Develop HR function for nonprofit environmental justice agency servicing the NE San Fernando Valley. Develop new HR policies to support a positive employee culture, improve performance management and communications.

As an HR Pro and Consultant at be the change HR Inc., I provide HR high-level guidance and support for small-to-medium sized businesses in any facet of HR from pre-hire to post-term and everything else that happens in between. I not only focus on compliance but also strategies to create and support engaged and healthy workforces for our clients. In addition to this, I lead job readiness courses and one-on-one job coaching for underserved communities. As an HR Consultant for positive change, my goal is to "Be the change you wish to see in the world." (-M. Gandhi)

The Program for Torture Victims assists survivors of state-sponsored torture rebuild their lives in California. Investigate and resolve sensitive personnel matters, revamp Employee Handbook and communicate to all staff, participate in published salary survey to maintain competitive compensation.

ICON-CDC assists business entrepreneurs in underserved communities achieve their financial goals. Resolve complex issues involving medical leave of absence policy and reasonable accommodation requirements of federal disability law (ADA), Handle wide range of issues involving HR policies, recruiting, employee relations, discipline/termination, and management training.

Updated market pricing and pay structure for a nonprofit organization that delivers after-school STEM training programs for middle school-age girls from underrepresented communities. Also conducted the the first pay study in 2021.

Evaluate current HR policies and practices and implement change where needed to improve compliance and organizational effectiveness. Manage two exempt employees, Report to President/CEO.

Bienestar provides social and healthcare services to the LGBTQ Hispanic community facing AIDS/HIV challenges. Investigate/resolve employee complaint filed with state agency, update pay rates for all jobs, recruit new staff, and implement online leadership training for first-line supervisors and department managers.

Managing all aspects of Human Resources for $1 billion foundation during the Director's leave of absence. Includes recruitment, policy creation/implementation, employee relations, compensation planning, performance management training and HR written communications. Report directly to Vice President of Operations and indirectly to President/Chief Executive Officer.

Rebuild Human Resources function from the ground up. Design and implement Human Resources policies, programs and tools supporting a well-established, mission-driven nonprofit dedicated to affordable apartment housing. The organization provides real estate development, architectural design, property management, and resident/community support services. Report to President/Chief Executive Officer. Directly supervise 3-person team. Manage external IT service provider and office administrative services. Implemented cloud-based applications (SAAS) to upgrade corporate HR infrastructure and streamline workflow. Also coordinated the rollout of EGNYTE, an enterprise-wide file management and workflow collaboration system.

Partner with client organizations to provide outsourced solutions to Human Resources issues. Clients represented a wide range of industries. Conducted detailed audit of HR function, recommended action plan to improve compliance and organizational effectiveness, and carried out the plan to completion.

Design a new cash compensation infrastructure (job grades, pay ranges, rules of governance, etc.), Update and implement a performance management program, and update merit pay plan. Manage all employee benefit and recognition programs consistent with a total rewards philosophy.

Manage department (staff of 7 professionals) which serves as corporate compensation "Center of Excellence." Conduct a top-to-bottom review of compensation strategy and practice with senior leaders, update policies and processes, and propose new base pay framework to support talent acquisition and retention plans. Redesign broad-based cash incentive program to improve engagement and support new corporate-level goals. Revamp employee recognition programs, including spot bonus and non-cash award program, to strengthen linkage to performance.