My strong business acumen lends to my ability to first understand the needs of business leaders to then coach and guide Managers through crisis as they arise. My daily role is defined by essentially continuously learning the inner working at all levels of the work product. Asking how things work, goes a long way to building those important and essential relationships where trust is paramount.
Having the decision making capacity backed by years of service as an HR partner with my current Executive Team is a quality which enables me to meet daily crisis with appropriate solutions. Possessing years of experience of delving in daily to an ever changing legislative environment of state and federal and sometimes local laws while conducting application of those laws to Standard Operating Procedure. I'm a true generalist managing the full array of Human Capital Management from NEO to RIF's when the latter's application as an immediate purpose is a necessity.
I work to embody the company’s mission to engender staff to be their best through management coaching and training. Crowd sourcing of survey data and continued listening allows for dynamic business change and should at all levels of personnel and management. Inclusivity is a business strategy that must be measured to determine accountability. Bringing a diverse workforce to the table through strategic recruitment provides skill sharing upwards through to a corporate culture. I believe one of my most distinct skills I embody is listening which provide a safe work environment of belonging to engender skills to spread and grow.
I believe my resume will speak to the broad skill base I embody inclusive of but not limited to benefit and retirement specialist to Safety Coordinator. I believe an HR Manager needs to be a Research and Development Specialist in Policy writing and a trainer in its implementation, whereas I've had considerable experience in both, COVID policy being a most recent example.
I have acted in the Managerial capacity of general staff as Director of HR as well as the overall management tier's needs inclusive of performance, labor, succession, & training. Most of my experience is acting as HR Director interacting with Department and Campus Managers in their labor relations, recruitment needs and processes as well as liaison between Managers and the Corporate Executive Team. My function for the past 10 years has been truly as a HR Generalist with the essential functions of risk & liability management, 401(k) & Health & Welfare research and administration (OE renewal), labor relations, performance metrics, succession planning, overseeing payroll functions, WC, ADA & all Leave (FMLA/CFRA) management. Skill set too includes legal liaison between company legal and Corporate Executive Team and case representative for DFEH & EEOC filings. Experience in training the trainers (Management), as well as coordination of LMS for Management professional development. Experienced too with workplace investigations as necessary with resultant outcome recommendations, which I am experienced at writing.
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