Sandra Rodriguez Email & Phone Number

Silicon Valley, California, Us

During my time at the second-largest employer in the state of Oregon with more than 12,600 employees, I supported various customer groups in filling executive-level roles, human resources, information technology, emergency services, labs, and many other areas. I provided leadership and management consulting services to over 50+ service areas with a requisition load of over 200 monthly. My work involved coaching and mentoring staff on talent management to ensure customer satisfaction. I also developed strategic plans to secure high-quality talent, oversaw the evaluation and assessment of job positions and compensation requests, and maintained internal pay equity. Additionally, I designed strategies to stay competitive, improve the organization's ability to transform, and advocated for diversity, equity, and inclusion (DEI) efforts. As part of my role, I was responsible for overseeing talent management processes and spearheaded the creation of DEI initiatives.

Silicon Valley, California, Us

Administered the people and performance operations for a behavioral health public entity across 13 locations with over 700 employees. I am an active coach, collaborator, and business consultant. I have led proactive and meaningful conversations to support leadership and management, including training on interpreting federal, state, and local laws, as well as maintaining a clear understanding of policies and procedures. I have also partnered with managers to provide training on workplace conflict resolution, mediation, performance issues, culture efforts, and incorporating diversity, equity, and inclusive practices during one-on-one coaching consults to best support staff. Additionally, I have proven experience in advising senior management on legal, ethical, and moral disciplinary and termination practices. As a key partner in resolving complex employee relations issues, I have conducted effective and thorough investigations, keeping all cases out of litigation. I have also crafted strategies for resolving employee issues and minimizing the adverse impact of proposed business realignments. In the past, I was a member of the COVID and Reasonable Accommodation Panel, responsible for processing and administering requests. Furthermore, I have conducted exit interviews designed to highlight best practices and management improvement areas. Data and trends from these interviews are reported to executive-level staff.

As a coach and mentor I provide virtual one-on-one coaching sessions to analyze the needs of my clients and develop strategies for their job search process. During these sessions, I help them make the most effective use of tools available in the market. I also conduct exploratory counseling sessions to identify the obstacles and strengths of my clients and develop customized plans for them. After implementing these plans, I perform follow-ups to assess the quantity and quality of services provided. To assist clients in meeting the demands of the current workforce, I create creative job search and career development curriculums. These curriculums cover topics such as personal branding, skills gap analysis-training, and managing workplace conflict. My goal is to improve the end-to-end processes for individual career development. This involves determining the best method to uncover participants’ strengths and development needs, educating them on developing skills, and establishing resources to aid their development.

Staffing agency, a private company that specializes in providing driver leasing and management services. Their services include temporary drivers, dedicated driver management, permanent driver sourcing and placement, mobile drivers, and delivery drivers. They have over 50000 drivers in their network and a team of more than 200 employees nationwide.In my previous job, I was in charge of talent management consulting and recruitment services for clients in Arizona, California, Oregon, and mobile units. I helped develop recruitment and hiring strategies to find more qualified candidates. I oversaw employee relations, performance, talent management, and recruitment efforts for over 100 clients. I helped determine competitive benefit and compensation packages for candidates. I coordinated job fairs, managed internet recruiting tools, and created weekly reports on recruitment activities. I used data to identify issues, streamline processes, reduce hiring time, and determine the ROI of hiring decisions. I communicated progress with clients, supervisors, and other key stakeholders. I also made sure that the company followed all legal and regulatory requirements for recruitment practices, including equal employment opportunity laws.I also conducted audits of Driver Qualification files to ensure compliance with regulations. I was involved in the hiring, supervision, discipline, and termination of personnel.

HR Consultant for small businesses to create a harmonious work environment, comply with regulations, and enhance employee engagement. As a business consultant in charge of direct sales and client service, supporting leadership and career counseling clients. I have customized and delivered various training programs, fostered supportive relationships with business leaders, specialized in project administration, designed manuals and handbooks, and conducted ongoing training on critical issues and trends.

Public entity employs over 5600 people to serve various customer groups, including animal control, transportation, elections division, land use planning, and other community resources. I led Affirmative Action Planning, which involved using reports to identify hiring trends and best practices to support talent strategy, streamlined recruiting and staffing strategies, and implemented plans and programs to identify talent inside and outside the public sector. My responsibilities included sourcing, recruiting and filling 294 positions with an above-average time-to-fill rate of 24.4 days. I collaborated with the management team to ensure the appropriate talent was sourced to meet business needs within an increasingly competitive market. I recruited a pool of candidates while fulfilling diversity and inclusion initiatives using various sources such as job boards, referrals, social media, networking, databases, and agencies. As a subject matter expert, I administered and provided recommendations for local, state, and federal employment laws, regulations, and inclusive and equitable practices such as EEO, FLSA, OFLA, ADA, FMLA, WC, ERISA, and TJC. I customized job profiles to align talent with job requirements to aid clients’ recruitment and selection process. I initiated quick, frequent surveys to assess employee attitudes to inform and analyzed employee engagement scores creating action plans and increasing engagement. Moreover, I implemented a training strategy and delivered training in developing new hires, non-biased, inclusive, and onboarding training, leadership curriculum, and compliance courses.

While I worked for the largest container shipping company in the world. As an HR liaison, I oversaw the implementation of various HR initiatives for the company, including employee law, salary administration, performance management, talent management, benefits, compensation, workforce and succession planning, and communication. I played a crucial role in setting up the HR organization to support the growth of the business and developed a performance management system to align individual objectives with corporate priorities. Additionally, I analyzed trends and metrics to create a sustainable company culture and implemented corporate training programs on policy changes, sexual harassment guidelines, and other courses based on training needs.

Master'S Degree, Industrial And Organizational Psychology

Bachelor'S Degree, Psychology