Leading HR process optimization project across core employee lifecycle events such as onboarding, offboarding, leaves of absence, benefits administration through process efficiency, system automation and integration, organizational clarity and improved employee experiencePartnering with HR executive leadership clients to advise, support and partner on change management program to streamline HR / People Team operations

Ensuring seamless functionality within the HR IT ecosystem (e.g. Avature, PeopleDocs) as the organization undergoes a transformational change in transitioning from Peoplesoft to Workday.Leading process review workshops and mapping workflows, utilizing Lucidchart, to identify opportunities to drive innovation and optimize processes and HR systems integrations.Partnering with cross-functional end-users across global Talent team to understand unique needs of each business and geography to deliver improved experiences for Talent, managers, and employees.Leveraging project management, software development, effective communication, and leadership best practices to facilitate team working sessions and propose effective solutions.Led project team of cross-functional executive leaders to design, document and deliver an optimal process and communication solution for organizational changes (reorgs, new business units, and conflict shops)Led Talent senior leadership team through exercise to design and document requirements and standard operating procedure for streamlined and automated process for creation of new or updated job descriptions

Collaborated with management consulting team as HR and Compensation SME for a cross-border total compensation and benefits offerings analysis to provide industry and geographical best practice recommendations for a multi-national non-profit in the Green industry.

Led new HR Shared Services team in a historically family-run business after Private Equity purchase.- Developed and implemented foundational processes to centralize and modernize HR operations.- Drove change as member of HR Leadership by guiding the team toward growth and maturity. - Delivered improved results for core HR annual cycle programs in Compensation, Benefits, Compliance, and Performance Management - e.g. Mid-Year Reviews completed at above 95%, highest level ever.- Spearheaded execution of new incentive bonus program through process design, template creation, change management, communications, HRBP partnerships and HRIS (Paycom) data quality assurance.

Responsibility for all aspects of HR systems and People Ops team including: - Drove the successful launch of an employee request ticketing system via Asana, and then Jira to improve People Ops effectiveness with lean team and enhance employee and manager support model.- Streamlined employee onboarding across various business units and locations.- Leveraged HR systems and infrastructure that helped to elevate HR practices within the organization as it continued to evolve and mature. - Managed all people-related systems, including Workday, to optimize internal people processes. - Standardized and iterated on processes and policies that enabled a seamless and efficient experience throughout the employee lifecycle.- Built platforms that provided information and data that is easily accessible for all those who need it.- Led and developed a small, but mighty team who are critical to supporting and executing essential day-to-day for employees and business leaders.

Led the global People Operations team in support of the wider HR team, People department, and the entire organization. Owned the HRIS system (ADP Workforce Now), HR tools, and people data administration including quality controls, to track employee lifecycle events and deliver global HR reporting and analytics.- Developed internal systems and tools to optimize and streamline processes within the People function and across departments to deliver reliable data and actionable insights to business leaders.- Partnered with key stakeholders across internal and external facing functions with financial audits, building and delivering HR Dashboard metrics, and designing and implementing policies and procedures.- Led an organization-wide HRIS data update of our operational structure to align with a strategic business reorganization of employees including over 325 employee department realignments, 330 job title changes, and 200 manager reporting changes.- Implemented over a half-dozen people data and process integrations of acquired companies that ranged in size from 12-165 employees across 7 countries.- Launched a new Performance Management system, Culture Amp, to automate annual review process for 800 people.- Built out the HR Operations team from scratch to formalize operations, reporting, tools and systems.

Led HR Operational process harmonization, technology improvements and project management for the Talent function across McCann Worldgroup.- Collaborate with CTOs and CFOs, as well as IPG and MWG HRIS to analyze and map current HRoperational procedures and recommend best practices and improvements.- Partner with the Talent Technology team to perform business process mapping and gap analysison other Talent life-cycle processes and various talent management tools.- Planned and executed Talent data and systems offsite workshop to identify key priorities and painpoints for 2019 Talent Technology project roadmap to align with business stakeholder needs.- Heading up development and design of Global Talent Metrics Dashboard for Talent and Business Leadership.

- Managed team of HR Operations across payroll, benefits, global mobility, employee life cycle transactions (hiring, onboarding, data changes, terminations), customer service interactions and time management systems.- Project managed and led the implementation of global HR Operations services.- Led in the creation and management of a global model for HR Operations, partner with HR Business Partners on program development and delivery. Systematized transactions supporting an employee population of approximately 1,200. - Provided global business leadership to move R/GA’s Human Resource Operations from manual processes and tools, to web‐based self‐service and workflow, integrated systems data, and electronic management of HR records and transactions.- Launched online employee support system (Web Help Desk) to improve customer responsiveness and expectations and more effectively deploy team resources to meet business needs. - Systematized time-off tracking and annual carry-over process to reduce effort by 70%.

- Project managed and led the implementation of global HR Operations services. - Led in the creation and management of a global model for HR Operations and collaborated with HR Business Partners on program development and delivery. Systematized transactions supporting an employee population of approximately 1,200. - Provided global business leadership to move R/GA’s Human Resource Operations from manual processes and tools, to web‐based self‐service and workflow, integrated systems data, and electronic management of HR records and transactions.

- Defined, scoped and managed a broad set of solutions, which supported the growth and development of the HR function and the business units it supports- Managed the creation and implementation of applications that automate workflows and maximize resources used by our strategic business units and HR organization- Developed best practices, process improvements and established global standards to maximize operational efficiency. - Led the development of a single, global, standardized online tool that streamlined multiple, complex process into one solution that saved over 40 employees several work hours per week

- Executed complex, high-profile customer and financial market-driven projects - Managed market data relationship with Nasdaq OMX US (1.5B shares traded/day) - Created and grew relationships across diverse functional, regional and cultural teams, including management and senior stakeholders, to achieve business unit goals (nearly $200M business)- Represented Thomson Reuters for industry-wide initiatives at market data association meetings

- Leveraged strong relationships to achieve strategic business unit’s priorities for over 200K clients.- Streamlined role into global framework

- During International Assignment in Brazil developed, trained and mentored offshore employees on Thomson Reuters core strengths, data maintenance, operational processes, and Latin American markets. Realized project savings on time- Managed international service team from St Louis to India to improve customer service quality and response times- Improved processes and reduced errors in standard tasks. Gained experience with Thomson Reuters premium desktop products, market data systems and networks