Sandra Raposa Email & Phone Number

Greater Phoenix Area

Recognized for extensive achievements in managing change during major transitions, organizational development to realign organizations and talent management and acquisition to meet the needs of growing businesses. Strengths include leading a major change management effort to merge three totally different organizations post spin off, start - up and a major acquisition, in terms of culture, leadership, HCM systems, performance, succession planning etc.

Phoenix, Arizona, United States

Managed small team and many suppliers and ensured Intel’s indicators around availability for parts, costs etc. on the Supplier Score Card were met. Reconciled financial transactions between Intel, UPPRO and Suppliers. In q3 scored 97% on Intel’s Supplier Scorecard, a record. Collaborated with Intel customers to ensure availability of all needed parts and inventory and with Head Office in Israel.Coldwell Banker Scottsdale 101 Office / My Home Group March 2020 - Current Licensed Real Estate Agent in Az Obtained my AZ Real Estate license during a transition and worked as part of My Home Group on the Exceptional Living AZ Team, selling properties and helping buyers and renters. In March 2021 transferred to Coldwell Banker Scottsdale 101 office. Good skill match with my HR background, using my people and legal skills. Despite a difficult market have had 6 transactions totaling over 3 million dollars in Sales. Received great feedback on my communication with Clients and my thorough follow up skills. HR Consulting, Phoenix AZ June 2019 - March 2020Helped and consulted with smaller /start up companies to develop HR processes while in transition. Taught college level class on branding and career planning.

Phoenix, Arizona Area

Promoted to leverage global resources to manage complex international professional development programs spanning sales, pre-sales, engineering, and product development. Also reporting on all programs.• Served as primary leadership force for development of advanced product training and instructional design platform for pre-sales solution consultants. • Directed global skill assessment programs that delivered targeted training to improve executive retention and reduce talent development costs.• Identified key skills of highly successful account executives; ran regression analysis to identify performance measures of success and implemented training programs that drove revenue growth. • Implemented training in data-driven coaching strategies and developed rubric to measure outcomes; inspired management staff to commit to coaching high-talent employees. • Measured impact of all learning programs company-wide and linked data to measurable improvements in job performance, strengthening executive commitment to ambitious strategies.

Santa Clara, Bay Area, Ca

Led team of strategic HR advisors consulting to C-level executives within Fortune 100 client companies across all industries including healthcare, entertainment, high tech, and retail. Leveraged business results to champion value of industry-leading SaaS Human Resources management systems; delivered business cases, ROI documentation, and other materials to help clients bridge gaps between strategy and execution. • Developed highly effective playbook for transformational change that delivered immediate, measurable and consistent business value to clients. • Supported over $5 million in revenue growth by assisting sales teams in delivering value demonstration workshops for client HR, IT and finance leadership teams.• Created comprehensive roadmap for implementation of HR transformational tools that drove measurable, sustainable successes in implementing change.

Milpitas, California

Recruited to build global centers for excellence supporting acquisition and management of top talent, as well as team training and organizational development. Led 79-person team across Asia Pacific, Europe, Middle East, Asia, and US; allocated $10 million budget. • Stepped in to serve as Vice President of HR after previous title holder’s resignation. Continuously guided CEO, Executive team and Board of Directors regarding global HR strategy. • Scaled up global staffing team by 10x within 12 months, driving exponential increase in talent acquisition on worldwide scale and enabling hiring of over 4,000 highly specialized engineers. • Partnered with operations to drive workforce planning for greenfield start-up factories, traveling extensively throughout United States, Europe, United Arab Emirates, and Asia. • Coordinated post-acquisition integration of chartered semiconductor manufacturing employees based in Singapore, ensuring streamlined adoption of culture, values, and leadership traits. • Advised C-level leadership and Board members with regard to retention of senior-level talent. Developed high-potential succession planning model and strategy for compensation and offers. • Implemented ERP systems for talent management, learning and performance management, and applicant tracking, consolidating 3 systems into 1. Enabled hiring of over 2,000 employees in 1 year. • Introduced best practices for compliance and confidentiality training worldwide, ensuring global compliance with complex international regulations and measurably reduced risk and fines. • Led implementation of 2 employee engagement surveys, ensuring over 84% response rate and gathering insights that resulted in new programs driving 20% increase in team satisfaction. • Directed university relations program that resulted in hiring of over 150 graduates and secured education and international assignment programs throughout UAE, transforming local economies.

