Lead HR strategy, programs, operations, engagement, and talent acquisition as Head of global HR team (offices in LA, Chicago, New York, Tokyo, London). Report directly to the CEO as part of the sr. leadership team.During time at GumGum we have achieved:- #7 on BuiltInLA's 2021 Best Places to Work - LA- #13 on BuiltInLA's 2020 Best Places to Work - LA- Inc. Best Workplaces 2020HR STRATEGY:• Lead global HR strategies, practices and operations across three U.S. states and three international locations.• Determine organizational plan and strategy for growing HR team to meet evolving business needs.• Design long and short-term HR strategies to drive the business strategy and goals.• Drive effective change management plans and actions during a time of rapid change and industry disruption.EXECUTIVE & BUSINESS INITIATIVES:• Coach and advise C-level executives, leaders and managers on people and org objectives. Collaborate on key initiatives. • Elevate HR influence and participation on exec team via building credibility and bringing insights.LEADERSHIP:• Serve as part of executive leadership team, driving business strategies, priorities and decisions.• Consult on a variety of people and org topics and initiatives.• Recruit, train and lead HR team members including formal and informal feedback.• Design and build HR strategies and programs to further engagement and retention.• Continuously align team members towards a holistic HR vision and strategy.ENGAGEMENT & RETENTION:• Keep pulse on engagement and morale via a variety of information and data sources.• Influence people and org outcomes throughout CEO transition, leadership team evolution and reorganizations.• Drive improvements and optimization across engagement, business partnership and operations.CHANGE MANAGEMENT:• Drive large-scale change management initiatives with a focus on talent and orgoutcomes.• Implement new Company Values and embed across organizational process and initiatives.

Serve as a PeopleTech Partners (PTP) Advisor as part of the LA chapter. PeopleTech Partners helps emerging companies understand key operational problems by providing insight into the most pressing issues faced by organizations. As advisors and people leaders, we provide key feedback on product features, organizational plans and market strategy. We act as integral advisors on all aspects of business for our founding teams to further their vision and ensure rapid customer acquisition.

Delivered career and job search coaching, resume writing, outplacement, and HR consulting to professional clients.Continue to deliver resume writing, cover letter, bio, and LinkedIn optimization services.

During tenure at The Walt Disney Company, gained HR Business Partner experience at:DISNEY CONSUMER PRODUCTS & INTERACTIVE MEDIA (DCPI): Maker Studios, Product Development, Disney Digital Network, and HR • 2016 – 2018DISNEY – ABC TELEVISION GROUP (DATG): Freeform (ABC Family), Communications, Legal & Business Affairs, Labor Relations • 2012 – 2016LEADERSHIP & MANAGEMENT:Managed team members including training & development, and feedback. Designed and communicated goals, align team towards strategy, and grow skills to meet the business needs.CHANGE MANAGEMENT • ORGANIZATIONAL DESIGN:Consulted with business leaders on organizational issues to continue evolving team structure. Assessed, analyzed, and recommended solutions to optimize the organization. Led and advised on solutions including change management and communication strategies.COACHING & ADVISING:Met with employees on career topics, morale issues, and other ER matters. Coached and advised managers and executives on resolving and addressing performance issues. Met regularly with senior executives to consult on business and organizational topics. Managed complex executive matters.HR STRATEGIES & PROJECT LEADERSHIP:Partnered with leaders to identify top talent and build succession and development plans. Implemented and managed HR strategies during times of growth and reductions in force. Led HR projects to ensure HRBP colleagues are aligned and delivering on project goals and timelines.HR METRICS & ANALYSIS:Partnered with workforce analytics team to measure and report on key metrics related to client groups. Drove annual and pulse employee surveys including interpreting results and telling the story of the data.KEY HR PROJECTS: Proactively designed and implemented leadership and HRBP learning programs. Tapped by HR executives to serve on HR task forces and initiatives such as facilitating the 3-day ‘Camp HRBP’ training, on boarding, org design, and employee support task forces.

