Kristin Devlin Email & Phone Number

Redmond, Washington, Us

Redmond, Washington, Us

Managed team responsible for initiating and activating scalable HR workstreams across 3 of Microsoft's 4 Product Engineering organizations, including AI+Research, Experiences + Devices, and Microsoft Gaming. Workstreams include Annual Rewards, Quarterly Promotions, Career Connections, and Job Eliminations.

Redmond, Washington, Us

Provided strategic partnership and execution engagement to Office365 product organization, Skype Infrastructure, and Microsoft Workplace Analytics product organization.• Partnered with CVP and senior leaders to plan and activate several large scale organizational changes to realign talent resources with business priorities to solve for alignment and organizational efficiencies.• Initiated quarterly organizational capability and talent management rhythm to drive greater alignment of changing organizational priorities to talent needs, both internal talent and identifying needs for external recruitment needs.

Redmond, Washington, Us

Led strategic partnership with senior business and HR leadership within Microsoft's Office Product Group (OPG) and Artificial Intelligence & Research (AI+R) organizations to identify and execute divisional diversity and inclusion strategies.• Recognized with three corporate Microsoft HR Rewards & Recognition awards for client group engagements• Initiated and drove execution of diversity and inclusion plans aligned to business needs for client organizations, focused on recruiting and retention of diverse employee populations, as well as engagement of all employees in building an inclusive culture.• Created D&I acumen initiatives for senior leadership teams, focused on increasing awareness and accountability for D&I as both a business driver, and for culture and talent management needs.• Initiated D&I program implementation, including inclusive dialogues, required manager training focused on building an inclusive environment, strengthening external diverse talent pipeline, and understanding opportunities to leverage inclusive design measures for Microsoft products.

Bellevue, Wa, Us

Responsible for worldwide HR consultation function for worldwide Apptio Inc., with emphasized partnerships across Product Engineering and Corporate Technology, Customer Success, and Professional Services• Partnered with and provided consultation to executive leadership within client teams to align people programs to organizational objectives, vision, and values• Initiated corporate Diversity and Inclusion strategy, including implementation of Women’s Employee Resource Group focused on increasing representation of women across the organization, as well as driving increased active participation in external diversity networking events with the Washington Diversity Counsel • Created and implemented policy and process updates critical in supporting foundational organizational infrastructure, including employee exit processes, exit feedback processes, internal transfer policy, and leave of absence policy and program execution plan• Actively partnered with recruiting function to identify solutions to recruiting talent pipeline challenges, implementing efforts to increase external Apptio brand awareness and to strengthen pipeline initiation, including execution of Open House recruiting programs, participation and sponsorship in external third party networking events, and active engagement in campus recruiting program

Redmond, Washington, Us

Provided strategic consultation and execution support to Microsoft’s Small & Midsize Solutions & Partners (SMS&P) organization, including Corporate Accounts, Small & Midsize Businesses, Telesales, Hosting Service Providers, Anti-Piracy, and WW Partner Strategy Group.• Created and led Manager Capability initiative, including creation and facilitation of a quarterly SMS&P Manager Forum, creation and facilitation of key managerial skill trainings and best practice sharing programs, and strategic coaching and mentoring programs to support manager capability in performance management, talent diversity, building an inclusive culture, and driving employee engagement• Led the SMS&P Diversity & Inclusion (D&I) agenda, specifically resulting in increase in representation for women and minorities through building manager capability in recruiting and hiring, as well as building an inclusive work environment. This included creation of the SMS&P Quarterly Women’s Forum, Women’s Mentoring Ring program, diversity hiring practices, and initiation of Managing Inclusion training for all SMS&P people managers.• Led planning and implementation of rhythm of the business actions, including annual performance review, annual midyear performance discussion, employee survey implementation and action planning, and annual talent assessment and strategy review for SMSP organization• Initiated and executed employee development framework focused on career evaluation, coaching others, receiving coaching and feedback for development, and best practice sharing amongst teams to drive employee engagement and performance improvement.• Implemented quarterly people analytics rhythm for individual SMSP divisions to drive stronger awareness of progress against their people agendas and to drive manager accountability for greater capability

