Responsible for building a shared services organization to improve HR service delivery in a fast-growing global technology organization. Additional deliverables include global implementation of ServiceNow case management for HR; payroll readiness for employee tender offer including vendor management of Big Four tax firm to ensure accuracy in complex tax calculations for country to country mobile employees; reduce payroll complexity by migrating to a single payroll provider, moving from 11 country specific providers to 1 covering all locations in Europe and India

Direct a global team accountable for delivering a suite of HR services to over 70,000 employees including Talent Acquisition, Global Mobility & Immigration, Learning Services, HR Support, as well as an Americas aligned team responsible for benefits delivery and local country HR support. Key areas of responsibility:•Direct accountability for $19+ million budget•Global project management, process improvement and continuous improvement to scale operations, providing annual cost reductions of 5-10%•Collaborate with functional partners to co-design strategy, policies, and more agile operating & service delivery models•Manage strategic partnerships with outsourced managed service providers, driving improvements in service delivery and experience •Enable Cisco’s people strategy by providing coordination services for over 90,000 interviews, maintain policy ownership and processing for background screening and offer letter processing for over 14,000 hires annually, additionally deliver consulting and support for international assignments & transfers, immigration services and domestic relocation. Ensure tax policy adherence for employee led moves and provide tax and payroll service support as part of international assignment and transfers•Learning services solutions including training set up and delivery, program management, virtual event production and content services. Full year volumes of 607k total learning hours, over 200k unique learners and over 4500 training deliveries provided •Benefits delivery for employees and their families in US, Canada and 19 Latin America countries. Services include open enrollment, compliance, front line support and employee advocacy•Front line Support for HR policies, processes and tools through a variety of channels including self-help tier 0 as well as a high touch interaction model for issues raised via phone, web or chat channels. Yearly volumes of 170k interactions with 85% resolution at first point of contact

Responsible for leading a global HR Services organization accountable for delivering front line support to 70,000+ employees and managers. Responsibilities include organizational vision, mission, delivery strategy and execution plan, driving overall resourcing, infrastructure and process strategy for 72 employees in 5 regional centers (San Jose, RTP, Krakow, Dalien and Bangalore), drive functional self-service strategy and ensure delivery of a quality employee experience.

Manage a team responsible for coaching and consulting with all levels of sales management, employees and HR colleagues on all matters pertaining to Employee Relations(ER) including performance management and corrective action, workplace accommodations, and escalations. Responsibilities include team leadership, employee coaching, resource alignment and optimization, as well as ensuring consistency in execution of ER processes. Serve as a contact for escalations and appeals of cases to review findings and determine next steps for case resolution. Develop and communicate quarterly metrics to identify trends within supported organizations. Partner with corporate ER and Sales HR leadership to proactively recommend/deliver training programs and other interventions for potential or existing issues.

Compensation project lead for Oracle HRMS and Workscape's Compensation Planner implementation. Responsible for the design and configuration of foundational set-ups to support compensation programs within Oracle and Workscape Compensation Workbench. Managed complex partnership with KBACE consultants, Champion program leadership and track leads, IT analysts, project managers and developers as well as other key Cisco resources to ensure understanding and alignment of work product. Other duties included: documentation and prioritization of business and functional requirements, analysis of out of the box functionality to determine key areas for customization, resolved non-customizable system and process conflicts by revising global compensation policies and processes in partnership with Business Aligned and COE Compensation, Finance, Legal and other relevant stakeholders. Oversaw intricate conversion of core jobs and grades from people soft to Oracle formats to support 29 Oracle Business Groups

Led a team focused on the redesign of global compensation processes in order to implement a single application designed to assist Cisco managers in the planning, modeling, execution, and communication of rewards programs. Reward elements include salary adjustments, promotions, stock options, annual incentives/bonus programs, spot cash and non-cash awards.

Led geographically dispersed team responsible for university and intern recruitment and hiring programs and policies. Responsibilities included providing strategic guidance to global university relations counterparts, partnering with line organizations to increase diversity representation, leading the organization's transition from a regionally based program to a centralized model, developing and implementing a strategy to shift from a recruitment based to a relationship based model, developing strategies to build strong partnerships on campus with diversity organizations such as SWE, NSBE, and SHPE, standardizing Internship & Co-op program guidelines, manage department budget and establishing metrics and reporting for campus recruitment activity.

Established university recruiting strategy for Cisco's Canadian and east region offices. Managed a team of 6 which included University Relations Program Managers and University Recruiters.

Responsible for developing Cisco's recruitment strategy at targeted schools in the Southeast Region.

Served as team lead for 10 University Relations representatives. Provided advice and council on projects, campus activities and campus recruiting processes. Established and fostered relationships with career services, faculty, and student organizations at Purdue University resulting in 72 hires

Consulted with clients on process redesign, defining requirements and developing future state workflows for use in a technology based HR operations delivery environment. Developed data gathering screens for Case Management system.

Assisted in the development and implementation of IBM's Campus Relationship recruiting model. Initiated, built, and maintained partnerships with Career Services Staffs at 30 IBM supported universities and more than 75 IBM Campus Relationship Managers (CRMs). Ensured IBM had a consistent positive image on campus, coordinated coverage of key events, and served as a point of contact for recruiting issues, requests and opportunities. Participated and coordinated IBM's activity at Career Services sponsored events as well as identified alternative recruiting activities.

Assisted management teams in identifying skill requirements, building job requisitions, and preparing newspaper advertisements. Coordinated and participated in job fairs. Used Resumix to identify and screen qualified candidates for management review. Identified skill and experience levels to assist in the determination of salary offers. Administered weekly orientation programs. Served on New Hire Assimilation team that examined process flows and identified opportunities for program efficiencies.

Administered pre-employment aptitude tests. Coordinated scheduling for campus recruiting events. Administered weekly orientation programs. Contacted, scheduled and hosted college recruits. Conducted occasional campus interviewing and other senior recruiting duties when needed.