*Member of C-Suite executive Management Team.*Lead a team of three HR professionals who specialize in Talent Management, Organizational Development, and Total Rewards.*Implemented Medical Expense Reimbursement Plan health insurance model that lowered annual organizational health insurance spend and reduced typical employee out of pocket cost to zero.*Led organizational changes that reduced annual voluntary turnover to 2.5%.

Senior Director of Human Resources (April, 2020 - February, 2023)Interim Human Resources Director-Contract (January - April, 2020)Brought in to enhance performance and impact of HR function after a history of turnover in this area. Led efforts to improve employee and candidate experience including performance management, talent acquisition, benefits, compensation, employee relations and HRIS. Reported to COO and advised Senior Leadership Team. Managed HR Coordinator.*Led organizational compensation study that resulted in new salary ranges and raises for 83% of staff.*Drove new quarterly performance feedback program that included reviews, 1:1s and employee praise, with 100% of manager review conversations completed on time.*Created data-driven recruitment program focused on meeting candidate diversity goals. Implemented first Applicant Tracking System and ensured 50% racially diverse candidate pool for all open positions.*Developed and implemented quarterly talent calibration process to provide merit-based promotions to junior staff.

LOCATION: Working remotely from San Jose, CA as of May, 2018First HR professional for digital innovation firm of 80 employees. Built structure to enhance employee and candidate experience including performance management, talent acquisition, benefits, compensation, employee relations and HRIS. Reported to COO and partnered with Senior Leadership Team.*Introduced performance management program that included quarterly reviews and goal setting to improve company performance through timely employee feedback.*Drove structured interview process. Implemented Applicant Tracking System, introduced candidate behavioral assessments, and wrote behavioral interview question guide.*Redesigned health insurance plan offering from HMO to PPO for greater employee choice and a 5% annual cost savings.*Brought data and analysis to compensation decisions. Built formal salary ranges, drafted formal job descriptions and obtained relevant external market data.*Implemented HRIS system to drive efficiency, reduce administrative burden and provide an improved experience for new hires and current employees.

SENIOR HR BUSINESS PARTNER (June, 2015 - November, 2016)HR BUSINESS PARTNER (September, 2012 - June, 2015)Strategic partner to CIO, COO and 250 employees. Designed and implemented HR practices and initiatives that impacted entire organization. Advised all levels of leadership on organizational structure, performance and talent management, retention, employee relations and staffing. Managed HR Coordinator.*Analyzed high turnover problem in IT department. Addressed problem by training IT leaders on employee development planning, contributing to reduced voluntary turnover from 20% to 0% for the remainder of the year. *Improved hiring and selection process by finding and implementing online hiring solution to drive consistent and structured interviewing, and better hire quality (less disruption and turnover) *Identified, selected and implemented new hire onboarding portal that significantly reduced manual work and errors and provides faster, more positive new hire experience.

Partnered with CFO, CTO and other senior leaders on key talent strategies in a rapidly changing industry, including staffing, performance management and organizational structure. *Successfully managed sensitive employee relations issues, conducted investigations and ensured compliance with employment laws and union contracts.*Led transformation of manual performance management program to automated solution that was fully adopted and embraced by the organization.*Conducted full-cycle recruitment across a broad range of professional, administrative and technical roles. Interviewed and onboarded an average of 30 new hires annually.*Conducted organizational assessment of Accounting department; recommended changes to CFO around compensation, communication, and staffing. Changes were adopted with positive feedback from staff.

Served as business partner to 16 leaders and 200 associates during period of significant business pressure. Coached on all aspects of performance management and employee relations. *Actively managed employee relations issues including staff reductions and corrective counseling; managed out lowest 10% of performers.*Conducted organizational assessment of supported client group with focus on structure, performance measures, communication, and talent; recommended changes that were adopted.*Trained managers on best practices in managing performance, corrective counseling and goal setting.

*Managed full-cycle recruitment for early career development program. Led campus recruiting effort (undergraduates, MBA and PhD candidates) to attract key talent.