TRI is applying artificial intelligence to help Toyota produce cars in the future that are safer, more accessible and more environmentally friendly. We are expanding artificial intelligence technology into new applications by strengthening and refining the interaction between human and machine.- Coaching, partnering and supporting Executive Staff, Senior Management and all employees- Work with Business leaders to establish and drive employee engagement actions- Manage Learning & Development: develop course curriculum, work with training vendors and provide training support for business unit specific requests- Drive performance management- Manage team consisting of an HR Generalist and HR Business Partner

- Experience partnering with Senior Vice Presidents of Engineering Product Line groups and Sales- Work with Business leaders to establish and drive employee engagement actions- Drive performance management, succession planning process, and consult on proposed promotions within client group to develop key talent and bench strength for future needs to ensure the best talent is retained- Proactively work on employee retention by reaching out to employees to assess pain points (through surveys or 1:1s) and concerns and consult with management on ways to improve-Manage Learning & Development: develop course curriculum, work with training vendors and provide training support for business unit specific requests- Manage immigration process for entire company- Work closely and advise Staffing team on compensation and immigration items related to offers- Manage and run college intern program including but not limited to info sessions, summer events, intern final presentations, etc.

- Act as a liaison for the Networking Solutions Group which consists of over 800 employees- Input and validate data for workforce planning/headcount planning- Conduct talent sessions, analyze compensation & performance ratings, & facilitate performance review discussions with managers- Partnered with other program administrators to design, present and launch LSI’s first global mentoring program- Collaborate with 3rd party coaching vendor to provide valuable discussions to program participants- Define possible technical career advancement issues - Promote hiring of new college graduates and interns- Facilitated everyday workplace DiSC sessions- Work with global counterparts to support international employees- Partner with LSI's Global Mobility team to create relocation packages - Work with immigration team for international transfers & hires

- Researched and evaluated current and new Tier 1 California Schools- Coordinated and participate in career fairs - Managed and filled open reqs, offer approvals and offers in Virtual Edge applicant tracking system for new college graduates and interns- Coached managers on recruiting & hiring process

- SandForce was acquired by LSI in January 2012- Helped hire 80+ employees in 2011, and managing over 30+ requisitions at one time- Helped create and implement new staffing strategies and procedures- Streamlined entire staffing process – made the entire process more efficient- Acted as an HR liaison between the SandForce’s US Headquarters and Shanghai office- Planned and coordinated all company events on/off site- Assisted in the formulation of personnel policies and procedures- Decreased recruiting vendor fees by 5-10%- Decreased Monster account fees by 11k- Prepared and generated reports and documents needed during the acquisition of SandForce

- On site Technical Recruiter placed by Bridgenex- Was responsible for 25+ positions- Managed recruiting vendors- Helped generate offers, coordinate onsite and phone interviews, pre-screen all potential candidates, updated - Maintained applicant tracking sheet and requisition headcount reports

- Manage 20+ requisitions - Set candidate compensation expectations, worked closely with hiring management in offer construction and presentation and increased the acceptance rate- Filled critical path/target positions with top talent and provided consistent flow of candidate activity- Produced candidates to meet headcount requirements, limiting the need for external hiring - Built good working relationships with candidates, from recruiting through on-boarding - Captured new clientele - Managed over 5 client accounts - Created company website in HTML www.bridgenex.com- Maintained HireDesk, an applicant tracking system