As the Director of People & Culture, I focus on fostering a positive workplace culture and enhancing the employee experience for all Meyer employees. I design, leads and administers all aspects of People & Culture operations in a way that centers employees, builds trust and strengthens Meyer as an organization.Through curiosity I believe in leveraging individuals' strengths to achieve success and embracing a growth mindset, especially when things don’t go as planned.

• Provides expertise on a broad and comprehensive range of human resources activities, including recruitment, compensation, performance management, talent development, employment transactions, policy compliance, and other related HR functional areas.• Serves as a point-of-contact for employees regarding HR concerns, needs and issues; evaluates situations, provides support and recommendations.• Provides advice to management regarding adherence to applicable federal, state, and local laws, as well as organizational policies and procedures; identifies innovative solutions and options to address complex human resource management issues.• Assists in identifying opportunities to enhance operations, policies, procedures.• Provides guidance on personnel actions, including performance improvement documentation, contemplated and final action documentation, compensation and classification changes, and other related HR transactions.• Conducts needs analyses and provides recommendations to management regarding opportunities for HR improvement; develops and delivers trainings, as needed.• Undertakes specific projects such as performance evaluation process updates, handbook reviews, pay equity analysis, and membership/ guidance for organizational committees and affinity groups.

• Provide strategic HR direction on an organization-wide level, defining future looking strategies to support people and organizational results.• Model OPB's brand and culture in workplace interactions.• Facilitate talent management and development.• Coach supervisors and employees in leadership, workforce planning, job analysis, work process planning, and performance issues.• Conduct strategic workforce analysis, including strategic recruiting.• Design and lead DEIAB initiatives to foster a more diverse, inclusive, welcoming and affirming organizational culture • Oversee benefits programs, including policy recommendations, compliance measures, and controlling benefit costs.• Manage performance management, employee orientation, and intranet content.• Handle labor relations, representing OPB in collective bargaining with SEIU and SAG-AFTRA, ensuring compliance with collective bargaining agreements.• Establish and manage compensation, job descriptions, and retention strategies.

• Developed and administered compensation and benefits programs that supported the organization’s strategic goals and objective health and welfare, employee time-off, including 401k, 403b, pension, flexible benefits, and holidays.• Designed, implement, and evaluate compensation packages, policies, programs and pay structures based upon internal equity and external market conditions.• Coordinated the proper administering of payroll functions, worker’s compensation (SAIF), HR files, HRIS, compensation and benefits programs to insure compliance with applicable federal, state, local laws, funders and auditors.• Planned and instituted employee training and development interventions to ensure that the knowledge, skills, abilities, and performance of the workforce meet current and future organizational and individual needs.• Managed HR Specialists, HR Assistants and HR Interns.

• Managed workforce planning and employment including sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforce’s ability to achieve the organization’s goals and objectives.• Guided the workplace relationship between employer and employee, in order to maintain relationships and working conditions that balance employer and employee needs and rights in support of the organization’s values.• Created a safe and secure workplace and protected the organization from liability.• Contributed to and supported the organization’s mission, vision, values, strategic goals, and objectives by formulating policies, guiding, leading the change process and evaluating HR’s contributions to organizational effectiveness.