*Not looking for a role at this time thanks*

Data Management - HR team representative for DPC (Data Privacy Committee), lead on CPRA/CCPA related contracts/ addendums for HR team, lead on annual SOC compliance audit, data security and permissions for all systems (ADP, Lattice, Greenhouse, Globalization Partners, Sparrow), deprecated Rippling (former HRIS) to implement ADP Workforce Now; managed the data export (Rippling) and import (ADP) of all employee PII data.Data, Reporting & Headcount Mgmt - manage all HR data (EE Records, HRIS, Stock Grants, Compliance Reporting, Headcount reporting, survey data (Radford/AON, other sources). I produced HR monthly dashboard/metrics shared with the Executive team, monthly Recruiting dashboard to Head of Talent. To assist finance with their quarterly forecasting, weekly HC numbers, open req's, replacement req’s, tracking metrics around recruiting (open/filled/internal transfers), time to hire by function.System Admin & Project Mgmt - ADP implementation and system admin, data ownership (current and historical), integrations and set-up w/IT (API connectors/Okta (SSO)/ADP/Greenhouse/Lattice/Betterment/Navia). I manage all projects, processes and implementations for the HR team. My main day to day collaborations are with IT, Finance, Legal (contract management for HR), L&D (Training Team), Engineering/Product and Executives.Compensation - internal leveling, transparency pay law (SB 1162; created company methodology for pay transparency on job ranges for job descriptions; partnered closely with Engineering, Recruiting and Product teams), Pay Equity Report (SB 973 via CRD civil rights department), Equal Employment Opportunity Commission (EEO-1), comp planning sheets and letters, sales incentive plans including; solutions engineers, account executives, account managers, customer success managers, business development representatives), leadership bonus plan and letters, market data and trends, stock list (new hires and refresh grants), Radford/ AON surveys

Managed all data for the HR team including recruiting data, headcount reporting, attrition, tenure, trends and hiring.Implemented a new recruiting ATS (Greenhouse) and deprecated an old system (owned data management). Trained hiring managers and recruiting team on Greenhouse and customized the ATS to suit our company and recruiting needs. Created HR and Recruiting metrics for the executive team. System admin for Paylocity (HRIS), Greenhouse and Carta.Internal equity and leveling, non-exempt/exempt testing, maintained stock program, comp strategy and performance management paired with comp planning.

Moved into an IC role to spearhead the Workday implementation for the HR team and focus on data management, compensation and building out the system for our growing company.HR Data/ Metrics include; global headcount, tenure, attrition, eeoc gov't reporting + salary banding, market trends and competitor comp + D&I

Manage team of 5 recruiting coordinators, system administrator for Greenhouse (ATS), trained new recruiters on recruiting process, support engineering leaders with metrics and headcount summaries bi-monthly. Evaluated and implemented a new background check vendor (AccurateNow) and trained our recruiting coordinators on new process for compliance. Created new scheduling, offer, and onboarding processes as well as rolled out to recruiting team. Managed global contractor population.

Prepare weekly, monthly and quarterly metrics to support the HR and Recruiting teams. Roll out Greenhouse: built recruiting scheduling templates, candidate process flows, custom reporting and all custom fields.Managed and delivered end-to-end implementation and rollout of Greenhouse to our recruiting team and hiring managers. I handled the ATS customization, internal team training and data migration/mapping after implementation.

Hired and trained a team of 4 coordinators and implemented Jobvite to the recruiting team (global) and hiring managers. Created custom templates for scheduling, offers, workflows, departments, skill sets, messaging to candidates, travel accommodations and dispositions. Worked on several branding campaigns with Glassdoor and LinkedIn to promote diversity at Saama. Built internal compensation comparison in Jobvite with Radford data to ease the offer approval process.

My responsibilities fall into four main areas of ownership: recruiting tools and programs, process and improving new hire programs. Foster relationships with outside firms, vendors and agencies to better support staffing operations for the recruiting team. Designed Roku’s new hire orientation to better align with company awareness, culture, employee retention and gained support from executive staff. Generate domestic and international offers; conduct background checks for new hires and complete employment verification's. For programs, assist the Director of Recruiting with various projects: culture, branding, hiring initiatives, improvement of candidate experience and new manager training and development.

Successfully implemented Roku’s first applicant tracking system Jobvite. Created training materials and trained 20+ hiring managers. Scheduled over 600 interviews domestic and international: phone interviews, coffee chats and onsite interviews. Tracked all active candidate flow on a weekly basis and provided sourcing help for user experience requisitions.

SPRI (Survey Policy and Research Institute) operates as a model for excellence in survey and policy research for the SJSU campus, government, non-profit agencies, and business clients. I worked two spring semesters (2010 and 2011) for the institute.The Institute provides expertise in quantitative and qualitative research, and specializes in culturally competent, primary language interviewing.http://www.sjsu.edu/spri/