Elizabeth Kromer Email & Phone Number

San Rafael, California, United States

We work with the homeowner to oversee all aspects of the ADU process.The best dwelling plan integrates quality materials, good planning, a strong return on your investment (ROI) and an enhancement to your property.‍We have a collaborative, team-based approach to elevate the ADU creation experience at every step. Our customized approached and curated builders give you ease of mind.‍We help you select an ADU along with financing, permits and site work, to ensure a quality result and a smooth outcome of a complex process. We even oversee furnishing and renting.

Los Angeles Metropolitan Area

Critical Reputation Resources. Inc, (CRR)CRR helps people and companies experiencing public crises assess the situation, powerfully respond and create the best possible outcomes. We are an emergency response team of experts and affiliates, dedicated to providing immediate assistance through adversity containment, critical event navigation and reputation restoration.We, together, create a better future than otherwise would have been.

Topa Equities Ltd is a private, family-owned, diversified holding company headquartered in Los Angeles, with more than 25 subsidiaries with primary locations in Southern California, Hawaii and the U.S. Virgin Islands. Topa has four main lines of business: beverage distribution, automotive retail, insurance/financing, and real estate,Reporting to the Board, led all aspects of human resources and communications, driving transformational change to achieve improved performance via increased productivity, efficiency, safety, and effectiveness throughout the organization. • Defined, established, and led all HR functions, in order to help drive greater financial performance. Ensures the appropriate structure, systems and processes are in place and operating as designed for Payroll & Benefits, Compensation, Performance Management, Recruiting, Training & Development, Employee Relations, Succession Planning, Communications, and Risk Management.• Led efforts to define an evolving corporate culture at corporate, and between corporate and the operating companies, through a review of core values and practices.• Built and led an effective and respected HR team that is business savvy, proactive, responsive, helpful, and results-oriented for both organic and non-organic growth.• Oversaw all HR functions for 20+ subsidiary companies.

Chief HR Officer for privately held technology/retail company of 1200+ employees (with 50%+ annual growth), founded in 2011. The RealReal was the online leader in authenticated luxury consignment. It offered the largest marketplace of designer brands such as Chanel and Louis Vuitton, fine watches and jewelry, and fine art. A full-time staff of authenticators, horologists, licensed gemologists and art curators accept tens of thousands of new products into our warehouses each month.· Hired a new HR team of ~15 within six months. · Responsible for all aspects of human resource strategy, policy and operations and communications, including: payroll, workers compensation, talent management and acquisition, total rewards (compensation and benefits), leadership development, employee relations, performance management, organizational and succession planning.· Oversaw the dramatic increase in 2017 of 100% employee headcount growth.· Increased Glassdoor ratings from 2.3 to 3.5 in four months. · Developing a viable company culture with millennials in warehouses, technology, sales and retail. · Chief liaison for Compensation Committee with the Board of Directors. Consult with and direct Board on people strategy, executive compensation and benefits

Chief HR Officer for privately held retail company of 450+clubs, 23,000+ employees, founded in 1979-- one of the largest privately owned and operated fitness centers serving over 4 million club members. This was a fast growing, retail sales and service organization with passionate employees, who are committed to improving lives. Led an HR team of ~80 in all aspects of human resource strategy, policy and operations and communications, including: talent management and acquisition, total rewards (compensation and benefits), leadership development, employee relations, performance management, organizational development/effectiveness and succession planning.· Creating a company culture that inspires and supports our team members; leading a fast moving, dynamic Talent Acquisition and Development culture, engaging the right people for the right positions and supporting them to grow in their current and future roles.· Instrumental in the guidance of the company through a successful sale and a subsequent major acquisition. · Chief liaison for Compensation Committee with the Board of Directors. Consult with and direct Board on people strategy, executive compensation, benefits, compliance, employment law and initiatives which interface with employee population. Work as part of the top executive leadership team to influence overall strategy of the company, achieving revenue goals.· Oversaw all compensation (heavily involved in variable), benefits, communications, talent acquisition, HRIS, field labor planning, learning/development and compliance. Navigate a complex arena of employment law and compliance, with an extremely diverse and fluctuating multi-state work force. Ensure engagement and a culture of inclusivity and achievement. Rebuilding and leading a strategic human capital group in the midst of significant business turn around.

Company was successfully acquired: Clearwire was a publicly traded retail and technology company located in the Seattle area, pioneer in 4G and operator of the first 4G network in the country. The Clearwire 4G mobile broadband network covered more than 130 million people in the U.S. including 35 of the top 40 U.S. markets. The company was one of the fastest growing in the wireless industry and served 11 million 4G customers. In 2013, Clearwire was successfully sold to Sprint. Oversaw a team of ~40 in all aspects of HR strategy, policy and operations including: talent management and acquisition, total rewards (compensation and benefits), management /executive development, employee relations, performance management, organizational development/effectiveness and succession planning. Established a strong “great place to work” culture and enhanced organizational capability and effectiveness, through creative experiential training, roundtables and immediate engagement feedback loops. •Developed a proactive approach to recruiting and workforce planning. Led competition in attracting and retaining top wireless technology talent, fostering a talent pool which drove a superior ecosystem of spectrum utilization. •Drove and maintained high employee engagement through the HR and CEO leadership teams by defining, developing, and facilitating strategy across the organization, during a very turbulent time. •Set a specialized and effective agenda for compensation, benefits, and all financial HR/Facilities operations. Interact with Board of Directors and Compensation Committee, through filings, mergers, acquisitions and complex legal issues.

San Francisco, California, United States

Brought in to turn around an underperforming HR function. Successfully and rapidly developed HR as a competitive advantage for Gap Supply Chain. With an HR team (approximately 50), deliver people strategies with dramatic and quantifiable business results in union avoidance, flexible staffing strategies, talent management, organizational effectiveness, variable pay for performance initiatives, compensation, safety and training. Corporate: Distribution, Engineering, Procurement, Transportation, Strategic Sourcing, Architecture, Maintenance and Cafes. Global: UK, China and Japan Distribution Centers. Field: Six Distribution Center Campuses and Franchise. · Built high performing, cross-functional teams to implement rapid changes and exceeded key business goals. In 2011:- North American distribution network achieved record-breaking financial results, saving $25M year, in large part due to leadership culture imbedded to line managers, people policies rewarding individual and team performance and vastly improved safety records. - European team delivered significant cost savings through a 15% year on year productivity improvement, and expected to save over £1M in 2012 with the implementation of a new staffing configuration and organizational design.- Japanese cross-functional team successfully transitioned to new DC without any business interruption and extended logistics infrastructure in China to support new stores.· While attracting, aligning and retaining key leadership talent, reduced turnover in critical management positions through the implementation of clear professional career path development and competitive rewards planning.· Structured innovative gainshare compensation programs, resulting in three consecutive years of double-digit productivity improvements while simultaneously building global employee engagement scores from 60% to greater than 70%.

Ecuador

Two year service, plus three months training. Spanish and cultural emersion.

Master Of Public Administration - Mpa, Focus On Integration In Chicago Suburbs And Municipal Policy, 4.0/4.0

Activities and Societies: Honors

Bachelor Of Arts - Ba, Political Science And Government, 3.9/4.0 Manga Cum Laude

Activities and Societies: Honors International Relations with minor in South East Asian Studies

One Year Of Exchange Student.

Activities and Societies: Japanese and cultural fluency