Heather Wiley Email and Phone Number
Washington, DC, US
Heather Wiley's Location
Washington DC-Baltimore Area, United States, United States
Heather Wiley's Contact Details
Heather Wiley work email
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- Valid
Heather Wiley personal email
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Heather Wiley phone numbers
About Heather Wiley
With over 25 years of experience in strategic human resources, I help emerging companies build high-performance cultures that align with their business goals and values. As a Principal at The HR Chick, I partner with leaders and teams to design and implement effective people practices, such as organizational development, talent acquisition, performance management, and employee engagement.Previously, I served as the Chief People Officer at two SaaS companies, ChurnZero and Fugue, where I developed and led the human resources function, coached and counseled the leadership team, created the compensation structure, and reduced the recruiting cost and time to hire. I have a passion for bringing people and companies together to create the best workplace imaginable, where everyone has a voice and an opportunity to grow. I have a global perspective and a proven track record of delivering results in an entrepreneurial environment.
Heather Wiley's Current Company Details
Oxide Games
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Fractional Head of Human Resources
Washington, DC, US
- Website:
- oxidegames.com
- Employees:
- 34
Heather Wiley Work Experience Details
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Fractional Head Of Human ResourcesOxide GamesWashington, Dc, Us
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Head Of Human ResourcesOxide Games Feb 2019 - PresentLutherville Timonium, Maryland, Us
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PrincipalThe Hr Chick Feb 2019 - PresentFocus on helping emerging companies tackle their People Practices organization.
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Chief People OfficerChurnzero Jul 2021 - Mar 2023Washington, District Of Columbia, Us -
Chief People OfficerFugue, Inc. Nov 2015 - Jan 2019Frederick, Maryland, Us• Develop the Human Resources function at Fugue including the development of strategic recruitment and employee programs, company compliance, and benefits.• Coach and counsel Fugue leadership team on strategic and tactical issues on topics such as organizational development, performance management, and talent acquisition. • Created Fugue’s compensation structure and provide guidance on team compensation to the leadership team.• Created the company’s recruitment program including hiring an internal recruiter as well as the establishment of Fugue’s LinkedIn and StackOverflow recruiting pages. Reduced recruiting cost and reduced time to hire significantly through the establishment of a repeatable internal interview process and reducing the need to hire through external recruiting resources.• Redesign of Fugue’s benefits program to provide a competitive package for recruitment and employee retention. Improved Fugue’s benefit spending by developing a self-insured program for medical benefits. Actuarial projected savings of 16% over fully insured benefits plan. • Implement and manage Fugue’s HR technology including the implementation of Namely as the HRIS, benefits system, and payroll system. Instituted Greenhouse as Fugue applicant tracking system in support of the company’s interview and recruiting process.• Creation of an employee group to participate in the process of identifying and defining Fugue’s culture. -
Vp, Human ResourcesEndgame Jul 2014 - Oct 2015Arlington, Va, Us• Develop the Human Resources function at Endgame including the development of strategic recruitment, employee programs,payroll, company compliance programs, and benefits.• Improve Endgame’s online recruiting presence with the establishment of LinkedIn and Glassdoor recruiting sites. Hired additionalinternal recruiter. Established recruiting compliance program to ensure that company meets all necessary Federal and statecompliance requirements including EEO/VETS-100 and OFCCP regulations.• Redesign of Endgame benefit program to provide a competitive package for recruitment and employee retention. Successfullyrolled out a Consumer Driven Health Care Plan with an initial enrollment of 50% of employees providing a significant shift in howemployees use benefits. Worked with benefit broker to significantly improve the overall benefit program while keeping companyand employee costs similar to previous year.• Resolve significant payroll issues including working with payroll provider to correct the company’s overall tax setup. This included areview of prior year tax filings as well as a full review of state registrations and setups.• Redefine employee performance review process including development and delivery of training to assist employees and managerswith the performance review process. -
Director Human ResourcesCisco Oct 2013 - Jun 2014San Jose, Ca, Us• Primary representative from Sourcefire team in onboarding all Sourcefire staff worldwide to Cisco. • Assist with the development of initial and post integration organizational structure.• Work to resolve employee and organizational issues that result from the acquisition and integration.• Migration of all Sourcefire HR functions to the corresponding functional area of Cisco HR. -
Vp,Human ResourcesSourcefire Jan 2004 - Oct 2013Columbia, Md, Us• Act as the primary Human Resources Generalist for Sourcefire’s global operations with an emphasis on the Americas region (US, Canada, Mexico and Brazil).• Primary HR resource in establishing Sourcefire’s business operations in the UK, Germany, France, Sweden, Singapore, Australia, Japan, Canada, Mexico, and Brazil.• Established the talent acquisition function at Sourcefire on a global basis. Consistently improved the overall team results by innovating and implementing new strategic recruiting methods.• Implement and maintain a global applicant tracking system to manage the entire hiring process. The ATS helps to facilitate collaboration between hiring managers and the recruiting staff on all requisitions.• Design, development and implementation of Sourcefire’s employee annual performance review process. The process includes annual and quarterly goal setting.• Design and development of various employee training programs including new hire orientation, performance management for managers, interviewing skills, and system specific training programs. • Institution of a global annual employee survey that showed the areas for company improvement. Work as a part of a team to innovate ways for employees to provide additional feedback, and to participate in the process of improving their own employment experience.• Restructure of US benefit program from a fully insured medical plan to a self-insured plan that resulted in over $1.2 million in company savings over the first two years without losing the rich level of benefits enjoyed by employees.• Development and implementation of benefit programs on a global basis with an emphasis on moving toward a global benefit pooling options where available to create greater savings while maintaining a high level of local benefits for employees.• Strategic planning, implementation and management of all HR related systems including the implementation of Oracle as the company’s HRIS. -
