• Serves as the primary interface to a specific business unit to deliver core HR initiatives and business unit-specific projects.• Provides coaching and guidance on all aspects of talent-related initiatives and programs.• Provides HR policy guidance and interpretation.• Provides support for core people programs and processes for the business (performance enablement, compensation and role & equity reviews, and talent reviews)• Counsels and/or coach team members• Coaches and enables people managers to be more effective leaders.• Provides expert advice on complex team member cases.• Analyzes data and surfacing trends to help improve organizational health.• Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, data analysis, and problem solving.

Responsible for providing real time and strategic employee relations engagement and management through effective triage, stakeholder management, and thorough assessments using independent judgment. Analyzes data and documentation to evaluate and influence employees and management regarding employee relations. Works closely with management to implement corporate human resources policies at the business unit / division level, such as salary review, stock renewal, workforce planning, etc. Regularly makes decisions that impact the attainment of project objectives and resources of employees. Contributes to development of company objectives and principles to achieve goals in creative and effective ways. Leverages foundational organization capability principles and/or design components to improve individual, group and organizational functioning. Coaches, mentors and/or advises employees at all levels to help drive growth and development. Works on significant and unique issues where analysis of situations or data requires an evaluation of intangibles. Engage in HR program delivery to Intels business groups. Actively contributes to the culture of agility and innovation. Supports the transformation of the Business HR organization into a strategic learning organization that aligns to LEAN principles, efficiency and upskilling across Business HR.Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, data analysis, and problem solving.

• Builds the company culture by partnering with business leaders to shape and drive the people’s agenda and boost employee morale. Monitors the “pulse” of the employee base to ensure consistent employee engagement. • Orchestrate initiatives to contribute to employees' ongoing growth and development; Define, plan, and drive cross-team process improvements. • Maximize organizational business performance by simplifying, sharpening, and supporting organizational rhythms to meet goals and targets. Led a high-functioning team of HR professionals that focuses on executive communications, customer and partner engagements, training, people and culture initiatives, the rhythm of the business, and operational excellence. • Serves as a trusted advisor to the leadership team by participating in overall group strategy decisions and assisting in implementing HR policies and procedures while focusing uniquely on maximizing the organization's effectiveness; Balances priorities, communicates effectively, and participates in critical meetings.

In my role as Human Resources Business Partner, I:• Served as a strategic business partner for assigned leaders/executives to support the overall people strategy. • Oversaw the recruitment efforts; Has a deep understanding of the business landscape and capacity (supply/demand) to serve as an advisor concerning utilization and headcount planning.• Handled employee relation investigations: research complaints, provide counsel and training to managers on how to properly document issues following legal requirements and offer disciplinary action recommendations.• Managed and allocated HR funds; Utilized HR and Financial data to deliver data-based recommendations and ensured solutions made sense in the business strategy context.• Responsible for analyzing and structuring benefit plans.• Managed the performance and compensation review process that ensured consistent and fair decisions were made regarding promotions, bonuses, and salary increases. • Boosted employee morale by planning and managing employee centric initiatives, including but not limited to team building events and staff wellness programs. • Developed HR policy and procedures and continuously drove process improvement. • Collaborated with cross-functional departments/groups to roadmap and recommended solutions that increased quality and productivity; worked well with others as an essential leader.• Responsible for compliance matters including health and safety, handbook, policies, record keeping, training requirements, audits, and reporting.

Taught Human Resources Management (BUS 303), Training and Development (BUS 375), Compensation and Benefits and Compensation and Benefits (BUS 681) • Creatively uses available tools and strategies to enhance relationships, creating a community of learning willing to take risks and actively engage with one another. • Regularly evaluates student progress and effectively communicated academic issues, social issues, absenteeism, and discipline to school administration.• Facilitates classroom discussion boards, grades assignments, responds to students timely, and conducts refresher training sessions as needed, adhering to educational best practices and curriculum guidelines.

In my previous role as S. Employee RElations/Employee, I:• Analyzed reports and analytics of employee relations cases for themes, trends, and root causes that provided insight into and recommendations for high-level decision making and risk prevention. • Conducted complex and sensitive workplace investigations; Determined appropriate investigation strategy, led witness interviews, documented review, and provided an appropriate recommendation for a successful resolution. • Responsible for prioritizing and managing business requests for updates, fixes, and implementations, as well as scoping, gathering, and sourcing business-wide project initiatives.• Handled a wide variety of ER issues, including discrimination, harassment, retaliation, and other policy violations. • Assisted in a smooth onboarding and offboarding process. • Counseled management on the interpretation and application of policies, procedures, and state / federal laws. • Worked harmoniously with others and provided ongoing training to staff by having in-depth knowledge and understanding of the company landscape. Passionate about developing and leading others.