•Developing the Employee Relations (ER) function and strategies across Production for Netflix.•Manage and conduct ER investigations for cases across US and Canada.•Responsible for analyzing and presenting data and trends to mitigate risk and provide advice and counsel to HR leaders. •Oversee background checks process for U.S. and Canada.

•Partnered with senior leadership to launch the Employee Relations (ER) Function, supporting 13,000 + employees in North America. •Main contact for employees and leaders across the U.S. employee population for a wide range of ER topics and currently overseeing the ER needs for a multi-state and multi-location group of 5,000 employees.•Managed employee relations issues (including performance management, investigations, unemployment, and reductions in force).•Conducted investigations to establish relevant facts required to resolve the case and collaborated with decision-makers, HRBPs and Legal on critical elements of compliance and investigation outcomes.•Provided expertise, sound judgement and advice on complex employee relations matters in relation to ER cases.•Responsible for mitigating risk to the organization by advising leadership in the appropriate resolution of employee relations issues and employment actions.•Partnered with in-house employment attorneys on various claims.•Supported unionized workforce with partnership with the Guild.•Coached and guide various levels of HRBPs and leadership on how to conduct effective performance management and reduction in force processes to help deliver a seamless employee experience during ER case resolution across the Company.•Conducted analysis of employment concerns to identify trends and patterns and provide analysis to the HRBPs and business leaders with suggested course of action.•Be a change ambassador, driving cross-divisional process optimization and consistency. •Experienced working with HR Information Systems and case management software (Workday and Zendesk).

•Supported an editorial team that managed digital news and analytics. Staff included more than 170 reporters, editors, and news assistants, which is the only unionized workforce within the organization.•Worked with management to establish business objectives, strategic planning, integrating change management and carrying out process improvement activities.•Supported COVID-19 crisis response by constructing new processes, evaluating risk in accordance to the CDC guidelines, and working directly with managers and employees to advise on newly implemented policies.•Collaborated with outside counsel to handle attorney complaints and charges.

•Provided HR support and coaching to all levels of employees and leadership within North American Resources Solutions (NARS) sales organization. •Developed and implemented HR strategy and programs in support of short-term and long-term business goals with the overall goal of attracting, retaining, and developing the best talent.•Provided insightful data to guide decision making and proactively addressed and responded to organizational development issues by assessing performance gaps, implementing and/or supporting implementation of appropriate interventions, including strategic planning, tactical and project planning.•Developed key knowledge of current talent enabling input into succession planning, high performers/high risk and promotion decisions.•Provided ongoing support and collaborated with Legal Counsel, Talent & Development, Compensation and Talent Acquisition.

•Served as a HR business partner for 2,000 employees (customer contact center, public relations and marketing & digital) with a focus on employee relations, staffing and retention, talent management, succession planning, training, and associate development.•Led employee relations issues (including performance management, investigations, unemployment, and reductions in force).•Conducted investigations to establish relevant facts required to resolve the case and collaborate with decision-makers, HRBPs and Legal on critical elements of compliance and investigation outcomes.•Developed a career development process using Korn Ferry key competencies to identify and evaluate high performing employees.•Oversaw the performance management process, coaching leaders to give real-time feedback and coach for high performance.•Partnered with leadership to ensure seamless execution of HR processes including performance management, equitable and consistent administration of compensation.•Investigated complex complaints and concerns that could result in legal ramifications or organization exposure; assess the severity and advise managers on appropriate corrective actions.•Conducted data analysis to identify strengths and gaps to provide HR recommendations for the business.

•Provided advice and counsel to management regarding their behaviors, skills, and competencies, including individual and team development, leadership skills and business decision-making, problem-solving.•Established Leading Edge, a program that prepares emerging leaders in the organization to accomplish their career goals and ensure continued organizational growth and business success.•Managed the full-cycle recruitment process of a global intern recruitment program for a diverse population of students and provide HR recommendations.•Collaborated and maintained relationships with college administrators, hiring managers and business unit leads to strategically identify talent, find areas of improvement and increase business satisfaction.•Conducted new hire onboarding, led diversity and sensitivity training.•Responsible for community campaigns for Arts Wave, Soles4Souls and United Way.

Benefits Communication & Marketing Analyst – 3rd Rotation•Responsible for marketing and driving participation in Macy’s, Inc. Live Healthy wellness initiative and other Benefits for over 150,000 associates across five distinct business functions including retail, corporate services, logistics, credit/customer service and technology, to ensure a consistent message was delivered across the organization.Corporate Benefits Analyst – 2nd Rotation•Investigated and resolved benefit appeals which led to a 60% reduction in response time, decreased queue volume and identified trends and process improvements. Supported the annual benefits enrollment process by creating benefits communications, system testing, and maintenance of eligibility rules for all Macy's and Bloomingdale's associates.HR Services Training Manager – 1st Rotation•Developed and facilitated HR systems and call center operations training for 10,000 Macy's and Bloomingdale's HR Professionals in the stores. Lead new hire training and systems training for the HR Services associates across two call centers. Created tools (presentations, FAQs, and other reference materials) to support new systems initiatives. Assisted in training and unifying Macy's M.A.G.I.C. training for call center locations.

Assisted with the day-to-day activity of the Learning Center, and the on-boarding process for Macy's District Planners.

Assisted with the redesigned of The Kroger Co. General Office associate policy and procedure handbook.