As part of the leadership team, led HR strategies and initiatives across multiple offices during a time of high growth.TEAM MANAGEMENT:Hired, trained, and managed regional HR and recruiting team members across geographically disparate areas. Created strategy, goals, and vision for nationwide HR practices with the HR VP and other regional Directors.ORGANIZATIONAL DEVELOPMENT:Advised leaders, managers, and executives on organizational development issues. Drove org planning, org scenarios and options, and org optimization during a time of high growth and changes.REGIONAL LEADERSHIP:Sat on the regional executive leadership team to set business goals and vision and make operational decisions. Worked with regional executives to ensure HR practices are mapped to business goals and decisions. Advised regional President on direct report recruiting, retention, training, and employee relations.RECRUITING & TALENT ACQUISITION:Partnered directly with the President and EVPs on recruitment of senior executives within the region. Managed the Regional Recruiting Manager and ensured the effective recruiting strategies. Grew the employee base by 100%+ (from <200 to 400+) via effective recruiting strategies and retention techniques during a time of ‘talent wars’ and high growth within the industry.HR CHANGE MANAGEMENT, PROGRAMS & OPERATIONS:Facilitated change management strategies throughout the phases of the acquisition by Microsoft. Led the performance review process region-wide including training, HR team alignment, and employee delivery. Handled complex ER issues including terminations, performance improvement, and legal issues. Created a HiPo and succession-planning program. Oversaw all compensation plan rollout including recommendations for difficult compensation decisions.TRAINING:Created a training plan to aid in on boarding, ongoing development, and improve people practices. Created and presented a leadership pilot to develop new and emerging managers.

Managed a variety of HR and recruiting programs including initiatives during a time of change for within a tech and software growth environment.EMPLOYEE RELATIONS:Provided employee relations advice and management on complex issues during high growth period.TALENT PLANNING:Coached and advised leaders and executives on staffing and succession plans, compensation, employee headcount budget, and leadership development.IMMIGRATION & VISAS:Defined, documented, and managed the immigration process to ensure alignment and legality of all involved.HR PROGRAM MANAGEMENT:Managed the rollout of an improved performance review process including training, consulting on issues, etc. Worked with the HR team and managers to facilitate the layoff process for a fair and successful process. TRAINING & NEW EMPLOYEE ORIENTATION:Delivered training programs for new employee orientation, management development, and other initiatives.RECRUITING:Recruited strategically on external and internal positions. Managed the internal recruiting processes. Tapped to define recruiting processes during a high growth period in order to maximize best practices.HR STRATEGY:Partnered with various business units to accomplish HR strategies and practices.

Joined this emerging start-up during the ‘dot com boom’ to implement all human resources and recruiting programs for a progressive and ethical environment.HR LEADERSHIP:Served as part of the leadership team to make operational decisions for the company direction.HR OPERATIONS & ADMINISTRATION:Created, implemented and managed all benefits, compensation, employee policies/handbook, intranet, performance management process, etc. RECRUITING:Recruited all new employees, tripling size of company in rapid fashion.REDUCTION IN FORCE PLANNING:Managed the layoff and decision-making process as company lost venture capital funding.

Delivered HR and recruiting solutions at one of the first Internet companies in Seattle during a time of high growth.NEW EMPLOYEE ON-BOARDING:Created and delivered new employee orientation and performance management programs.RECRUITING:Led the recruiting function, trained other recruiters, and ramped-up recruiting practices.EMPLOYEE RELATIONS:Served as employee relations consultant to employees and managers as needed.EMPLOYEE COMMUNICATIONS: Managed redesign and implementation of employee communications portal / intranet.TRAINING:Designed and delivered a variety of training and development programs for employees at all levels of the organization.MANAGEMENT PARTNERSHIP:Coached and advised managers on a variety of employee, team, and HR issues.CHANGE MANAGEMENT:Upon acquisition by Disney, collaborated with team members to plan for a successful integration and change management process.

HR Generalist Responsibilities

Managed and directed of a diverse 250 person diverse residence hall that is a partnership between Willamette University and Tokyo International University of America (TIUA). Managed and developed a team of Resident Advisors.