Provide HR Business Partner strategic support to Coupa's global Revenue/GTM teams (Sales, Customer Success, Professional Services, Marketing, and Support), supporting over 1500 employees across 25 countries. Directly support and partner with Senior Leadership team in the areas of Talent Management & Development, Organizational Development, Total Rewards, Performance Management and Employee Relations.

**Acquired by Coupa Software- Provide HR Business Partner strategic support to business leaders across entire organization including Sales, Engineering, Marketing, Customer Success, and Finance.- Translate business needs into integrated people solutions that address key business drivers.- Ensures the successful delivery of HR services to the business including talent management, employee engagement, total rewards, talent acquisition, leadership development, and HR analytics to further HR strategy.- Work closely with leaders and employees to maintain positive work relationships, increase productivity and retention- Manage and resolve complex employee relations issues- Provide data-driven recommendations to improve performance, retention, and employee engagement- Advise and counsel managers and employees on a variety of HR topics including employee relations, professional development, and organizational development- Partner effectively with HR subject matter experts including Learning & Development, Talent Acquisition, and Compensation- Manage and process employee life-cycle actions (promotions, offer letters, terminations, etc.)

- Act as strategic partner to management to align business objectives with operational realities.- Manage and resolve complex employee and labor relations issues.- Provide day to day performance management guidance to supervisors (coaching, counseling, career development, etc.)- Provide guidance and input to senior leadership on division/department restructuring and reorganizations, workforce planning, and succession planning.- Support client needs and requests in the areas of compensation, employment/classification, employee/labor relations, training, organizational development and diversity/affirmative action.- Run employment search committees.- Administer HR policy and collective bargaining agreements across five staff unions and non-bargained for staff.- Participate on management bargaining team during contract negotiations.- Conduct job evaluation and classification analyses and provide recommendations.- Lead discipline and grievance processes.- Analyze and track reductions in force, including running bumping scenarios. Created notification letters and severance agreements, leading employee notification meetings as required. - Support benefits open enrollment and online benefits implementation.

- Led all Staff, Graduate and Temporary employment processes from posting through onboarding.- Administered the University’s Applicant Tracking System and re-engineered recruitment processes to streamline the recruitment life-cycle. - Facilitated and led new hire onboarding, applicant training sessions, and staff training sessions. - Administered collective bargaining agreements with respect to employment rules and regulations.- Acted as SME for Hiring Managers on all aspects of hiring process including compensation, interview techniques, sourcing strategies, paperwork completion and University/HR policies and procedures. - Prepared offer letters and new hire paperwork and ran background checks,- Updated and maintained the university Classification Specification database.- Participated in cross-functional teams to improve processes related to Graduate Employment and ATS functionality.

- Managed a team of recruiters, prioritizing/planning work to maximize candidate quality. - Conducted performance evaluations for field and staff employees.- Established/maintained customer relationships with leaders from major automotive companies to meet staffing needs.- Trained new recruiters in recruiting best practices, company processes, and customer needs.

- Performed full life-cycle technical recruiting from initial source through onboarding.- Negotiated compensation packages including pay rate, paid time off, and benefits.- Developed and maintained relationships with a pipeline of skilled candidates.