Heather Wiley Email & Phone Number

Washington, DC, US

Lutherville Timonium, Maryland, US

Focus on helping emerging companies tackle their People Practices organization.

Washington, District Of Columbia, US

Frederick, 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.
• 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.
• 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.

Arlington, 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.
• 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.
• 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.
• Redefine employee performance review process including development and delivery of training to assist employees and managerswith the performance review process.

San 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.

Columbia, 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.

Hartford, 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.
• 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.
• 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.
• 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.
• 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.

Fort 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.

• Sequoia 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.
• 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.

• 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.
• 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.
• 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.

Education record

Education record