Emily G. Ortiz Email and Phone Number

The projects involved screening brokers and transitioning from PEO (Professional Employer Organization) to individual benefits with various compensation ranges.

• Responsible for providing expertise and guidance in the areas of culture, change management, strategic coaching, talent assessment and development, succession planning, performance management, and organizational design.• Responsible for partnering with the business to help solve complex organizational challenges, while ensuring the right are people in the right roles, helping drive results and grow the business.

• Established and maintained strong relationships with the C.O.O. and all department and functional leaders to ensure the delivery of value-added strategic guidance and support for all aspects of HR disciplines, including department restructures, change initiatives, employee engagement, and retention. Served as a strategic member of HR Business Partner team to drive the completion of HR initiatives and projects.• Maintained strong business knowledge of the current and future business challenges and opportunities both at the organization and department levels. I understood the short and long-term goals in operations and the organization to provide effective leadership and support for client strategic planning.• Developed and maintained knowledge of positions, organization structure, compensation programs, operating systems, talent development, and employee engagement.• Proactively identified the need for and developed interventions to help management and employees resolve employee relations issues and grievances consistent with policies and practices, as well as employment laws. Interventions included counseling and mediation, employee groups, and/or promoting the use of the EAP to resolve workplace/personal issues.• Partnered with and leveraged the expertise within HR shared services and team partnerships to deliver the highest level of knowledge and support.• Provided performance management guidance to all levels of supervisory and management staff, including coaching, counseling, career development, and disciplinary action to foster a culture of high performance.• Established, tracked, analyzed, and monitored key people metrics aligned with business goals to drive progress.• Served as a cultural steward who aligned capabilities, inspired commitment, and built partnerships.• Participated in Leadership Development initiatives, understanding the talent pipeline and succession plans to support business unit capability and capacity.

• Provided domestic and international HR direction and leadership for a business unit that included 9 legal entities. Worked closely with the Operations team to develop strategies and meet business goals and objectives. Offered organizational assessments, coaching, action planning, and facilitation to address client and organizational needs. Partnered with and provided leadership to managers and senior-level professionals, offering authoritative advice to top management based on my deep subject matter expertise.• Worked with domestic and international laws to ensure compliance for acquisitions and mergers are completed in a timeline process, ensuring goals are met and transitioning staff, benefits, and payroll are seamless. Provided consultation on employee relations issues, policies, and compliance with state/country laws and regulations.• Developed a domestic and international shared services model and processes and led the design, development, and delivery of global, regional, and local training programs. Created and managed a technical development program focusing on talent development strategies, succession planning, and high-potential development programs to identify the leaders of tomorrow.• Forecasted long-term improvements and structures as needed.• Worked with SuccessFactors to track employee development, performance reviews, and compensation. Ensured all reviews had correct verbiage. Guided managers to meet deadlines and goals for each individual.

• Start-up HR, partnering with organizational leaders to develop and execute initiatives to build talent and meet projected growth, strategically linking HR agendas with operational business plans to drive results. Created a team-oriented and customer-service-driven Human Resources environment.• Utilized HR leadership experience: Understanding best-in-class processes, proven success in reaching and surpassing goals, as well as digital acumen and an ability to deal with and coach others through constant change.• Responsible for forecasting, planning, and acquiring key talent in support of the overall business strategies and operating plans.• Collaborated with business leaders to develop strategic and operational HR programs that would foster a strong culture, improve performance and enhance engagement within the company.• Coached business leaders on the execution of performance management, provided competitive compensation plans, worked closely with management and employees to develop excellent work relationships, built and maintained a strong, lively morale, all while increasing productivity.• Additional responsibilities involved the management of investigations and complaints, advising and counseling management regarding appropriate disciplinary actions, maintaining knowledge of HR industry trends and legislation, and the creation and communication of policies, procedures, and programs in HR-related areas. Developed strong competitive benefits and work-life balance program. Reviewed yearly benefits, ensuring a win-win for both company and employees. Creating a more robust benefit package which saved the company over $100,000 per year.• Responsible for HR domestically and internationally: VISAs, expatriates, and contractual agreements based on the country’s legal requirements. Countries such as Mexico, Canada, Netherlands, Dubai-UAE, and the United Kingdom.• Leas teams on software conversion, which included multiple facets (departments, groups, buy-in).

• First HR manager selected to create, build, and initiate a human resources plant presence, identified areas to create, improve, and/or build. Provided lead support for automotive/plastics plant operations, which generated over one-third of the overall revenue for the entire U.S. business unit.• Responsibilities included providing business and HR support to assigned client areas and developing effective working relationships with management to influence the development and delivery of people plans and overall HR strategies. I counseled leaders on best practices and assisted in the development and implementation of "change" tools and methodologies. Investigated and analyzed employee requests, concerns, and complaints and suggested recommendations for resolution. Worked proactively with divisions to improve the workplace, mediated situations to resolve conflicts, and provided counsel and coaching to managers and employees on business and HR issues, policy, and practice.• Worked with off-site corporate deliverables to develop and administer managerial and supervisory training on fundamental leadership skills, conducted succession planning, and developed high potentials in close cooperation with line management. Partnered with leaders to support the deployment and administration of HR policy and practices, interpreted, communicated, and educated employees and leaders on HR policy and practices, and advised on the culture and people aspects of organizational changes, structures, people processes, and best practice initiatives. Supported internal communications to foster an environment of inclusion and partnered with managers in talent acquisition for both full-time and temporary resource options as well as evaluating labor mix.