Conducts complex workplace investigations and serves as an expert-level consultant, advisor and practitioner on ER issues and projects across all levels of the organization. Partners closely with the People Business Partner (PBP) organization, management, Employee Relations Business Partners and the Employment Legal team in working ER issues. Ensures consistent consideration and application of the AfterCare program as part of the investigation plan.Additionally serves as a consultant/advisor and liaison to the Inclusion & Diversity (I&D) team as a subject matter expert on I&D issues that touch ER, support I&D initiatives from an ER perspective, address ER issues stemming from these initiatives, investigate complex ER concerns referred by I&D or refer those concerns to the appropriate ER and or PBP stakeholders internally.

Served as part of the HR Leadership Team and internal consultant to supervisors and leadership regarding faculty and staff employee relations issues. Conducted investigations and applied appropriate critical judgment on sensitive employee relations issues in alignment with the university’s ethics, policies, and values. Communicated legislative compliance requirements, reviews legal, and policy changes with university leadership to ensure awareness and secure approval as appropriate. Operationalized and administered the university’s collective bargaining agreements. Served as a team member responsible to negotiate successful outcomes with union partners. Collaborated with the Vice President for Diversity and Inclusion, and the AVP of the Office of Institutional Equity to implement and deliver broad-based diversity awareness and inclusion excellence training and development programs. Sourced professional services to design and deliver curriculum and instructional tools related to the professional development of university staff.

Conducted informal and formal investigations of complaints against staff, faculty, students and third parties, asserting violations of the university’s nondiscrimination policies – including discrimination, harassment, and retaliation – as well as corresponding State and Federal laws – including Title VII, Title IX, ADA, and ADEA. Provided feedback regarding investigation outcomes to university leadership and management; made recommendations for appropriate actions to ensure compliance with relevant policies and laws, including recommendations for appropriate corrective action and/or training; and educated and advised upon potential impacts of future actions, particularly with respect to the avoidance of retaliation. Supported the university’s equity compliance efforts by maintaining and monitoring relevant data, providing training, information, and consultation to staff and faculty.

Independent HR consultant, human resources generalist, extensive EEO/HR workplace investigations, employee relations consultant and subject matter expert.SpecialtiesEmployee Relations Consulting, HR/EEO Workplace Investigations, Performance Management, Training.

Conducted comprehensive and timely investigations of complex employee relations issues. Upheld and enforced company policies and guidelines related to equal employment opportunity, anti-harassment and anti-discrimination and business conduct. Consulted with HR Business Partners on investigation matters. Supported HR Business Partners in their development of recommended remedial actions in response to investigation findings. Identified ER investigation issue trends and collaborates with HR Leadership and Business Partners to develop proactive measures to reduce future ER investigation issues. Assisted in the development and implementation of HR training to increase HR Business Partners’ capabilities on how to conduct ER investigations and to increase awareness of relevant Microsoft policy, employment law and legal issues implicated by ER investigation issues. Represented the ERIT and ER investigation function in HR initiatives as required. Partnered with internal Microsoft resources as required.

Coordinated and provided support to various EEO related processes involving employee complaints, investigations, litigation, and training of management and employees. This included the coordination of responses to formally filed discrimination complaints to human rights agencies to ensure timeliness, appropriateness and quality of response. Staffed Human Resources Director in responding to internal requests for administrative reviews. Convened and facilitated mediation assessments. Provided technical assistance to management in preventing, issue spotting, responding to and/or investigating complaints. Tracked discrimination complaints and analyzed patterns to identify preventive and corrective measures, such as, change in policy, procedures and/or practices. Provided EEO information and referral to employees, responded to public disclosure requests and provided litigation support. Administered EEO investigations consultant pool; conducted investigations as assigned. Conducted mandatory EEO/Anti-harassment and Managing Diversity training classes for management. Also conducted training facilitation for the Fundamentals of HR Management Course. Provided EEO coaching for management and post discrimination and/or harassment incident debriefing, developed corrective action plans and provided specialized training to intact work groups.

Investigated employment complaints and charges of discrimination from various sources to determine validity of charge, resolution and impact on department. Researched information, past practices and legal precedent to formulate recommendations of policy and/or resolution to complaints and sensitive issues. Acted as a liaison with civil rights agencies, state and federal enforcement agencies, city law department, labor unions, civil service commission and city personnel in the investigation and resolution of internal and external complaints. Represented the department at hearings and meetings related to EO/AA policies, goals and procedures, such as the Civil Service Commission, City of Seattle EEO Officers' meetings and the Mayor's Affirmative Action Task Force. Developed, recommended and coordinated departmental policies and procedures related to the investigatory process and nondiscriminatory employment practices. Monitored departmental regulations, policies and goals through monthly and yearly reporting requirements. Liaison with administration to implement performance management and improvement plans, including coaching & counseling of managers and employees. Provided information, technical assistance, training and consulting to department management and employees regarding EO/AA, including the investigatory process. Assisted in the recruitment of prospective employees through the review of employment exams and candidate selection. Oversight and coordination the transfer and promotional processes for premium-pay positions. Acting Human Resources Director in the event of absences to provide direction of human resources management, including labor negotiations and budget management. Supervised and coordinated work projects and activities of clerical staff as needed. Nominated, Civilian Employee of the Year, 2001.