Collaborate with HR Systems team on global reporting strategy and developmentDevelop reporting standards for creation and testing, along with comprehensive user-facing document strategy for consistent branding, data quality, and seamless user experience.

Registered 501(c)3 charitable organization providing support and resourcing to people facing financial and housing insecurity. Giving Hope, Inc has a 2023 Silver Badge of Transparency from Candid.

Manage all aspects of Workday Studio BIRT effort at Kognitiv Inc. Serve as Subject Matter Expert and develop training. Advise on resourcing and engage in building bench strength in the product. Create and update tools that maximize BIRT efficiency in Workday for Kognitiv clients. Advise and strategize on long-term challenges and short term updates for all Workday Studio BIRT work within Kognitiv.

Lots of companies use Workday for things like benefits, financials, compensation, etc. My job is to help those companies use the system to its maximum potential. I write reports, build security, develop BIRT, run open enrollment, configure ACA, and more so when your company says "We use Workday" it really means you do all you can with it. After all, the shiniest tool box is just a piece of furniture if you don't know how to use it.

Certified (HCM & Benefits & Comp & Absence) Workday Consultant partnering with clients to support their use of the system. Excellent reporting, business process configuration, security, and EIB experience. Experienced in creating BIRT documents.

Certified (HCM & Benefits & Comp) Workday Consultant partnering with clients to support their use of the system. Excellent reporting, business process configuration, security, and EIB experience. Experienced in creating BIRT documents.

Support legacy system work in Kronos HR while company transitions to Workday. Processed Open Enrollment. Developed a process for automatic accrual changes in Kronos Timekeeper. Managed interfaces, developed reports in SQL server, and generally served as an HR Technology support person for the company.

As the company transitioned from SAP to Workday, I worked with the team to change systems. I was able to successfully analyze and purge over 1 million records in less than 2 days, saving hundreds of hours of manual work. Further, I am a reporting SME in Workday, averaging one report created or maintained per day, including multiple calculated fields. I troubleshoot and develop EIB processes along with other transactional activity. I have completed all reporting classes with Workday and have used these skills to improve and increase the functional usefulness of Workday for Motorola Solutions.

As part of reorganizing the company, I was tasked to develop my data management expertise in several project areas, including a large scale divestiture, headcount reports for senior leadership, and HR operations/data/analytics governance. During this time, I also completed the requirements to become certified as a Six Sigma Green Belt.Reduced the cycle time for creating the monthly headcount report from ~40 hours per month to less than 8 by utilizing SPSS and a detailed process governanceCreated data reporting/analysis governance process, including creating a report request survey and developing a repository for other analysts to use in recreating similar reportsCreated a survey and results analysis for gauging satisfaction levels/trends for both hiring managers and new hires to develop actions for the staffing organization on an ongoing basisAnalyzed transaction data to identify trends in separation transactions that exceeded SOX compliance requirementsParticipated on multiple process improvement projects as part of the HR Operations Process, Project, and Analytics team using Lean/Six Sigma project management techniques

Employee Relations Specialist, Senior February 2009 – May 2010 Rejoined my prior team, and immediately resumed work in the Data Management Team, this time with that as my core responsibility, and functioning as the lead in that area. In addition, I served in a supervisory role over the North America Human Resources Help Center, which was rebranded as HRdirect. Revamped from scratch, the Reduction in Force data collection/storage. Moved it from an Excel spreadsheet with over 100 columns of data to an MS Access Database. Created and delivered training on the use of the tool throughout the HR teams, provided ongoing support to users, all while expanding my personal technical expertise in the areas of VBA, SQL, and database management.Used various tools (including SPSS, SAP, and MS Access) to reduce cycle times in excess of 8 hours to less than oneCreated step by step direction, and developed a strategy of visibility to previously undefined activities in support of reduction activity at Motorola – including the preparation of severance calculation sheets, OWBPAs, and legal reports – in order to successfully reduce the learning curve of the Data Management activities from 6 – 8 months to less than 6 weeks. Developed a database for managing monitoring activity within HRdirect, to allow supervisors an easier method of tracking the quality of the Center agents.

Nominated by my manager, and selected from a pool of several hundred applicants, to be one of 2 internal HR professionals, to participate in a rotation program for 24 months, in order to expand my HR experience and prepare for a leadership role. The first rotation was in Talent Management and I participated for 8 months. The program was then ended due to cost reduction activities throughout the corporation. Developed process for integrating feedback for summer interns from their managers into a hiring decision matrix that allowed offers to go out to only the ‘best of the best’Recruited MBA students from select priority Supply Chain programs. Managed 2 hiring windows for MBA recruits, slotted them in available openings, and successfully hired 60% diverse candidates with an 80% accept ratePresented results, learning, and process improvements to the Senior Human Resources Leadership Team at the end of my rotation

Provided employee support for all US Motorola employees, through the Human Resources Help Center, as well as worked on the Data Management team (responsible for all US Reduction in Force Activities).Engaged in multiple facets of a Motorola-wide re-launch of SAP, including report functionality, full use of the GUI, use of a web-based portal page, and Organizational realignments in conjunction with full use of SAP.Created documents to support use of organizational assignment functions within SAP to enable managers to quickly and easily reorganize their areas of responsibilityDeveloped process for process documents, and assisted the team with the development of standardized process documents for use throughout the Employee Relations platform.

Managed day-to-day operation of departments, including the support of five directors, and their teams. Responsibilities included managing office supplies and equipment, keeping employees informed on policy and procedure changes, identifying opportunities for improved support of all teams.Led the department continuous opportunity improvement team, which was responsible for managing the process improvements that impacted quality developmentInitiated a budget control process in an effort to reduce expenses. Saved $130k the first year.Led a team of engineers in the introduction of a web-based research and development collection system. In less than a week, developed training, documentation, and procedures for using the tool.

Manage day-to-day operations of a beauty products distributor - inventory, human resources, and customer service management were part of my responsibilities.

Managed day-to-day operations of a Fortune 100 pipe fitting manufacturing and retail distribution company with 2 separate facilities, one union and one non-union. Responsibilities included inventory, human resources, customer service and warehouse management.