Palo Alto, Ca

Recruited to transform learning and development program, spearheading introduction of company-wide best practices governing talent and performance management. Led global team throughout Asia, Europe, Australia, and United States. Stepped in to eliminate processes that enabled risky team management practices. • Measurably reduced global team development costs by implementing best practices and strategies that received international industry recognition. • Led company-wide assessment of over 6,300 employees, determining predicting factors of high-potential talent and developing digital assessment tool integrated into SuccessFactors software. • Directed rapid launch of new SuccessFactors high-potential talent assessment program, driving recognition of key talent, enhanced productivity, and stronger organizational performance.• Launched company’s 1st leadership development program including cutting-edge interactive action learning for employee development, coaching, and legal compliance.• Teamed up with compliance department to introduce in-depth training with regard to sexual harassment prevention and best practices; reduced compliance risk and eliminated fines.

San Jose, Ca

Re-engineered learning and development function after Cisco’s transition from internal to contract manufacturing. • Restored stability to chaotic situation by establishing functional roadmaps across all business units for supply chain investment portfolio worth over $156 million, strengthening customer trust.• Hired, trained, and managed elite high-performance team of 18 under $1 million budget; established defining metrics for training quality linked to data-driven growth outcomes. • Partnered with design to implement supply chain program driving collaboration and globalization.• Developed comprehensive leadership training programs establishing management strategy based on company values and culture, ensuring global consistency in management competence.

Santa Clara, Ca

Played key role as a highly strategic business partner to 3 VP's, as a member of senior staff and the global Organizational Effectiveness Improvement Team. Provided organizational development support to Intel's California Technology and Manufacturing groups, which employed 1,500+ people. • Spearheaded leadership development, succession planning, change management, communications, organizational health surveys, deployment, and related human resources initiatives. • Provided team facilitation, individual coaching, interventions, and facilitation of problem-solving processes to solve real time factory issues. • Facilitated numerous Senior Leadership Forums that developed leadership talent focused on key strategic issues for the business. • Represented CTM on various leadership teams throughout 50,000-member TMG.• Led communications effort associated with 3-year CTM Transition Project planning relocation of 1,200 of 1,500 employees to Oregon. • Led team to develop and execute all communications programs for project within strict timeframe. • Played key role in developing relocation, pay practices and policies for proposed transition. • Improved percentage rate of employees willing to relocate to 30%, as compared to rates of 5%-10%, •Led team that scripted, created, and produced high-quality video for proposed transition of CTM to Oregon; earned CTM Divisional Recognition Award. • Designed and implemented 1 of 1st web-based leadership portals at Intel that integrated leadership and career development and succession planning• Realized 80-93% response rates through designing and establishing organizational health surveys; spearheaded Employee Relations Self Assessment Process • Achieved 20%+ improvement in group’s scores via facilitating and coaching management on effectively addressing issues and redesigning 360-degree feedback process.

Santa Clara, California

Directed leadership development, succession planning, change management, communications, organizational health surveys, deployment, and HR special projects initiatives. Served as key representative of California Technology & Manufacturing Groups throughout 50,000-member organization. • Designed and implemented 1st web-based leadership portal integrating leadership, career development and succession planning on global level and driving internal promotions.• Led Senior Leadership Forums that fueled innovative thinking in response to changing market conditions; ensured retention of key talent and facilitated flexibility. • Established best practice organization that led workforce planning and technical training to support introduction of Logic and Flash technologies, enabling high-level production.• Recruited, built, and led team of over 22 high-performance instructional designers, training supervisors, and system experts.• Strengthened key partnerships at all organizational levels and reinforced team commitment to continuous improvement as customer-centric, results-oriented key business partner to manufacturing and engineering teams.• Led start-up team for Intel Ireland between 1991 and 1996; recruited 300 technicians; developed technical certification manuals; and led 25-person training team overseeing technician certification. • Achieved Intel’s Top Achievement Award for planning technology ramps that facilitated high-level production of groundbreaking technology in response to shifting market demand.

B. S Honors

Masters