Previously Hillrom

Aligned HR processes, programs and systems to support business unit strategies and objectives. Supported Lab Operations, and (co-supported) Process Engineering, and IT; serving as a business partner to leadership, managers and employees. Dedicated coach and consultant for lab management, focused on improving work relations, employee morale, accountability and culture through the Oz Principles.-Partnered closely with Lab Operations management and employees to build trust and identify key areas for employee morale and culture improvement. Utilized annual Pulse survey results and the Oz Principles to increase employee accountability and satisfaction. Worked with management and employee committee to craft, implement, and measure objectives. -Participated in weekly Lab Operations staff meetings. Shared human resource concerns and opportunities which may affect business operations and assessed employee impact. Identified and collaborated on appropriate learning and development solutions for teams and individuals to support business objectives. -Tactfully handled sensitive employee relations to reduce risk and influence to resolution and/or corrective action including; coaching for performance, performance improvement plans, and termination. Conducted investigations, worked with legal team and ensured proper documentation and follow-through.-Managed all aspects of Talent Management activities for the Lab Operations department. Collaborated with Centers of Expertise to ensure policies and programs were relevant and considered business needs.

Created and implemented scalable company-wide policies, HR programs and operational procedures to foster company growth for a fast-paced and rapidly growing global start-up. Supported R&D, Lab Operations, Customer Service, Finance and Insurance Billing, serving as a business partner and coach to leadership, managers and employees to improve work relations and employee morale. -Partnered with the CEO, CTO, and HR Director to ensure HR programs and policies add value and align with the financial goals of the company. Proactively partnered with management to identify areas for improvement, monitored and enhanced employee engagement and morale, increased managerial effectiveness, and other day-to-day operations to scale and support company objectives and activity. -Managed and resolved complex employee relations working with managers to coach employees for performance. Advised managers as needed through corrective and disciplinary action. Ensured proper documentation and follow through. -Key initiatives: created and implemented an annual performance management and compensation review and calibration process, new hire orientation and buddy program, leave of absence policy, annual benefits open enrollment and continuing education, deployed management training, created a coaching for performance plan to assist managers in understanding their role in coaching employees, PIP’s, and corrective action/terminations, implemented an HR business partner model, and more.-Spearheaded the evaluation, diversification, and enhancement of the Natera 401k plan to pass non-discrimination testing and ensure fiduciary responsibilities. Created a 401k committee, including HR and Finance.-Managed the administration of benefit and welfare programs. Audited; dependents, COBRA, and H.S.A. program, resulting in savings to the company. -Continuous improvement and review of systems and processes to allow for scalability and efficiency.

Implement and manage human resources and talent development projects, initiatives and systems to build and optimize the development of talent across a rapidly growing global organization.-Counsel line managers on effective performance standards. Manage the annual goal-setting and performance management processes, allowing for global scalability through the implementation of SuccessFactors. Created support materials, and delivered training to quickly optimize system usage and adoption increasing goal-setting and performance management completion to 95%.-Developed a 3-year learning strategy cultivating a culture of learning for better business outcomes increasing learning transfer through the use of multiple learning modalities and activities.-Develop and implement effective communication and change strategies in support of employee acceptance and adoption of talent management systems and HR and development processes.Sr. HR Specialist May 2011-December 2011Provided vision, planning, project coordination, and management of the HRIS and on‐boarding while concurrently facilitating efficient operations to meet current and future business needs. Created and maintained scalable processes and tools in support of HR programs and company growth.-Implement and manage talent development projects, initiatives and systems to build and optimize the development of talent across a growing global organization. -Responsible for facilitating change management strategies, developing user acceptance campaigns, and delivering user education for talent development initiatives.-System Administrator for SuccessFactors Talent Management system.

Responsible for providing human resource support, working closely with client groups to ensure organizational effectiveness, by driving and supporting all recruiting, training and development, and employee relations activities.-Human Resource Partner to R&D, Clinical and Regulatory, Product R&D, IT and Finance. Established credibility and relationships with leadership and managers to encourage effective work relations. Recommended and co-created service model incorporating client input and feedback to enhance relations and ensure timely and impactful resources in turn allowing HR to create and offer value specific to their organization.-Proactive communication and employee relations; quarterly 1:1 meetings with managers. Co-created Alexza Management Expectations in accordance with company goals and values to guide and coach managers in their day-to-day interactions and managerial effectiveness.-Counseled and coached managers and employees with respect to effective communication and conflict resolution. Advised with regard to company policies and procedures. Resolved employee relations issues through a systematic approach with clear documentation and follow through.-HR Representative responsibilities. Functional lead in the areas of: Benefits and Leaves, On-boarding/Termination, HR Process Improvements and HR transactions and HRIS.-HR Representative II 7/2008-4/2010-HR Representative 1/2007-6/2008-HR Assistant 9/2005-12/2006

High volume interview scheduling and relocation assistance.-Supported 2 Recruiters throughout the hiring process-Heavy interview scheduling (15-20 + per week)-Maintained candidate contact -Updated ATS (PeopleClick)-Sourcing -Posted positions, sort and route resumes

-Recruited for Scientific and Light Industrial clients