Support Transmission & Distribution as an HR Business Partner, providing consultation, strategic analysis, advice, and education to managers/supervisors and executives pertaining to employee engagement, people challenges, and HR solutions.• Function as a strategic thought partner for multiple areas within the T&D Operating Unit to collaborate with and influence the decisions of operating unit executives and the development of effective HR solutions • Collaborate with HR functional areas to facilitate the implementation of major corporate initiatives such as salary planning, leadership development, performance management, and talent planning. • Provide client groups with ideas and challenge on people programs, organization development and other HR-specific or business initiatives. Analyze people related metrics, trends and root causes to develop solutions that balance HR risks and cost management throughout the organization. • Provide relevant data and analysis and consult with project team on reduction-in-force. Involved in decision-making and execution. • Execute annual Non-Executive Succession Plan Review, Key Roles/Mitigation Plan updates and updates to the Non-Executive Talent Planning Tool• Support and drive cultural transformation within assigned organizational units related to organizational re-design and workforce optimization efforts• Consult with managers at all levels on employee relations issues around interpretation of HR policies and government regulations, performance management, compensation, benefits, terminations, and workplace conduct.• Partner with Recruiting on the Engineering Internship program

Managed the development and implementation of special projects, assignments and action items as assigned by the HR Business Partner Director, which have major operational and financial impacts from inception to completion. Manage a small team’s day to day responsibilities in support of Business Partners, Organizational Effectiveness, Labor Relations and Employee Relations teams.• Ensured deadlines and deliverables are met, including: planning, coordinating and integrating a variety of work activities. • Interacted and collaborated with HR Departments and HR Leaders to gain buy-in from relevant stakeholders and develop consistent implementation plans to ensure effective partnering; providing substantial input on long-range business planning and process improvements; identifying and evaluating issues of major impact to the company and HR in determining strategic solutions. • Provided advice, counsel, support and appropriate execution of tools to the HR BP Director.Project managed enterprise-wide organizational transformation efforts by facilitating the development of tools to select the talent needed for the future organization. Managed OpX project team including directors, senior managers and technical experts through entire project management life cycle including charter development, risk analysis, communications planning, and project closure.

Lead Project Manager for HR's data and testimony preparation to support company’s tri-yearly CPUC's General Rate Case. Oversaw the preparation of three HR GRC exhibits to obtain rate recovery for approximately $400 million in Company and department expenses.• Project managed a cross functional team of over 15 SMEs responsible for design, development, and implementation of a variety of moderate to complex regulatory, compliance and risk mitigation related projects which consistently met demanding timelines over a 3 year period.• Regularly consulted with senior management and executives on Policy Management, program integration, and implementation, creation and/or revision of over thirty HR policies that ensured alignment with Policy Management program and publication standards.• Served as HR point of contact for SCE’s FERC Rate Case Team; supported FERC Rate Cases by responding to data requests in a timely manner. • Managed Senior Business Analyst in completion of regulatory activities; led ad hoc projects in the support of key regulatory and compliance initiatives.• Provided guidance to HR Senior Leadership Team (HRSLT) on key regulatory and strategic issues regularly. Provided HR management with timely analysis of party positions; provided recommendations to HR management for decision-making on how to respond to testimony and data requests, resulting in HR recovering 95% of rate recovery.

• Supervised clerical staff to include Guidance Office, Attendance Office, Discipline Office and ASB Office.• Lead the clerical staff through major transformation in registration processes and office procedures, to include bi-weekly team meetings to gather information to analyze, assess, change and reassess.• Assisted in the coordinating and implementation of the schools five new Academies; working closely with the Administrative Staff, Lead Teachers, and counselors on an ongoing basis.• Composed and reviewed outgoing correspondence for consistency on a wide range of subjects requiring a thorough knowledge of procedures and policies of the District, as well as for format, grammatical construction and punctuation.• Handled escalated complaint calls from parents and students, while identifying problem and implementing solution.• Gathered and analyzed budget information, monitored and reported project status, and coordinated activities to ensure timely delivery.• Established and maintained confidential and administrative files and ensured proper compliance with retention and destruction schedules.• Directly responsible for recording and submitting accurate information regarding employee’s hours and employment, including yearly employee evaluations.