• Oversee the full performance life cycle of employees with Tech & Product leadership• Drive the completion of the performance process including calibrations, reevaluations, and postperformance rating action items• Partner with Engineering leadership to drive accurate Workforce Planning• Support the organization in driving increased Return to Office participation• Provide detailed and aggregated data through Talent Acquisition dashboards to influence talent reviewand selection• Collaborate with cross-functional teams to promote internal mobility across global teams• Coach and train leaders with methods to increase employee engagement and elevate team dynamics

• Collaborate with cross-functional teams to understand business goals and develop HR strategies thatsupport those goals• Partner directly with VP-level leaders to implement HR initiatives that support company goals• Provide in-depth coaching and development training to enhance team effectiveness• Involvement with various projects to improve employee engagement• Identify opportunities to improve cross-cultural initiatives and programs to promote diversity, inclusion,and belonging• Support organizational development initiatives and collaborate with cross-functional teams to enhance theemployee experience

• Drive human resources strategy in assigned client groups, ensuring alignment between the business operations and the HR practices and objectives• Leverage understanding of the business to effect change and achieve business outcomes by diagnosing issues and developing people strategy and talent management practices aligned to the enterprise approach• Partner with COE’s and regional HR teams to deliver human resources processes and programs across the organization. Leverage existing programs, policies, processes, and systems while providing input and suggestions for continuous improvement• Serve as primary liaison for 450+ employees• Provide advisory and coaching support to all levels of management to mitigate employee concerns and risks• Collaborate closely with people managers on leadership development and performance management

• Serve as primary liaison for 350+ employees• Provide coaching to all levels of management to mitigate employee concerns and risks• Collaborate closely with people managers on leadership development and performance management• Conduct investigations for employee relations items and recommend solutions• Offer compensation support including salary, bonus, and promotional planning

• Managed and maintained employee information for over 15,000+ employees• Assisted HR Business Partners and senior leaders with employee-related transactions• Partnered with management on appropriately processing HRIS-related tasks• Assisted with the development and implementation of HR policies and procedures• Oversaw employee files to document personnel data and to provide information to authorized persons

• Assisted hiring managers to onboard and orient recently hired contractors• Supported Human Resources by assisting with contractor timesheets, expenses, and payroll• Provided secondary account management with key consultants through hiring managers and contractor communicationso Cisco, Informatica, NBCU, McKesson, Ibotta, Accenture AT&T and JP Morgan Chase• Applied CRM software to manage consultant and contractor data

• Collaborated with healthcare professionals on Quality Assurance issues and hospital regulations • Utilized various software programs for hospital process improvement - iRound (mobile data collection tool), MIDAS• Emphasized Microsoft Office to organize and present audit information

• Educated college students on alcohol and violence through interactive platforms• Outreached to student body on the causes and effects of alcohol and violence