I work at USAA, whose mission is to serve the unique needs of the military community with financial products and services customized directly for our military members.In my current role, I support the USAA mission by:-Building out and managing a formal employee centered program to redeploy top talent throughout the organization based on business needs and employee goals-Redeploying 53% of program participants in 2021, saving USAA millions of dollars in severance costs-Researching internal and external sources in order to design, develop, customize and launch an in-house website of competitive tools and resources for employees to use in their redeployment journey saving the organization significant costs of funding a site via an external resource-Coach employees at all levels (non-exempt through senior executive)-Working with internal ICF Coaching Certified employees to develop a program to support internally placed employees as they on-board into their new roles

- Led strategic organizational designs, including systemic diagnostics, as well as employee engagement and enterprise-wide culture initiatives.- Liaison on enterprise-wide Gallup Employee Engagement survey, including all aspects of planning, administration and engagement tools for 28,000 person organization.- Led work culture POC for enterprise culture programs.- Designed, developed, and facilitated Organizational Effectiveness methodology to HRBP community in order to better serve their client base, as well as other strategic partners across USAA.- Worked on strategic Organizational Effectiveness enterprise-wide initiatives.

- Developed and executed culture shaping project plan for enterprise-wide impact, including designing workshop material and tools used to monitor and enhance corporate culture and engagement- Reinforced USAA's strong culture through sustained tools, resources and learning programs- Advisor on Leadership Development Programs- Managed all third party vendor relationships- Facilitated culture shaping workshops and tailored workshops to ensure best-in-class business results- Managed enterprise-wide culture programs multi-million dollar budget and USAA resources (returned over $1.2 million dollars back to the budget during program by reducing cost structure)- Monitored effectiveness of programs through direct feedback and data analysis

Corporate Marketing/Corporate Services/Alliance Services (2006-2008) Associate Business Partner – Federal Savings Bank (2005-2006); Property & Casualty Insurance (2004-2005)- Responsible for developing, evaluating, and implementing projects and programs incorporating Human Resource strategies that support business objectives- Developed and fostered ongoing effective relationships with senior leadership to influence organizational design and management practices- Collaborated with leadership in Human Resources and CoSA’s to influence changes in work environment, including employee/management/executive coaching, talent reviews/inventory, career planning/pathing, change management techniques and leadership development- Human Resources lead regarding organizational change/restructuring efforts, including determining organization design, workload, processes, financial impacts, etc. align with the needs of the business.- Other responsibilities included: facilitating management training, succession planning, developing effective career paths, collaborating with Compensation regarding pay issues/performance management/merit process, reward and retention efforts, coordinating operational workforce demands with Staffing and Learning Services, HR PRIDE Coordinator, and providing guidance regarding ER issues (performance and conduct).- Excellent skills in: collaboration, communications, people strategy, coaching, customer focus, consultation, facilitation, leadership development, presentation, trend analysis, leading focus groups, and project work

- Responsible for all HR functions for the company’s largest US region/market, supporting over 800 employees (in 22 facilities -17 include manufacturing plants), reporting to HR VP- Handled all recruiting, staffing, reductions in force, employee relations issues, performance issues, liaison on benefits issues, compensation issues, succession planning, unemployment hearings, training for managers and supervisors, data audits, and competency based interviews- Acted as liaison with each facilities safety representative and Worker’s Compensation Department- Ensured all HR related business objectives are in compliance with the FLSA, ADA, EEO/AA, and FMLA as well as prepare documentation for OFCCP audits for the Department of Labor- Responsible for roll out of corporate objectives for company culture transformation from individual legacy companies to Flowserve’s corporate goals and objectives supported by the company’s Six Sigma strategy- Objectives included initiatives to leverage HR resources among the company’s three divisions and regions