Seattle, Wa, Us

Provided strategic HR consultation to several key client groups including worldwide Finance, Legal, Human Resources, Corporate Development, Enterprise Technical Services, and North America Global Sales Market Management• Led collective effort and implemented global sales competency framework for Global Market Management organization – in partnership with business and HR leadership, built project framework and aligned to identified business needs, host focus groups to gather employee input, lead statistical validation efforts, and initiate change management and communication plan for program implementation.• Initiated, developed, and supported implementation of team expansion for Expedia Global Fraud team in Prague, Czech Republic – included review of organizational data to identify organizational challenges with employee productivity and effectiveness, and recommended organization consider expansion of operations from 18x7 to 24x7, leading to addition of Prague Fraud office.• Partnered with client leadership team to identify talent pipeline gap, and created quarterly talent review and open position internal talent match initiatives to increase internal transfers and support employee engagement and career development for future bench strength.• Initiated and implemented worldwide career transition outsourcing program, including vendor selection and program attributes creation, worldwide HR Business Partner implementation, and ongoing vendor management.• Led cross-functional HR team in creating and implementing internal and external employee offer process with partnership from worldwide HR Business Partner, Compensation, and Recruiting communities.• Actively participated in initiation and implementation of worldwide job description and leveling program to better calibrate performance expectations and compensation across all Corporate Functions, building paths for future talent management and career development programs.

Seattle, Wa, Us

Responsible for HR Business Partner accountabilities to Amazon’s Corporate Fulfillment Operations function, including Worldwide Transportation, Global Fulfillment Platform, North America Supply Chain, Operations Integration, Customer Service Technology, and Fulfillment By Amazon.• Acted as liaison of corporate HR practices and policies for Worldwide Operations HR teams, managing partnerships in Europe, Asia, and India.• Implemented HR Brown Bag educational series to support ongoing leadership development around areas of performance management, employee engagement, coaching and feedback, and career development• Provided strategic employee relations and performance management guidance, specifically focused in sustainable performance management, goal setting and development planning, performance review management and implementation, employee relations and mediation, etc.• Initiated, implemented, and partnered with internal resources to provide organizational and talent development support, including organizational alignment practices and implementation, team effectiveness support, change management initiation and support, and leadership and individual contributor development.

New York, Ny, Us

• Key HR partnership and consultation to several key client groups, including Corporate Communications, Corporate Finance (specifically Tax, National Funds Transfer, Investor Relations, and Corporate Finance Support), Enterprise Operations, and Community and External Affairs Division, comprised of approximately 700+ employees nationwide.• Delivered ongoing corporate performance management support, including clarity and consistency in performance management philosophy, goal setting and development planning practices, and performance review management and implementation.• Advised and supported managers through performance improvement, employee relations and mediation, and termination process adhering to federal and state regulations as well as general company and division practices and policies.• Initiated, implemented, and partnered with internal resources to provide organizational development support, including organizational alignment practices and implementation, team effectiveness support, change management initiation and support, and leadership and individual contributor development.• Supported clients through corporate talent management development planning and succession planning efforts, including identifying high talent and acting at talent steward for internal opportunities.• Ongoing support in compensation and rewards practices, including job description creation and review, market analysis support, and corporate rewards planning and implementation for performance.• Created development framework to align with business talent strategy, including integration of multiple leadership and technical development tools, i.e. Lominger, Myers-Briggs Type Indicator, Flawless Consulting, Pulse Points Leadership Profiles• Initiated leadership rotational program for Enterprise Operational talent to build leadership capability and versatility within division.

New York, Ny, Us

• Product development and implementation support for core organizational development focus areas: Employee Engagement, Leadership and Team Effectiveness, and Organizational Effectiveness• Managed implementation and ongoing program maintenance for corporate New Employee Onboarding process• Actively participated in initiation, implementation, and management of corporate Leadership Competency 360 feedback program• Actively participated in initiation, implementation, and communication efforts of updated Leadership Competencies – this process included full validation and voice of the customer efforts throughout WaMu Leadership• Actively participated in implementing and supporting corporate organizational change management methodology, including build out of Web resources, training, and integration into other core organizational processes• Participated in implementation and ongoing support, including online training and Web resources, for corporate Workforce Planning initiative• Created and supported employee engagement programs, including the creation, promotion, launch, and assessment of internal employee survey systems.• Actively participated in updating and aligning current Executive Coaching program to identified needed structure

New York, Ny, Us

• Provided general HR support to the Technology Solutions Group (TSG) division encompassing approximately 3,500 employees nationwide.• Counseled managers through corporate performance management program, including performance management philosophy, goal setting and development planning, performance review delivery, and talent management planning.• Consulted with managers on general compensation and rewards philosophy and practices, including job description creation, job leveling, promotions, realignments, and strategic salary planning.• Advised and supported managers through performance improvement and termination process adhering to federal and state regulations as well as general company and division practices and policies.• Developed and facilitated employee training and development programs, including Performance Management/Goal Setting, Development Planning, Managing a Strategic Workforce, and New Employee Orientation.

M.A., Organizational Psychology

B.A., Communications