Serilda has worked with PGE, Providence Health, Wieden + Kennedy, Miller Nash LLP, Oregon Health & Science University, NW Natural, ODOT, Metro, Reed College, University of Oregon, Port of Portland, Portland Trail Blazers, City of Portland, Portland Business Alliance, Marmoset Music, eROI, Lever Architecture, Stand for Children- Oregon, Friends of the Children, Vista Capital Partners and Kaiser Permanente Northwest to help them determine strategies to recruit, retain, and support top talent from all backgrounds!Serilda's Philosophy is that leaders are charged with the responsibility of establishing or maintaining company cultures that accepts people for whom they are, transparently informs staff about company policies and processes, holds staff accountable for their work, and empowers them to be their best versions of themselves. When leaders do this, companies thrive.However, even exceptional leaders that have done a good job of establishing an inclusive and healthy workplace culture find it challenging to maintain that environment as the company grows and the workforce churns. When companies actively diversify their workforce with underrepresented staff, it becomes necessary for their workplace to adjust to allow new additions to have a safe and comfortable work environment.Workplace Change exists to help companies assess their workplace culture, creatively resolve identified workplace challenges, recruit underrepresented executives and staff, and retain high quality employees in an inclusive, positive, and high functioning work environment.If you’ve tried with little or no success to recruit and retain a diverse workforce, don’t give up, Workplace Change can help! Culture can always be altered, practices can always be refined, and work reassigned; it just takes time, patience and intentionality. Allow Workplace Change to help you achieve your business goals through optimizing your human capital and refining your workplace practices.

Reported to the Executive Director. Responsible for directing the workforce development and human resources teams, which included Payroll, Labor and Employee Relations, Performance Management, Learning and Organizational Design, Recruitment, and Compensation and Benefits. Was also responsible for managing workforce planning, small business minority staffing initiatives, and community investment initiatives. Served as adviser to the executive cabinet on all Citywide workforce development and internal workplace and staff matters. • Conceived, designed and implemented Prosper’s first ever in-person culture assessment where all employees were interviewed, which led to new manager trainings, transparent management decisions, and new recruitment processes throughout the organization. • Created and led the leadership team through a series of manager trainings to combat the challenges outlined in the culture assessment. The training series was attended by all managers and executive team members and received exceptional reviews by all participants and staff.• In response to the culture assessment, launched Prosper’s new “Dynamic Interview” process which included multiple interview sessions and provided opportunities for community partners and all staff members to be involved in the selection process.• Led Prosper through a series of workforce development process improvement sessions that led to greater understanding between teams and with external partners. • Led the recruitment effort to re-staff the executive team, which led to Prosper’s most diverse executive team ever.

Report to the Oregon Superintendent of Public Instruction and manage seven direct reports in the areas of Payroll, Labor and Employee Relations, Performance Management, Learning and Organizational Design, Recruitment, and Compensation and Benefits. Lead the planning and implementation of a comprehensive Human Resources functional transformation to provide high-quality HR services more effectively and efficiently. Serve as the Agency’s collective bargaining representative for State-wide union negotiations.• Conceived, designed and managed the execution of a new executive coaching resources and a suite of Human Resources consultative services that led to a reduction in the number of employee manager complaints, an increase in invitations to HR from Agency leaders to provide thought partner services, and a 10% increase in our internal HR customer satisfaction score.• Established active recruitment expectations that, in one year, led to a 30% increase in our overall applicant pool, a 22% increase in our overall qualified applicant pool, and an increase in our employees of color from 7% to 13%. • Implemented new technologies to help hiring managers stay on top of their open recruitments that led to a 25-day aggregate reduction in the Agency’s time to fill positions.• Designed, marketed and launched Agency-wide workforce and workplace reorganization/redesign/and re-imagination processed which led, in many cases, to the recalibration of teams for optimal performance. All redesigns led to the resolution of chronic departmental challenges that had plagued managers for, sometimes, years and a stronger relationship between HR and managers. • Designed, managed and sometimes taught manger and lead worker trainings that focused on deficits or problematic manager behavior. All trainings received excellent scores and reviews.