- Responsible for support of three Vice Presidents of nation-wide sales organization as a strategic business partner in a fast-paced, results-oriented environment- Strategically partnered with all levels of management regarding the extensive reorganization of the nation-wide sales force resulting in efficiencies in labor and expense costs- Advised/interpreted personnel policies and employment law, including employee relations, performance issues, benefits, STD, LTD, FMLA, Leave of Absence, attendance, and other HR related issues- Influenced HR direction to ensure policy consistency. Worked with legal and security departments to resolve human resources issues involving violations of standards of conduct, training on Verizon ethics policies, etc.- Assisted in the merger process of former GTE and former Bell Atlantic compensation plans- Executed reduction in force as well as retention policy issues/implementation for client group- Provided HR support during the sale and close of selected offices- Roll out of company-wide Performance Management Program, VZ Incentive Program, and pay-for-performance based merit program

- Responsible for managing the New Recruit Development Program preparing and developing high potential employees for Sales Engineering positions as well as other leadership/management positions- Led for the overall recruitment, interviewing and staffing strategy. Focused on building relationships with minority agencies in order to recruit minority candidates- Proactively reduced recruitment costs by 46% within the first quarter of 2000 by strategic and forecast recruitment planning on a nation-wide scale- Managed nation-wide program, ensuring goal-oriented assignments, training and accomplishment of predetermined objectives. Provided mentoring and career development planning for client group- Responsible for forecasting and managing a $2.3M budget for the Sales Engineering organization- Provided leadership and expertise to managers in dealing with performance issues- Conducted a needs analysis resulting in the development of a comprehensive Manager’s & Partners Program Guide/Toolkit. This, in turn, resulted in cost and labor efficiencies- Addressed retention issues proactively resulting in reducing attrition by over 90% within one year- Researched, planned, developed and evaluated all technical, team building and sales/leadership training, resulting in reducing training costs by 20% the first year

- Managed the annual GTE merit process for a population of over 40,000 employees- Managed employees in department, as well as measuring and tracking departmental HR initiatives. Reviewed, revised and consolidated various nation-wide award programs- Responsible for managing and evaluating multimillion-dollar company-wide merit budget- Assisted in the implementation of consolidated compensation administration processes for various GTE business units. Researched and analyzed special group adjustments to base pay- Managed transition/administration of compensation mechanized systems: HORIZON, HROES & SAP- Responsible for the coordination/administration of the Chairman’s Leadership Awards payout, resulting in obtaining 100% accuracy at all pay and award levels

- Responsible for executing all management staffing and related activities for over 3,500 employees - Provided day-to-day support in the areas of facilitating the recruitment of qualified external candidates, selection of internal and external candidates for all staffing activity below the director level following EEOC Guidelines as well as competitive compensation guidelines- Primary HR contact for Atlanta based call center, including all recruiting and staffing- Implemented management reduction in force and outplacement programs, provided career guidance and counseling to management (exempt and non-exempt) community- Responsible for all day to day operations of the GTE World Headquarters Employment Office, including staffing processes in accordance with EEOC Guidelines as well as supervision of employees- Developed and conducted Employee Orientation as well as new hire training for all exempt and non-exempt employees for the GTE World Headquarters offices (over 1,200 employees per year)- Planned, developed, coordinated, and managed Metroplex-wide career fairs for recruiting in a high volume and competitive labor market. Also, targeted minority career fairs for recruitment purposes.- Responsible for recruiting and staffing functions for Southwest Region union and non-union employee population in accordance with the Communication Workers of America (CWA) contract- Acted as Labor Relations liaison regarding union issues- Implemented/managed the restructuring/consolidation of twelve call centers in three states into one “Mega-Center”. Relocated internal personnel, staffed new hires and acted as sole “on-site” HR contact for call center, including developing and implementing a streamlined staffing process in order to meet extraordinary staffing demands, due to the merger of all field offices into one Metroplex location

- Responsible for negotiating with clients and legal counsel in settling worker’s compensation cases. - Assisted defense attorneys in preparing cases for litigation hearings. - Successfully passed state board exams in workers compensation, property and casualty courses.