• Facilitate and develop Employee Experience programs for a Global Semi-conductor manufacturing organization with over 30,000 employees in Asia, Europe, and North America.• Developed employee journey mapping and listening posts to incorporate data analysis into organizational development projects that are tailored to employee needs.• Assisted with the development of the first ever Employee Experience program at onsemi in order to create process improvement and align employee expectations using Lean Six Sigma project management skills.• Cross functional coordination for Employee Experience projects while using agile/scrum project methods in order to better understand employee sentiments and drive organizational process improvement.• Facilitate monthly reporting meetings with senior Executive staff to deliver employee data across multiple HR functions and Business units.• Developed and organized the first ever Customer Experience week using over 4 different mediums for engagement, recognizing customer facing employees for their efforts in building relationships with B2B customers for onsemi.

• Facilitate the training and leadership development of over 200 students from Arizona State University and Grand Canyon University.• Developed and taught leadership college class for four semesters (over 600 hours of classroom instruction) in order to develop future leaders in the United States Army. Curriculum included multiple types of leadership models, sexual harassment/sexual assault prevention training, equal opportunity training, and career development.• Recruited over 20 future military leaders into the Reserve Officer Training Corps and retained 85% year-to-year. Directly responsible for commissioning 18 Arizona Army National Guard Officers within my first two years in the position.• Streamlined the training request efforts and strengthened relationships between two organizations by creating a 10 year training supply request contract, reducing the time to receive equipment and supplies by over 80 hours of coordination.• Over 30 hours a week of cross-functional coordination and strategic planning between federal and state government agencies in order to foster relations required for organizational training and development of future leaders in the US Army.

• Accountable for the welfare, training and administrative maintenance of 15 direct report supervisors and their associates.• Effectively trained and relocated 55 personnel to the Southwest boarder while using cross function communication with multiple government organizations and project management skills to complete various tasks/projects leading up to the deployment.• Strategically planned over 25 employee engagement seminars, trainings, and certification courses resulting in 90 supervisors and their employees to be trained and increase overall productivity.• Financially managed a budget of over $200,000 for a fiscal year that was used to improve organization assets, travel for employee training, and training assets required throughout the year. Monthly review of budget was conducted and financial analysis was provided to senior executive leadership• Mitigated and reviewed risk to business training and development for over 90 employees and over 25 different training events.

• Worked as a Human Resources Business Partner for a privately owned and family operate aerospace and semiconductor manufacturing company. Supported over 600 employees with employee relation and benefits inquiries.• Developed policy on Uniformed Service Employment and Reemployment Rights, creating detailed outlines for job protection and additional benefits if employees are called to active duty service.• Lead the development for the company’s new online training university. The training and development was needed in order to stay complaint with state and federal regulation specific to aerospace and semi-conductor manufacturing as well as OSHA requirements.• Assisted with company recruitment for four separate positional needs in the organization. Calling candidates, coordinating and conducting interviews, and orientations for new employees. Hired over 20 candidates and retained 90%.

• Managed the Global HR Project calendar and strategy for the Employee Central (Employee Relations and Benefits) Team. Allowing for proper resourcing and allocation of personnel to complete projects effectively and efficiently.• Dedicated over 30 hours a week on numerous projects (HR business alignment, project processing implementation, HR information systems (HRIS) testing and processing optimization) that improved HR business practices globally by ensuring HR teams were had the most up to date information and policies to assist employees and managers.• Worked for the Global Employee Central (Human Resources) office that manages HR cases for over 100,000 employees within PayPal. Specifically handled cases related to the America offices in the U.S., Canada, and South America.• Assisted in the development of multiple policies (employee medical accommodations) and HR practices (global HR alignment) to improve the processing and effectiveness of employee related actions.• Developed a project calendar for the Global HR Teams (4 separate regions of the globe) that maximized HR efficiency by resourcing projects accordingly throughout the year. • Assisted over 150 employees and managers (averaging 12 cases a week) with employee relations inquires related to medical accommodations, conflict management, short term disability, attendance conflicts.• Processed over 150 employee actions related to the Annual Incentive Program (stocks/yearly bonus) and hiring referral bonuses.

• Established relationships and coordinated with numerous federal and private organizations; complex problem solving for the most senior military leaders and the department Director of Human Resources. Managed HR business processes for employee relation actions that effected over 25,000 Soldiers.• Amended and implemented (using the AGILE project management model) the HR Employee Relations policy that was adopted by all HR professionals (over 400 personnel and 12 organizations) reducing processing time by 50% and spending a week and a half verses three weeks for personnel actions.• Annually assisted 125 retiring employees per year by processing employee relation actions, collecting employee data, as well as managed the retirement ceremony project monthly. • Examine data analysis of over 1500 employee relation actions per year and compile information to consult HR Department Director and senior executive leadership a better understanding of business performance indicators. • Developed and managed business process for updated weekly policy for Soldiers in a hardship due to the US Army’s response to the COVID-19 Pandemic. • Cross-functional coordination with numerous high ranking senior leaders in the US Army (Pentagon and US Army Human Resources Command) and private organizations to develop the award policy, development, and implementation. Over 500 Vietnam Veterans received this award, and other Army units plan to implement the same award to recognize their veterans.

• Lead a diverse team of six directly reporting employees that conducted Human Resources operations including compensation, total rewards and benefits, record updating, and HR data analysis. Consulted and ensured organization leadership remained within compliance of Army Regulation for HR processes.• Successfully completed organizations needs to fulfill employee HR needs for over 500 employees and completing tasks prior to global operations by consistently interacting and conversing with multiple outside government and private organizations. • Completed 1000+ hours on HR actions (total rewards, employee relation actions, and employee compensation) for personnel in multiple international locations (East Asia, Europe, US) within a 9-month timeframe.• Updated organization policies and standard operating procedures; increasing the HR team productivity and knowledge of Director outreach programs to over 500 employees in the organization.• Lead the HR coordination to process over 2500 employee actions (compensation, benefits, and medical screening/accommodation processing) within 80 hours to move employees to multiple locations internationally for international business operations.• Developed multiple learning and development seminars for supervisors and their employees within the organization that ranged from compensation and total rewards (benefits), career development, management techniques, performance evaluations, and change management. Creating an environment where employees and organizational leaders can make informed decisions about their careers.

Directly worked for the University’s Human Resources Background Investigation team, conducting background investigations and new employee in processing. Coordinated all background investigations and fingerprint check through Arizona Department of Public Safety and private investigation organization.• Assisted customers (students and employees) with basic HR functions that could be immediately actioned by the front desk student workers.• Reorganized and updated the entire filing system for the background team (over 1000 records at the time) – creating a more effective filing system which led to faster processing times.