Report to the Director of Talent Acquisition and manage four direct reports. Responsible for the program’s strategic direction, planning, and management in the Northwest Region, which represents over 10,000 employees.• Designed, marketed, and launched the region’s first ever internship program which helps fill workforce gaps with highly diverse talent. By year two doubled the size of the program.• Developed and now execute a local and national community engagement and marketing strategy to establish KPNW as an employer of choice for minorities. Nine months into this initiatives there was a 300% increase in the number of Latino Directors, 90% increase in the number of veteran hires, a 60% increase in the number of Latino and African American managers, and we will open a new hospital in 2013 with 27% of the more than 900 employees being people of color, making it one of the most ethnically diverse hospitals in Oregon.• Actively review Affirmative Action data to engage departments with consistent disparate hiring and promotional trends, which led to an increase in diversity throughout the organization.

Executive Director, Partners in DiversityReported to a Board of Directors and President of the Portland Business Alliance; managed one direct report. Responsible for the organization’s strategic direction, marketing, fundraising, and communications endeavors, while coaching and consulting with member organizations on strategies to recruit and retain executives of color.• Increased membership from 12 active members to over 50 and assisted all of those companies with their diversity recruitment, retention, and support efforts. • Restructured the organization’s business plan, which led to an increase in revenue, membership, and recognition throughout the region.• Worked with minority focused non-profits and professionals in the Greater Portland Region to help professionals of color gain access to management and executive level career opportunities, which led to more than 10 hires.Director, Leadership PortlandReported to the Vice President of Communications. Responsible for the program’s strategic direction, participant recruitment, and execution of the education modules. • Built and managed 10 concurrent project teams comprised of volunteer business executives who planned and executed program days. • Solicited and secured top local leadership to be involved in program days. • Created the marketing and communications strategy to recruit high level executives to be involved in Leadership Portland.

Reported to the Dean of Students, managed 7 professional staff and 51 student leaders. Responsible for the department’s $5.5 M budget; strategic planning; staff development; and facilities planning, maintenance, and occupancy flow.• Assessed departmental effectiveness and initiated strategic initiatives for Residence Life, which led to an increase in the student survey satisfaction scores.• Instituted innovative services, programs, and initiatives to maximize student support and learning in residence halls. • Implemented new recruitment strategies in an effort to diversify staff and faculty of color. Trained colleagues on effective strategies for diversifying their professional applicant pools, which improved diverse hires by 20%.

Reported to the Assistant Dean of Residence Life, supervised 7-10 student staff. Responsible for residence hall community-building and educational programming, student staff training, and residence hall adjudications.• Provided counseling, support and/or referral to students who were experiencing personal and/or academic difficulties and followed up on behavioral incidents. • Organized and led House Advisor recruitment and selection activities; resulting in the largest applicant pool on record for two consecutive years with the most ethnic diversity. • Initiated first time collaborations between Residence Life and the Reed College Heath Center.

Reported to the Assistant Dean of Multicultural Affairs, supervised 3 student staff. Responsible for event planning and creating and advising minority student unions.• Advised minority students who participated in the peer mentor program academically and socially. • Resolved sensitive personnel and student diversity conflicts. • Introduced cross-collaboration practices to department.

Reported to the Dean of Students, managed 3 professional staff. Responsible for the program’s $2M budget, event planning, and student and parent satisfaction.• Collaborated with all departments on campus to organize a campus-wide presentation and informational exhibition for the incoming class. • Resolved inter-divisional conflicts and established compromise. • Negotiated with various campus stakeholders to construct Orientation programs, sessions, and events that represented each constituency satisfactorily.

Reported to the Director of Undergraduate Admissions. Responsible for student and parent informationals and event participation. • Presented information sessions to prospective students and parents. • Conducted cold calls to prospective students and parents. • Participated in college fairs and conducted follow-up calls to students and parents.

Explained financial aid processes to and answered question of students and parents. Assisted students and parents with FAFSA filing and related questions. Aided students with loan consolidation options. Reviewed student’s standing and explained award packages. Explained federal and state financial aid regulations to students and parents.

Recruited students from neighboring community colleges into the Grand Valley State University’s minority recruitment program. Coordinated tutoring sessions to assist students considering transferring into the program. Provided general advising for students interested in transferring to Grand Valley and supervised student tutors.