Lena Hampton Email and Phone Number

Trusted strategic thought partner for business leaders and the first point of contact for employeesCoach and advise leaders and managers through challenges such as building and reorganizing team structures, managing through change, scaling, creating engagement initiatives and generally working in a rapidly changing/growing environmentDeliver and lead HR team initiatives focusing on retention, engagement, recognition, compensation, talent management, equity, diversity and inclusion, belonging within dedicated client groups with the utilization of data and people metricsManage and resolve complex employee relations issuesPartner closely with other centers of excellence (CoE) to deliver best in class support well as streamline processes for efficiencyUtilize solution-focused thinking, empathy, strong judgment, and decision making skills in order to progress business groupDrive change through effective change-management implementation in a fast pace environmentConsult and coach clients around our Total Rewards philosophy and its application to guide quality decisions and adhere to company valuesWork with global HR counterparts in order to support global company structureOwn and manage talent review and succession planning process that identifies top talent, mitigates talent gaps and builds leadership capabilitiesWork with the business to build engaged high performing teamsTranslate business strategy and organizational needs into contemporary organizational performance solutions including organizational design, talent management, and culture change.

Identify business and organization capability needs; develop and implement business solutions and initiatives to support business goalsExecute, train and manage org-wide shift from rating-based performance and development approach to an impact focused approach, aligning with the One Microsoft strategy; to drive impact-oriented collaboration and teamwork to achieve greater business resultsPartner with the leadership team to establish strategic and operational directions for A&O, and define organizational design and structure to support current and future business needsLead and ensure timely deployment of global processes such as People Planning, FastStart, and Performance & DevelopmentWork with business leaders to create and drive a talent strategy across business areas, to include identification of top talent, retention, overall career development, and the import and export of that top talentAct as a change agent and provide coaching to managers and employees to support the changing requirements for business growth and evolving business in a highly competitive marketplaceTranslate business priorities into actionable HR strategy and initiatives by studying external business trends and understanding general business conditionsDrive the principles of meritocracy with business leaders in all talent decisions, including promotions, transfers, compensation adjustments, etc.Effectively balance business partner responsibility with employee advocacy/trust by building a positive employee relations culture and work environment and ensuring that trust is established at all levels of the organizationManage annual Rewards Management process to secure a differentiated, diverse and budgeted modelEnsure talent pipeline and development plans are in place for critical roles. Identify talent gaps, develop and implement development plans to support talent and succession planLead and participate in regional level Diversity & Inclusion initiatives

Strategically support HR VP and Division Leaders through: organizational design, succession planning and efficiency modelsActively participate in the development and execution of performance management, providing guidance and working with lower management through SVP+Develop and implement climate assessments, departmental reorganizations and new organization structuresDrive annual talent review; identifying top talent, recommend and generate retention measures as well as developing core competencies. Provide generalist support to 600+ population with regards to benefits, talent acquisition, exits and compensationManage complex and sensitive employee relations issues and terminations Conduct investigations through reporting and disposition; fraud, compliance, sexual harassment, etc.Develop and implement effective policies and procedures per organizational needs: non-fraternization, lost assets, eVerify, global mobility, PIP, etc.Oversee salary administration and rewards and recognition processes, maximizing utilization of in-house toolsTrack workforce allocations to ensure compliance and adequate support for forecasted growth within businessManage full cycle of company acquisitions including employee analysis, change management, bridging of service, etc.Partner with people managers on job analysis, design and appropriate sizing of job descriptions based on organizational needsEstablish strategic relationships to influence decision-making and meet organizational strategic needsAnalyze annual compensation data and make recommendations to executive leadership which address compressions, market and internal equity gaps. Make strategic recommendations to the business based on aggregate analysis of voluntary and involuntary terminations Develop performance measures for implementation into performance improvement plansConsult hiring managers to ensure diversity, promote hiring of high potential candidates and highlight key internal/external talent

Maintain updated and accurate reports reflecting all recruitment activity (both permanent and temporary) across all SEA North America officesHandle Talent Acquisition budgetingProvide forecast analyses on key recruitment data; sign-on bonuses, anticipated hires, employee referrals, etc.Process payment of invoices, track payments and create vendors via SAPParticipate in Samsung Talent Review overviews with managersLead and manage temporary staffing via partnering with hiring managers and select vendors to identify suitable talentControl employee referral program, approving requests and authorizing paymentLead the posting of all SEA open positions across NA offices; review job descriptions, ensure accurate requirements and verify appropriate sizingLiaise with hiring managers, vendors, business partners to ensure a seamless temporary staffing processSource, screen and hire for permanent openingsProvide recruitment guidance for hiring managers to ensure diversity, promote hiring of high potential candidates and highlight key internal/external talentInitiate, monitor and determine clearance for background checksProvide and audit headcount data for all temporary employmentRepresent SEA Headquarters at company information sessions at top universities and job fairs; informing of desired criteria, opportunities and cultureCoordinate onboarding for all permanent employees (Staff to SVP and above); entering all data into HRIS system, approving systems access, being point of contact for new hires as well as their managersConduct new hire paperwork session to ensure understanding of payroll system, verify eligibility to work in the US, audit all new hire paperworkLead offboarding of temporary workers; authorizing extensions of current assignments, providing guidance to managers and communicating opportunity for temp-perm conversions

Complete month-end items such as: reconcile all company benefit invoices, produce headcount reports and update organizational charts.Assist with processing of payroll through updating time and attendance as well as auditing payroll reports to ensure all information is inputted accurately.Update HRIS database Active member in employee events committee; dedicated to sustaining employee morale.Conduct employee interviews and process and review background checks to ensure timely and proper hiring.Prepare offer, termination and COBRA letters, as well as benefit packets.Compile succession-planning data in coordination with entering all performance evaluation criteria for reporting purposes.Assist in all areas of the recruitment process. Maintain new hire manual with updated benefit, federal tax and company policy forms.Perform regular audits of I-9 forms to ensure compliance with federal regulations.Supply necessary documents for corporate audit.

Maintained employee medical and regular files.Scheduled interviews.Assisted HR Manager with various projects.Archived outdated HR material.