Senior Hr GeneralistThe Hartford Oct 2002 - Jan 2004Hartford, Ct, Us• Build strategic partnerships with senior leadership in both the Baltimore Regional Office and Baltimore Workers’ Compensation claim center to assist in guiding their business practices to best meet the overall goals of The Hartford in all Human Resources practice areas.• Provide recruitment support for all supported teams. This includes working with senior leadership to establish a proactive approach to recruiting by building networks of passive candidates to improve the overall quality of new hires as well as reduce recruiting costs and time to fill. • Assist senior leadership in identifying top talent on their teams to be developed for future leadership roles with The Hartford, and work with both managers and employees to establish development plans that best meet the ever-changing needs of the business. Also assist with identifying talent gaps, and work with leadership and educational resources to resolve gaps in employee performance.• Manage all levels of employee relations issues including coaching management staff on grievance policies. Maintain good relationships with staff, managers, and senior leadership by acting fairly and impartially in all situations.• Help employees understand organizational changes during organizational redesigns. Provide support to senior leadership and management while communicating change to staff as well as assisting in drafting consistent ongoing communication. -
Regional Hr ManagerCitrix Systems, Inc May 2001 - Oct 2002Fort Lauderdale, Fl, Us• Handle employee relation issues in regional office in multi-state environment and act as primary contact for all HR related issues including recruiting, benefits, compensation and training.• Consult with all levels of management on business practices and how changes affect employees. Make recommendations for appropriate course of action when required.•Council management on employee performance issues including assisting with the development of performance improvement plans and recommending necessary action.• Utilize SAP for internal HRIS to track employee information.• Conduct confidential investigations on employee conduct and harassment issues. Recommend resolutions to manager and enforce any disciplinary action that may be required.• Facilitate HR related training to remote site. Classes include New Hire Orientation, Preventing Sexual Harassment, Interview and Selection, and People Practices, which is a continuation of New Hire Orientation that communicates company policies and procedures as well as provides a technical product overview.• Assisted with the organization and planning of a corporate alignment and one site closure including collection and collation of required documents, project planning and logistics, and actual notification to affected employees. Acted as a continuing point of contact for released employees. Provided communication to and answered questions from remaining employees as directed by senior management.• Support Product Development and Pre-Sales/Post-Sales Service Delivery teams on all hiring including sourcing candidates, managing relationships with contingent recruiting agencies, online employment advertising and branding, consulting on hiring decisions, making offers and closing candidates.• Member of Citrix System acquisition team to provide for a smooth transfer of employees from company to company including logistical, administrative and transactional tasks. -
Senior Technical RecruiterSequoia Software Jul 2000 - May 2001Sequoia Software was aquired by Citrix Systems in May of 2001.• Work directly with hiring managers on Product Development, Product Support, Research and Development, and Strategic Technology teams to help define and formulate their staffing needs.• Source all applicants through cold calling, internet searches, networking and referrals within specific technology arenas.• Pre-qualify all applicants through a phone screen to determine their skill set, experience level, current salary, and new salary requirements and to provide additional information about Sequoia and its products including a brief technical overview.• Negotiate salaries with both applicants and hiring managers.• Work with new hires that require sponsorship to provide appropriate paperwork to assist them in obtaining work authorization including working directly with their attorneys.• Attend job fairs and trade shows to best represent Sequoia.• Develop relationships with the software development community to create additional networks to advertise open positions as well as locate passive candidates.
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Lead Technical RecruiterTechnical Resource Group Feb 1997 - Jun 2000• Direct sourcing of applicants through personally developing leads and referrals, cold calling and internet searches.• Developed new client accounts by calling into potential client companies, and providing hiring authorities with information regarding the services that Technical Resource Group offered to assisting with developing their teams.• Manage client accounts by working with hiring authorities and internal recruiting organizations to gather accurate job requirements and leaning client corporate culture by reading all available literature and visiting client organizations.• Train and mentor junior recruiters in lead generation for candidates and clients, sourcing techniques, sales skills (including how to accurately assess candidate interest and viability), pre-screening procedure, account origination and maintenance, resume writing skills, and being generally available to the recruiters for any questions or difficult situation that may arise.
Heather Wiley Education Details
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University Of Pittsburgh -
Texas A&M University Galveston Campus
Frequently Asked Questions about Heather Wiley
What company does Heather Wiley work for?
Heather Wiley works for Oxide Games
What is Heather Wiley's role at the current company?
Heather Wiley's current role is Fractional Head of Human Resources.
What is Heather Wiley's email address?
Heather Wiley's email address is hw****@****ero.net
What is Heather Wiley's direct phone number?
Heather Wiley's direct phone number is +170365*****
What schools did Heather Wiley attend?
Heather Wiley attended University Of Pittsburgh, Texas A&m University Galveston Campus.
Who are Heather Wiley's colleagues?
Heather Wiley's colleagues are Mark Jarzynski, Derrick Lin, Alexander Amling, Travis Lacey, Zai Jeffries, Rohan Tulsiani, Nicole Thatcher.
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