program to help better manage call-center employees.Implemented employee-centric programs and policies to better reflect the company culture.Analyzed trends and metrics to develop solutions, programs and policies.Developed a leadership development program to help develop new leaders.

Supported the Field Service group across Canada, US, Puerto Rico and New Zealand and Australia.Directly supported the Field Service leadership team with their people strategies.Created a new level of management within Field Service adding 70 mid-level managers to better service Field Service Professionals and to drive results through coaching, communication, consistency.Developed and implemented training for all levels of management on interviewing and hiring best practices.

Responsible for the overall quality of Employee Records & Data processes and vendors including: Records Management (Iron Mountain) , Onboarding (Red Carpet), M&A, Work Authorization, Verification of Employment (The Work Number), Unemployment (ADP), Subpoenas and Executive Handling, while being flexible and adapting in a fast paced work environment.

Responsible for pre-screening interviewing, interviewing, background checks orientation for new team members, conduct team member performance evaluations, educate team members with benefits ( health, life, dental insurance, also 401(k) planning). Involved with disciplinary program (coaching sessions, verbal warnings, written warnings, dismissal)Managed payroll system and purchasing at the store level for one location in Tooele, UT. Ran time card reports and ensured team members got paid. Responsible for editing purchase requests and preparing purchase orders. Maintain files and records of materials, prices, inventories and deliveries.

Responsible for the day-to-day management of the store in accordance with overall company policy. Major parts of the job included recruiting and staffing, managing staff, finding new ways to improve sales, meeting customer demand.

401(k) Advisor: Developed and implemented 401(k) programs for multiple departments. Lab Technician: Responsible for laboratory based tasks, which included sampling, testing, measuring, recording and analyzing results in biological, chemical, physical and life sciences. Provided technical support to enable the laboratory to function effectively, while adhering to correct procedures and health and safety guidelines.