• HRBP Overseeing a team that supports over 1,000 associates in the Go To Market Organization. Ingram Micro overall is a Fortune 100 company, with the US GTM organization driving more than 50% of company revenue.• Focus on continuous improvement in talent development, especially as we look at a rapidly increasing digital adoption• Implemented innovative HR solutions to support a dynamic and diverse workforce, with a focus on future looking competencies and behaviors.• Trusted advisor to senior leaders to ensure that strategic vision is not lost in execution.

In this role, I was privileged to serve as the primary HR Business Partner for the Advanced Solutions (Security Sales) business unit as well as the US IT function supporting the largest revenue generating business unit within Ingram. Throughout my time at Ingram, I was able to help managers and leaders at all levels see different ways to empower and develop their talent, and translate that development in to significant business results. Core competencies:- Drive change in a fast paced environment- Coach leaders at all levels to help them drive results through empowering and developing their teams- Full spectrum Talent Management - Workforce Planning- Compensation strategy and execution- Employee Relations management- Talent Acquisition- Associate Culture and Engagement

This role was severely impacted by the COVID Pandemic. Within a month of starting with Endologix, the company went through bankruptcy proceedings, including a shift from public to private.While short in tenure, this was a great opportunity to help leaders and employees navigate a challenging time. Some key aspects of the role:- Drive global HR initiatives for ELGX focusing on organization development, talent and leadership development.- Identify critical training needs for ELGX and partner with HR Business Partners to create and implement talent development and learning strategies to enable growth in support of Endologix’s business goals and objectives.- Provide leadership to assigned client groups as an HR Business Partner. - Ensure client groups have timely and expected compliance to company-wide HR initiatives.In partnership with senior leadership and HRBP, identify critical roles for Endologix and create succession framework and plans to inform development priorities and manage organizational risk.- Establish a framework and facilitate Talent Review process for leadership teams to identify high potential talent, accelerate their development, and build our future leader pipeline- Identify, compile and present metrics to measure effectiveness and identify improvements in talent development processes and initiatives.- Assess and identify development opportunities and training needs and determine priorities across the employees’ lifecycle, from on-boarding to promotions and beyond through collaboration with key stakeholders, including HR Business Partners.- Create standardized metrics and evaluation processes across learning programs to ensure data driven approach when evaluating and addressing learning needs.- Provide consultation, thought leadership, and coaching to leaders at all levels on performance improvement and change management

Serve as the key advisor and consultant to designated client groups. Serve as the primary HR point of the contact and change agent for the employees, managers, and executives in our business units. Proactively supports the delivery of HR initiatives and processes including recruiting, coaching and development, performance management, benefits, compensation, worker's compensation and employee relations.Responsible for managing complex issues and initiatives within their client group and across the organization. The role leverages deep knowledge of the business and builds strong business relationships with the internal client and HR organization to collectively achieve results. Work alongside leaders to align culture and core values, participates in talent reviews and makes recommendations for development of the workforce.

Executive-level, Multi-site Leadership: Orange County and Inland Empire, CA◆ Instrumental leader, strategic partner, coaching executives, leader of complex situations, key partner for leadership at all levels within the organization, leader of organizational effectiveness, and strategic empowerment of all staff. ◆ Ensure compliance with Federal, State, and Local Regulations such as FLSA, ACA, ADA, EEO, and organizational compliance, reporting to the CEO and Board of Directors.◆ Streamline HR policies, processes, and productivity through organizational needs analysis, job description validation, accurate staffing of all positions, and ensuring total compensation package competitiveness.◆ Manage all aspects of employee recruitment, pre-employment screening, onboarding, orientation, and training of 70 employees and contractors across 2 separate office locations.◆ Led the development and facilitation of a year-long comprehensive, internal leadership development curriculum for Executives, Managers, and Senior Specialists; leadership styles, Emotional Intelligence, Appreciative Inquiry, and Neuroscience-based Leadership.◆ Instrumental in the development of CSR initiatives for local for-profit organizations; instilled focus on giving back to the community through corporate sponsorships, employee volunteer recognition programs, and payroll deductions.

◆ Strategic senior leader, resolution of complex issues, instrumental partnership developer with senior leadership, ensured the development and growth of individuals and teams, and key developer of organizational effectiveness.◆ Created and managed oversight of a comprehensive mentoring and leadership development program; resulted in 100+ employee promotions and increased the ability of subordinate managers to operate within organizational vision.◆ Led all aspects of employee career development for organizations ranging in staff from 30 to 1,000; administration, performance evaluation, transitional processes, and maintenance of the HRIS database.◆ Assisted clients with referral services; personal assistance, professional assistance, and the utilization of all available federal and state resources.◆ Mentored managers and employees; policy interpretation, conflict resolution, and performance reviews.◆ Implemented the Performance Improvement Plans program.◆ Led investigations and responses to the internal legal compliance hotline.◆ Performed, tracked, and analyzed exit interviews; prepared reports for senior management.

◆ Managed an operating budget of $5M+ within a start-up organization.◆ Oversaw the recruitment, training, and development of 200 technical and non-technical employees; managed requisition approvals, job requirement analysis, advertisement, EEO applicant flow, accurate applicant data entry, pre-employment testing, employment offers, new hire data entry, relocation assistance, and new hire orientation.◆ Gathered and analyzed data determining recruitment source effectiveness, cost-per-hire metrics, retention, and turnover trends.◆ Initiated and implemented a navigation process through complex Congressional policies; resulted in employees obtaining criteria for advanced, necessary graduate-level education. ◆ Spearheaded a full-spectrum recruitment project identifying 100 qualified candidates from a pool of 30,000+ applicants; ensured candidates met strict experience and security clearance requirements.◆ Critical member of the Organizational Executive Steering Committee charged with identifying training and employment requirements in order to develop broad-spectrum planning capabilities to multinational customers; team included defense contractors, government service employees, and uniformed service members.

• Supervised the leadership development and operational training of 250 personnel in 36 different specialties resulting in increased operational readiness throughout the organization• Conducted numerous leadership courses for mid-level supervisors, increasing their ability to function in decentralized operations• Conducted specific training and education programs designed to increase diversity and inclusion for U.S. and multi-agency teams to increase overall inter-operability• Successfully led employees in training and high stress operations in dynamic and fluid environments in the U.S. and internationally