Dianne Wright Email and Phone Number

- Partnered with leadership to transform company from services-only to product-driven org, scaling engineering & product teams to 50% of workforce.- Built optimal org structure balancing resourcing needs & long-term goals within budget.- Scaled HR team 3x, enabling more proactive, impactful service delivery during critical growth phase.- Enhanced benefits (16 wks parental leave, wellness/learning stipends, HSA) to boost retention & fortify position as employer of choice.- Championed remote culture & engagement initiatives, achieving record engagement & revenue despite operational challenges.- Served as primary contact for ER & compliance, mitigating legal risks & fostering positive culture.

- Developed career pathing & leveling framework linked to performance management, creating transparent advancement pathways.- Launched entry-level rotational program building future leader pipeline & reducing attrition costs.- Boosted engagement via town halls, all-hands, & peer awards reinforcing values.- Implemented engagement surveys & analyzed results to ID drivers, focus areas & department opportunities.

- Built HR function from ground up as first HR hire, implementing core processes across full employee lifecycle.- Defined culture values & HR KPIs aligning people strategies with business goals.- Transformed recruiting with ATS (Greenhouse) & structured interview process/training.- Managed annual all-staff retreats (up to 80 people in later years) boosting morale, culture & retention.

As the officer manager and travel coordinator for Premier Tours, I was responsible for coordinating once-in-a-lifetime group trips. To ensure my customers had great experiences, I took extreme care in managing details including special needs, deviations, preferences, upgrades, frequent flyer miles, passport expiration dates, etc. In addition to managing the details, I was responsible for interfacing with vendors and customers on a daily basis and continually improving travel booking processes.

Selected to participate in a high-potential leadership program created for the top 10% of company’s managers at Gap Inc.