• Reported to Chief People Officer and worked closely to provide HR Business Partner support to all functions• Partnered with business leaders and HR team to continually monitor and drive the evolution of talent process in support of the company’s vision and strategy• Developed and managed a team of four direct reports across a variety of HR functions, including benefits, compensation, LOA, Office Services• Led key annual people processes, including performance management, talent management, and employee engagement efforts utilizing efficient project management and customer service mindset• Spearheaded and oversaw key annual processes for compensation and benefits to support EPL business and engagement strategies• Developed recommendations and solutions around talent identification, attraction, engagement, and retention• Directed and managed the discovery and configuration of the new Ceridian Dayforce HR system for the following modules: benefits, compensation planning, performance management, succession planning and onboarding• Led the overarching strategy and execution around change management for the Ceridian Dayforce implementation• Served as an integral partner to Support Center leaders and employees, providing value-add people/ organizational/ HR consulting and subject matter expertise• Oversaw the Office Services function managing front office activities, including reception, mail, large purchasing requests, and facilities. Accountable for overall space planning and including internal office moves•Throughout COVID-19 pandemic, served as interim Director, Field Human Resources due to open role and hiring freeze. Oversaw an additional three HR Managers that supported roughly 5,000 employees across the field of 200 company-operated and owned restaurants in seven states•Served as key member to the crisis management leadership team through the COVID-19 pandemic, including creation of new LOA policies, employee safety procedures, intake oversight, etc.

•Oversaw and drove all facets of the standalone, brand level, human resources function in partnership with Senior Leadership Team and Co-Founders (led HR team during last 9-months of role without the head of HR)•Led and developed a team of six with oversight and accountability for strategic HR Partnerships, HR Operations, Data/Analytics, Employee Relations, Talent Management, Performance Management, and Office Management•Responsible for strategically aligning key HR initiatives with global business priorities during a period of evolutionary growth and change•Heavy emphasis and leadership over all HR Operational and Total Rewards elements including payroll, benefits, 401k, annual merit/bonus processes, job leveling, and equity insights•Highlighting the importance of data-driven decision making, consistently infusing employee data measurements to drive HR initiatives through key insights and trends•Responsible for driving the performance management process globally ensuring transparency with company and/or departmental level business objectives to help align with employee development opportunities•In conjunction with Talent Acquisition leader, assist in driving scalable recruiting strategies to support current and future headcount growth as well as close partnership of headcount management•Key liaison with the Estée Lauder’s New Brand Empowerment Group for all integration-related activities across multiple disciplines within the Too Faced organization•HRIS systems and process subject matter expert – consulted and led all initiatives around HR-related process mapping and identifying gaps for improvements, data auditing and validation, HR SOX compliance leader, etc.•Oversaw all HR related data analytics including talent dashboard creation, exit interview insights, population growth charts, etc. to help inform key strategic insights that drove strategic HR initiatives

•As a strategic HR Business Partner, led the development and alignment of key HR initiatives with senior leaders to support their business priorities with a heavy emphasis around talent/leadership development, performance management, succession planning, and org design•Managed all aspects of global HCM platform (Ultimate Software / UltiPro) including oversite of all data integrity initiatives within HRIS and owner of all configurations for various HR processes including benefits enrollment, compensation planning, onboarding, and reporting through business intelligence platform•Project managed the integration of newly acquired company, TriVascular, for items such as benefits harmonization, HRIS system configuration, employee training of HRIS, and benefits for a population of roughly 260 new employees•Led and developed a team of 2 with heavy emphasis around HCM configuration and maintenance, HR operations, reporting/analytics, general employee services/inquiries, and global recruiting•Process mapping SME, security governance owner, and lead HR-related SOX compliance expert•Oversaw and maintained relationships with international PEO arrangements for payroll compliance in each region

- Provided strategic HR partnership and expert consultation/coaching to numerous Corporate Disney clients- Partnered with other HRBP’s to drive various fiscal year projects such as: performance management (corporate specific),functional talent strategies enterprise wide and organizational management consolidation- Strategic systems partner to multiple segments within the Disney portfolio to ensure organizational structure in HRIS system (SAP) is managed effectively and accurately (roughly 12,000 employees)- Responsible for all large-scale reorganization planning with HR Business Partners, senior leaders and global employee services team to ensure a seamless experience for employees and support teams