Highlights:
Compensation: Evaluated functionality and implemented online bonus compensation tool to the business unit managers in alignment with corporate procedures. Recruitment: Expanded recruitment channels, established weekly stakeholder forum during peak recruitment periods, partnered with local colleges to educate local graduates on career opportunities, and improved employee integration processes through implementation of integration plans and redesigned new employee orientation practices. Performance Management: Facilitated analysis of existing performance evaluation factors with the business unit leadership in order to identify opportunities to leverage system functionality and align employee expectations with organizational vision and direction
Employee Engagement: Sponsored, planned, and facilitated all employee events in order to improve employee emotional engagement to the organization, achieving record turnout levels and lower costs. Training: Developed and implemented Manager Training series to the business to strengthen front-line manager skills and knowledge of employment law resulting in improved employee-manager relationships. Analysis: Developed, implemented, and provided routine analysis of HR metrics to the business in order to assess performance and identify trends. Compliance: Conducted a gap analysis of HR policies at the three U.S. locations, ensuring regional compliance with labor laws and opportunities for alignment and harmonization with global standards, when applicable.
Companies I like:
Google, HP, Fortune 500 companies
Responsible for the Business Unit’s HR teams and strategic objectives at three U.S. sites.
Provides strategic direction, counsel, and partnership with business unit senior management team as it relates to human resource initiatives.
Responsible for leading HR initiatives and strategies for the Americas.
As a member of senior management, utilizes organizational, industry, and competitive knowledge to affect business results and desired outcomes.
Manages four direct reports in the New Mexico HR department through selection, motivation and development of staff and development and administration of department operating budget.
Strives to create an environment that encourages open communication and the building of strong cross-functional relationships.
Works cooperatively with corporate HR in the facilitation and administration of the business unit’s wage and compensation programs to ensure compliance and equity within the organization.
Responsible for recruitment processes, to include recruiting, interviewing, and candidate selection.
Facilitates annual and midyear performance review program to ensure effectiveness, compliance, and equity within the organization.
Leads strong HR Employee Relations to bring out best practices. Promotes positive employee relations to avoid third party interventions.
Investigates, mediates and assists in the resolution of complex employee relations issues
Provides generalist expertise to employee inquiries regarding benefits, compensation, and leave of absence programs.
Summary
