I joined Lenovo as HR Business Partner and quickly advanced to Senior HR Manager. Throughout my tenure, I have been consistently sought out to manage and support operational and workforce transformations. I restructure teams, coach and influence executives, and develop processes while creating cultures that empower employees in North America and around the world.As I have worked alongside executives and cross-functional teams—and seamlessly transitioned to different business groups and departments—I’ve made key contributions to:CLOUD / SOFTWARE (850 global employees)• Facilitated a major shift in the way Lenovo creates and delivers software by working with executives and employees to create and implement the organizational structure, systems, and processes.• Assisted in expanding from 350 to 850 global employees.COMMERCIAL TECHNOLOGY SALES (250 North American employees)• Selected to manage HR programs and operations for the multibillion-dollar NA Commercial Technology Sales group, with sales teams targeting corporate, healthcare, and public sector markets.• Paved the way for >35% growth anticipated in the next two years.CHANNEL TECHNOLOGY SALES (125 North American employees)• Increased efficiency and productivity for this business, which makes up ~85% of Lenovo’s total sales, by guiding the transition to a tiered-model structure.• Created segmented communities—and hired teams to support this new arrangement—to grow incremental revenue with educational (K12), small- to mid-sized business (SMB), and large enterprise clients.INDUSTRIAL DESIGN (150 global employees)• Enhanced operations worldwide by restructuring the global workforce and consolidating layers of management.• Strengthened leadership in the Asian market by hiring and relocating a talented Executive Director from the U.S. to Beijing.

I was tapped by Target to advance the corporate vision and achieve district- and store-level achievements as a trusted HR executive and business partner.As Executive Team Leader, Human Resources, I oversaw HR operations and implemented company-wide strategies at one of the company’s largest locations: Falls Church, VA. I was responsible for workforce planning, staffing, training, performance management, employee relations, labor relations, and administration of daily HR programs. Relocated to Durham, NC, in 2013.• Overhauled and updated statewide HR programs (staffing, training, and culture redesign) as HR District Resource.• Improved HR metrics by 10% in 2011 and additional 5% in 2012. • Prevented unionization through proactive HR programs and providing accessible, consistent leadership.• Won several awards by outperforming sales and payroll goals in two consecutive years; only the top 6% of locations accomplished this feat.• Reduced employee complaints by 40% in one year.• Increased retention by 12 basis points for team leaders and 10 points for team members.

I was promoted to oversee HR operations for the group and region in this highly visible and versatile role. I was accountable for training and talent development, benefits, performance management, and other HR programs while directing multiple administrative and customer-facing divisions and departments.• Established a wellness culture—and set the stage for lower benefits costs—by developing a Health & Wellness Committee and creating employee-centric programs.• Evaluated and recommended strategies to improve staffing, training, customer service, and overall performance across multiple teams.• Increased retention by 7%. Regional Human Resources (HR) Coordinator | HR AdministratorEnterprise Rent-A-CarRockville, MD2005 to 2010I started my career in human resources as HR Administrator and advanced to Regional HR Coordinator, planning and executing initiatives for the regional workforce. In these roles, I was responsible for performance management, employee relations, sensitive investigations, and personnel actions (promotions, recognition, terminations). I also advised management and staff on HR policies and best practices.• Researched and managed compensation changes to boost morale and retention.• Improved staff retention 8% in one year through coaching and career development planning.• Engaged employees in their own performance; increased on-time completion of performance reviews by 10%.• Earned OSHA certification and coordinated internal regulatory compliance efforts.• Served on the Group Public Affairs and Philanthropy teams.