Advise managers, executives, and people business partners on complex high-risk workplace maters. conduct trainings on compliance with policies and proceduresOversee all title VII and HR Code of Conduct allegations globally, managing internal and external investigators.Investigate complaints involving violations of policy, including allegations of discrimination, harassment, retaliation, bullying.• Provide guidance to senior leaders and managers on workplace conflict resolution, and best practices to prevent the escalation of employee relations and Code of Conduct issues.• Collaborate with senior executives, legal, and external partners to investigate and resolve ambiguous allegations.

• Manage investigations by ensuring adherence to established policy and procedures; anticipate challenges and risks and identify strategies for mitigation. Primary contact for employees, and leaders on all title VII and Code of Conduct violations.• Lead objective and timely employee relations investigations. Provide fair and consistent recommendations for action. • Capture lessons learned. Support the revision, design, and development of workplace policies and training in compliance with industry standards.• Identify and track investigations data to inform learning, adaptation, and improvement all Code of Conduct violation prevention and response.

• Identify inconsistencies in complex employee relations investigations. Research and interpret factual information, redefine business issues and formulate recommendations based on HR policies and procedures.• Recommend and mediate various conflicts between management and employees, assessing organizational risk level surrounding outcomes.• Engage in HR policy review, and implementation in accordance with applicable labor laws. • Partner with training, legal, compliance, and senior leadership on change initiatives affecting business practices, leadership accountability, and ethical behavior.

Resolve critical business issues affecting companies, including Talent Management, Workplace Investigations, Developmental Coaching, Performance, Selection, and Conflict Resolution. Develop people strategies to align with clients’ business needs. Source and manage multiple projects, from medium to larger corporations. Key Accomplishments: - Human Resource strategic partner providing advisory and consultative services to organizational leaders on business and people related issues- Coach supervisors/managers in identifying employee relations concerns affecting performance- Lead workplace investigations and partner with managers and supervisors to implement changes. Saving $675k to clients, avoiding millions in lawsuits- Provide business-driven input from a people management and organizational design perspective, enabling organizations to create business focused solutions- Organizational policy design and implementation based on a deep understanding of the business strategy, environment, and the people management implications. - Assess new development needs, aligned with clients' business needs accountable for driving organizational effectiveness and structure. -Increase productivity by 55% in 18 months, retain top talent by 66%, realizing more than 130K savings in hiring cost- Promote true hands-on approach in successfully monitoring organizational pulse to ensure a high level of employee engagement and satisfaction- Recommend new approaches based on business goals, policies, and procedures to continuously improve productivity

Constructed HR programs for over 1500 employees through performance management, training needs assessment, employee relations, and compliance. Developed and delivered training in support of employee relations initiatives and business objectives. Charged with implementing human resource best practices at all levels of the business unit. Liaised with employees and managers regarding workplace investigations. Key Accomplishments:- Demonstrated leadership and change management skills in implementing new performance management process. - Standardized workplace investigation process and duration. - Partnered with department managers to identify external changes affecting talent management. - Developed and delivered training classes on cultural awareness, contributing to increase in employee engagement. Increased employee retention to 35%- Ensure local compliance with all applicable local and international regulations- Directed all disciplinary action cases to identify trends; recommended remedial actions and improvement measures to management while reducing processing time. - Identified and recommended solutions for deficiencies in policies, standardized procedures across business units to ensure 100% compliance; eliminating potential complaints of favoritism.

Managed optimal sales plan utilizing methods to achieve sales goals focusing on existing and potential client interact, participation at local events, and marketing activities. Managed branch revenue goals of over $1.5M. Established performance-based incentive programs for branch Financial Service Representatives and Tellers. Key Accomplishments:- Maintained 100% compliance with cross-training standards, performance management, and employee evaluation, leading weekly developmental coaching sessions with staff of Tellers and Financial Services Representatives. - Conduct ongoing coaching and feedback sessions with branch employees- Transform customers’ poor perception of the branch to loyal clients- Kept branch fully staffed at all times through coordination and timely posting of open positions. - Collaborate with Worker’s Compensation & Risk Department to effectively manage branch initiatives