Jennifer C. Email & Phone Number

Omaha, Nebraska, United States

Redmond, Washington, United States

Global strategic HR leader for Kuiper's Enterprise and Consumer Business, consisting of global and regional Business Development, Sales, Marketing, Product, Operations and Infrastructure teams. As a new and evolving business experiencing significant growth, primary focus is on organizational design, talent management, identifying and driving scalable initiatives and mechanisms, as well as change leadership.

Redmond, Washington, United States

Global strategic HR leader for the Software & Networking and Business Operations orgs at Project Kuiper, an Amazon Devices business. Driving the development and execution of Kuiper's HR strategy for global expansions.

Seattle, Washington, United States

Responsible for operationalizing a newly launched HR Partner model for the GDS organization ensuring consistency, scalability, and overall effectiveness of the new support model. Built and managed a team of 8 HR Partners, providing coaching, mentorship, development and career path support.

Greater Seattle Area

Consultant and subject matter expert supporting employees across the Finance and Global Business Services, Legal and GCA orgs in the areas of employee relations, performance management, coaching, conflict mediation, people development, org/change management, and talent management. Developed a Stay Interview mechanism that successfully addressed top talent attrition. Launched a new HR Partner model to support 2500 employees resulting in increased strategic capacity for HRBPs. Created the 'Manager Development' learning series to support the scalable growth of managers.

Greater Seattle Area

Provide strategic human resources support to 5,200 employees within the Archdiocese of Seattle, specifically in the areas of employee relations/mediation, organizational design and development, compensation, performance management, learning and development, leadership development, training and recruiting.

Seattle, Wa

Stand-alone HR generalist for Seattle cafe. Responsible for all recruiting, performance management and development, training and compensation.

Fairfax, Virginia, United States

Developed a change management strategy for Exxon acquisition of Mobil for my client groups, including org design and strategy, a post-merger climate survey/plan for client organizations and managing post-merger legal issues. Lead senior managers in workforce planning to identify and develop key employees in the business. Developed a succession plan in conjunction with workforce development plan. Manage employee relations issues/concerns. Rolled-out and presented ExxonMobil compensation, executive compensation and performance development education to client groups.

Fairfax, Va

Manage the HR function for client groups, including Corporate Aircraft, Security, Real Estate & Facilities and Medical. Work with management team to define, develop and implement HR strategies.Analyze any issues, concerns or opportunities within the framework of the HR strategy, and work with business unit leadership teams to develop and implement intervention strategies and action plans.Develop, coordinate and analyze employee climate surveys. Developed and implemented a performance feedback and development strategy for clients (included a 360 feedback tool). Developed a training program and a train-the-trainer on HR topics for all station managers nationwide. Developed and conducted preventive labor workshops. Provided management with education on legal and other issues regarding a union organizing campaign. Responsible for driving the change management strategy during Exxon and Mobil merger, such as assessments, selection and design of the new organization, and communication and roll-out plans. Managed the staffing and selection process for all administrative assistant positions for the corporate headquarters facility in conjunction with the merger.

Fairfax, Va

Manage the college recruiting process for Mobil - includes all Bachelor's, Master's and Doctorate recruiting for both technical and non-technical hiring. Provide guidance and resources to those participating in recruiting activities. Ensure the college recruiting process is aligned with Mobil's strategic objectives and assist HR managers in integrating their HR strategies into the process. Work with our preferred providers in external search situations.

Fairfax, Va

Provide expertise and advice to Mobil internal clients on affirmative action, sexual harassment training/investigation, OFCCP regulations and other EEO topics. Prepare affirmative action plans (AAP) for all North American Mobil facilities. Prepare for and manage OFCCP audits of Mobil plans. Created an EEO newsletter for our clients to ensure they are kept updated on current EEO issues.

Green Bay, Wisconsin Metropolitan Area

HR supervisor for a team-based 365 person, non-union paper mill facility. Facilitate various peer-based systems, such as the Corrective Action Committee and the Promotion Board. Prepared wage and benefit packages for hourly-paid team members. Prepared salary forecasts for salaried employees' merit and promotional increases. Responsible for all college and experienced hire recruiting. Manage all EEO/AAP issues and programs. Created a wage and benefit proposal for a Toronto, ON acquisition.

Memphis, Tn

Management development responsibility for 500 employees. Performed all salary administration, compensation/benefits, job evaluations and sales recruiting. Developed a sales career ladder as part of an organization redesign project. Prepared internal resumes, benchstrength data, and developmental information for the division's personnel talent review.

Selma, Al

HR representative for a 900-person unionized paper mill facility. Worked closely with three union locals, two UPIU and one IBEW. Contributed to labor contract extension negotiations. Wrote and delivered opening statements and presented arguments for a drug testing policy proposal. Extension talks also included a proposal to work jointly with the unions toward a non-traditional participative work system.Member of the Participative Work System steering committee. Developed a mill-wide event calendar to facilitate the tracking of all internal personnel staffing and training due to a multi-million dollar paper machine start-up project. Process created over 400 employee transitions. Developed a pre-employment training program with the State of Alabama for all applicants to facilitate external hiring. Maintained and tracked all applicant flow logs and other EEO/AAP issues for staffing over 120 new positions due to the start-up project. Prepared and administered the facility affirmative action plan. Worked successfully through an OFCCP audit. Responsible for employee relations and investigations. Prepared the facility's daily newsletter, The Riverdale Daily.

Industrial & Labor Relations, Human Resources, Employee Relations, Labor Law, Labor Economics, Arbitration

Activities and Societies: SHRM Student Organization President, Mock Collective Bargaining and Arbitration Team, Equestrian

Certified Health Coach, Holistic Health Coaching

Certificate, Culinary Arts/Chef Training