Dedicated HR Business Partner to Data, Analytics, and Legal & Compliance orgs.November 2017 - August 2018Dedicated HR Business Partner to Analytics, Finance & Facilities, and Legal & Compliance orgs. Led companywide change efforts around performance management/continuous feedback and championed industry-first changes in total compensation practices.

HR Business Partner, November 2013 - November 2017• Championed dynamic reengineering of employment model for an entire department to create job pathing and leveling for different classifications, redesigned compensation model using banding, and crafted employee communication plan for change management, resulting in better workforce planning and a reduction in employee turnover of 15%. • Scoped functional specifications and devised roll-out of a new academic staff HRIS as a member of a University working group, improving employment actions and reporting processes across the University for all academic research and teaching staff.• Redeveloped workforce planning and program reports, resulting in more accurate budgeting actuals and forecasting for nine academic programs. • Owned recruitment, hiring, onboarding, and exit of 90+ academic staff to deliver 250 courses annually across five programs.• Brokered participation and facilitated payment of 300+ faculty members to deliver 350 courses annually across four programs, requiring cross-functional coordination with 67 departments, seven Dean’s offices and the Provost’s Office. • Authored employment policies affecting compensation and terms of employment and partnered with business unit managers to communicate policies to employee base.• Developed curriculum management processes for three pilot programs.Student Services Specialist, November 2011 - November 2013HR & Operations Specialist, Stanford School of Medicine, March 2011 - October 2011Program Coordinator, Stanford School of Medicine Career Center, September 2010 - February 2011

• Facilitated successive corporate reorganizations (job description, compensation and exemption analyses, and communication) for positions and business units undergoing transition/formulation in 2010. • Developed and implemented HR department transition plan to a third-party provider as part of succession planning.• Provided daily coaching to line management regarding legal, personnel, and business planning items.• Oversaw HRIS & Payroll Administrator, serving as final decision-maker for queries, issues, and clarification on legal and policy guidelines regarding wages and payment.• Regularly managed vendor relationships (recruiters, benefits, systems).• Investigated employee complaints, grievances and harassment. Practiced due diligence and mitigated high-risk situations.• Strategic and tactical management of recruitment process for 11 positions in 2010; revised and managed employee on-boarding and training process.• Professional and effective communication and interpersonal skills with all levels of organization, from C-level to employee base.

• Led the end-to-end implementation of the company’s first HRIS system (ADP).• Primary HR resource for all levels of management in performance management and development; guided 20+ performance development plans.• Served as primary compensation specialist within HR function; advised sales management on annual compensation plan considerations and authored compensation and MBO plans.• Managed and owned company’s immigration policies and processes; facilitated successful approval of PERM application, H-1B transfers/applications, and OPT employment coordination.• Partnered with executive team on key initiatives to strengthen organizational culture.• Proposed and implemented Corporate Responsibility Program.• Documented in-depth workflow, procedures, and policies, creating new internal manuals.• Conducted new hire and benefits trainings, exit interviews and employment verification (I-9, E-Verify).• Created and managed filing systems and audit procedures to comply with applicable law and policy.• Conducted departmental budget reporting, auditing, and reconciliation, as well as company-wide census, headcount, and special reports.

• Implemented formal career growth and development programs for 140+ employees.• Created and managed bi-annual Employee Satisfaction Survey for company; reported results, analysis, and recommended areas of focus and proposed solutions to company managers and C-level executives.• Facilitated two reductions in force; ensured compliance, provided company communication, and conducted one-on-one meetings with employees subject to lay-off in both instances.• Served as Time & Leave Administrator; expedited FMLA/CFRA/PDL/leaves of absence, Worker’s Compensation claims, and ADA compliance.• End-to-end benefits administration; conducted annual analysis of benefits program, providing recommendations to C-level executives for cost-saving and plan-enriching options.

• Interviewed prospective students for college admission, providing evaluations to Admissions Counselors for review in application process.• Regularly led presentations to large groups of prospectives and families.

• Created, edited, and maintained website for Trinity’s Sexual Assault Response Team and portions of the Women’s Center website.