Sienna Lim Email and Phone Number

Core responsibilities include but not limited to: - Managing employees well-being through driving various regional and site-level initiatives. - Partnering with business engagement team to organize employee engagement initiatives.- Ensuring high quality employee experience through the end-to-end support of transactional HR functions and management.- Support talent development and growth of employees through training and other initiatives.- Managing business team headcount and implementing strategies for internal movements and succession planning.- Conduct bi-annual performance review and performance management.- Advise and partner with business leaders on people related matters.- Proactively takes on process improvement projects for organizational effectiveness. - Drive change management strategies and processes to accomplish business objectives. - Partner with ER to resolve employee grievances and ER issues.

• Perform data analysis for pre- and post-CDC reporting and ad-hoc requests to resolve attrition and retention issues, as well as to identify if the company is hiring the right talent in their consulting cohort.• Support the end-to-end career development (CD) process of the consulting cohort during the quarterly CD meetings through preparing discussion decks containing more than 600 slides for each cohort, coordinating logistics, process documentations and taking minutes. • Design and lead the monthly engagement initiatives to maintain team cohesiveness and build rapport while working virtually.• Develop initiatives to improve Career Advisor quality and to improve efficiency of work processes i.e. creating a guide and conversation script for the Career Transition Process to enable a more structured process when decisions are communicated.• Utilize strong attention to details skills and coordinate with colleagues from other departments (e.g., Finance, IT, Human Resources) and with counterparts across the region to ensure the accuracy of data when maintaining the database and preparing meeting decks and when performing data analysis.• Proactively request, track and collect case evaluations and feedback forms on a weekly basis to ensure timely submissions as we prepare for the quarterly CD meetings. • Constantly multitasking to ensure enough support is provided to the team and ensure that processes are well-organized and meeting deadlines.• Uphold strong work ethics at all times to produce quality work and to maintain a collaborative work environment in an extremely fast-paced organization.

• Directly managed and executed full-cycle recruitment process including leadership positions for 9 schools and 10 departments within Minneapolis Public Schools, involving thousands of employees, including background check, salary negotiations and onboarding.• Utilized comprehensive knowledge and expertise to strategically propose Human Resources solutions to issues and ensuring that the administrators and schools are abiding by the guidelines of the different bargaining agreements.• Proactively identified recruitment strategies to source talents for one of our department that has highest rate of employee turnover and highest amount of vacancy.• Conducted trainings and presentations for school principals, school secretaries and director of departments.• Effectively cultivated and managed relationships with school principals, school’s secretaries and director of departments to meet hiring requirements.• Constantly networked with universities and organizations to build diversity pipeline for hiring.• Actively liaised with the HRIS department to ensure accuracy of data for reporting and tracking.• Partnered with various teams such as the Total Compensation, Benefits, Employee Relations and Payroll to identify ways to resolve employee issues facing schools and departments.• Led weekly meetings with departments and schools to discuss hiring issues and identified solutions and best practices to resolve the issue.

• Conducted an average of 15 admission interviews weekly and made recommendations for admissions to the MSBA program.• Executed 10 exit interviews daily for the graduating class of 2018.

• Managed a team of 12 clients and team leads, and 67 consultants.• Identified new strategies for client outreach and sourcing, and mobilized full-cycle recruitment of clients, consultants and team leads.• Conducted survey research and led weekly team meetings to improve the workflow and value of our pro-bono work.• Facilitated and acted as a main point of contact between clients and consultants which includes project and relationship coaching.

1. Part of the recruitment team at the Accenture Operation's Kuala Lumpur Delivery Centre which houses the BPO operations in Malaysia2. Developed an intern training handbook that guides new interns through the end-to-end hiring process in Accenture’s BPO Operations, that could help the operation reduce monetary costs and time costs associated with conventional trainings.3. Assisted and managed the end-to-end recruitment process- Performed approximately 40 phone screenings per day for the recruitment of level 12 candidates- Arranged an average of 10 interviews on a daily basis and coordinated interviews- Tracked interview outcomes, documentations and administrative tasks.- Conducted closing interviews primarily making sure that candidate fully understands the job tasks and requirements and obtaining verbal acceptance of offer.4. Witnessed how certain recruitment processed are done and the specific timeframe needed for each stages:- Salary negotiation and approval processes- Background checks- Extending offers- Onboarding5. Utilized the ATS and career sites such as JobStreet on a daily basis to manage the recruitment and sourcing process6. Participated in the Career Fair as part of the recruitment team aiming to promote Accenture and recruiting qualified candidates

- Assisted Managing Partners with client relationships, scheduling of meetings and event, and oversight of projects.- Collaborated with Managing Partners for consultant and client selections and assignments.- Communicated with non-profit organizations to organize community engagement events.- Utilized HR and behavioral sciences' knowledge to design and conduct surveys for assessment purposes

• Actively contributed to solution development of a strategy project for Highland Friendship Club which is a Non-Profit Organization in the Twin Cities.• In a team of 5, designed an interview template for collaboration and grants purposes and also a financial analysis model for pricing strategy which could cost between $25,000 to $30,000.