I partner with C-suite executives across the company in various corporate functions (Marketing, Finance, Sales, Engineering and Technology, Legal, etc.) to execute people plans and strategies designed to maximize the experience and efficiency of their teams and departments. My focus includes organizational design and planning, succession planning and talent management, compensation planning and reviews, etc.In this role I manage a team of 2 to proactively serve our businesses and guide leaders on best practice planning, communication, and employee development.Highlights in this role include:- Creating, from scratch, a succession planning program for the organization identifying talent strengths and deficiencies- Leading several organizational re-structuring initiatives aimed at maximizing efficiency and collaboration across the organization- Executing a global organizational re-structure in our China office- Creating development opportunities and career path resources for employees across various functions- Building a culture where eHealth was recognized as "A Great Place to Work"-

In this role I am the HR leader for all of the corporate functions of the company, including; Marketing, Legal, Engineering, Finance, Accounting, etc. I manager another HRBP and work with C-level executives driving organizational design and people strategies focused on achieving company objectives and profitable business growth.

In this role I am the main HR contact for our sales, marketing, and legal departments. I interface regularly with C-level executives to create people strategies to drive business profitability and success. My focus in this role is on sustainable organizational design, leadership development, performance management strategies, and talent management and retention enabling an improved culture remote environment. Some of the highlights of my time in this role are;- successfully navigated COVID and transition to remote-first environment- re-vamped seasonal recruiting efforts yielding better performing employees- aligned performance management, compensation, and training to produce better sales results- implemented several policies (COVID leave, disaster relief, attendance) which have enabled a better employee experience and given managers more guidance - created a career path progression plan for the sales team designed to help retain sales professionals and enhance sales performance- executed on several organizational changes and reductions in force

Promoted to support the entire operations organization (Field Operations, Customer Excellence/Support, and Supply Chain) regarding compensation and engagement. Role also expanded to include being the sole HR Business Partner for the direct-to-home (DTH) Install organization (1500 employees). Role includes providing strategic support for compensation management, design, and implementation through regularly meeting with Directors and VP's.

Chosen by the SVP of HR to manage the selection, implementation, and stabilization of a company-wide LMS. I quickly integrated myself into the training team and worked cross-functionally with multiple departments to ensure an on-time successful implementation. I was also responsible for working with both the new vendor and old vendor in starting and terminating those relationships.

Recruited back to Vivint to stand up a new position with focus on compensation and engagement for the field operations organization. The go-to contact regarding all things compensation for all 3000-4000 of the companies remote service and installation employees and management. Manage various variable pay programs with a focus on ensuring we pay competitively in all markets in the US and Canada. Relied upon to work with various departments and stakeholders to project manage compensation processes and payments. Role also includes being the go to contact and project manager for all things HR, from talent management and development, employee issues, etc. Highlights include;- created a company-wide (beyond the scope of my role) COVID management process- completed multiple rounds of pay analysis and market adjustments to improve competitiveness in pay- took a disorganized engagement system and created processes and structure resulting in higher utilization and more engagement by managers- implemented a compliance driven mileage reimbursement system for seasonal installation employees-implemented Awardco (a employee engagement platform) to effectively manage competitions and spiff incentive programs- managed company swag ordering, inventory, and allocation and created budgetary system to assist managers in engaging their employees

Recruited back to Cyprus to manage a team of 6 other HR professionals and provide strategic vision and direction for all facets of HR, including; recruiting, benefits, internal communication, employee relations, budget management, payroll, training, HRIS, etc. Highlights included:• Implemented variable compensation plans and an employee bonus structure resulting in improved company performance• Built a new organizational design and structure to facilitate further growth• Implemented a new ATS, video interviewing, and improved candidate experience• Added an employee assistance program; and implementing a new intranet

Joined Vivint to gain additional experience through providing tactical and strategic HR support for sales and corporate departments of the business. Significant experiences include:• Boosted sales culture and accountability resulting in record breaking sales numbers• Executed succession planning initiative for the entire organization• Developed variable sales compensation plans• Executed employee engagement survey with over 80% participation• Significant planner and HR participant in two reductions in force

Began working as part of a three-member training team with a focus on creating e-trainings and improving processes. Promoted to the HR Generalist role with an emphasis on full-cycle recruiting for entry-level and professional positions; reporting, data, and process improvement; and HR compliance. Highlights included:• Rolling over all employee data to new HRIS system• Directing employee engagement committee• Instituting an employee wellness program• Rolling over all employee data to a new LMS system