Experience

Magical Vacation Planner

• United States
• Travel Arrangements
• 100 - 200 Employee

• Personal Vacation Advisor

  • Apr 2017 - Present

  - Provide personalized, white glove service for a wide variety of vacations. From destination selection, hotel selection, dining recommendations, activities and more, I am responsible for consulting with my guests, factoring their unique needs and budget. I am their one stop shop for their vacation from discussing their vacation idea to their return home.- Ensure outstanding communication and timely response in an effort to make the overall guest experience stress free and simple. - Maintain confidentiality on behalf of my guests, including handling payment information with the utmost care and security. - Responsible for growing my own customer base and my own marketing, which has been mainly through social media channels and referrals. - Stay up to date on all vendor offerings, including completing annual required training and traveling to our preferred partner destinations to get hands on experience. - Support my colleagues by sharing personal experiences with our wide variety of vacation offerings. - Maintain client information and vacation bookings using Tess CRM.- Recognized for Outstanding Achievement for the 2018 and 2019 calendar years.



Salesforce

• United States
• Software Development
• 700 & Above Employee

• Communication, Training, and Program Management Director, Global Rewards

  • Aug 2015 - Jul 2016

  - Oversee a wide variety of programs for the Global Rewards team which includes Compensation, Benefits, and Mobility. - Provide Project Management expertise, ensuring that multiple teams are working together to meet project milestones and key deadlines. - Network internally and externally to ensure the right players are involved at the right time, mitigating fire drills or resource issues. - Escalate issues that impact the project to the appropriate Key Stakeholders, Executives and Partners with transparency and a focus on resolution and next steps. - Single resource for creation and maintenance of all training material including documented content and videos. This required deep functional expertise of the program design and/or systems, across a wide variety of Global Rewards programs. - Initiate and drive the communication strategy for assigned programs and ensure communications are globally relevant. - Provide partnership and support to project team, pitching in wherever needed to get the job done.

• Director, Compensation Operations

  • Aug 2014 - Jul 2015

  - Same as below with a focus on growing our team and scaling our processes, systems, and other tools to support Company growth.

• Senior Manager, Compensation Operations

  • Jan 2014 - Jul 2014

  - In addition to retaining all Program Management responsibilities, I took on direct management a team of Analysts responsible for ensuring overall data integrity, flawless customer support, and SOX compliance for all global compensation programs.- Hire, train, motivate, and develop Compensation Operations team members to enable their career growth.- Primary point of contact for all escalations involving compensation program issues, employee experience, and compliance support.- Partner with internal team members on the design of new programs, ensuring the Compensation Operations team is well positioned to support new offerings.- Lead a full compensation planning tool review with the primary goal of ensuring we are set up to scale as we grow our employee base and support our overall compensation strategy.

• Senior Program Manager, salesforce.com Rewards

  • Oct 2011 - Jan 2014

  - Shape this newly created role to support Company wide compensation programs and remove program ownership from Compensation Partners.- Program Manager for the Company’s annual Merit, Equity, and Bonus programs. Lead a team of Analysts, Technology team members, and our external vendor to ensure all deliverables are completed on time and with flawless execution. - Drive increased partnership and communication with our Employee Success Business Partners ensuring they are equipped with the right information at their fingertips, are well trained on our programs, and know what to expect and when during the program cycle. - Raise the game on Rewards communication and marketing by partnering with Internal Communications team and standardizing on our language, training, and communications cadence.- Partner with cross functional teams at salesforce.com to streamline how we deliver on our global programs, evaluate and automate or eliminate “low-value” tasks, and ensure that the right work is being done by the right team.- Own change management for any new program key achievements on the rollout of a new compensation automation tool and a new bonus program. - Assist with the design and own the communications for non-compensation related Rewards offerings including our global service anniversary program and global mobility offerings.

• Manager, Employee Success Shared Services

  • Sep 2009 - Oct 2011

  · Responsible for initial design and deployment of the first Employee Service Center.· Hire, train, motivate, and develop Service Center team members to enable their career growth at salesforce.com.· Oversee all administrative processes related to employee data and movement including hiring, internal mobility, support for general employee questions, and termination.· Coach team members to appropriately assess escalations and ensure resolution in a timely manner.· Ensure outstanding data integrity, consistency, and compliance through routine and specialized audits. · Evaluate business processes to find efficiencies for the business, our partners, and our team.· Optimize the administration of onboarding through deployment of an automated I9 solution, creation of web based training for all North America new hires, and improved communication tools.· Partner with Analytics team to design and report out Employee Service Center metrics.· Maintain excellent global partnerships with all Centers of Expertise, Employee Success Business Partners, and key partners including Payroll, Finance, and Sales Operations.· Main point of contact for Legal and Employee Success Business Partners on issues requiring extra degree of confidentiality or specialized knowledge.

• HR Business Partner

  • Feb 2006 - Sep 2009

  · HR liaison and strategic partner for Chief Sales Officer and President, Worldwide Sales.· Coach and influence Managers to make effective decisions regarding the mobility, development, retention, and termination of employees and ensure timely processing of those decisions.· Investigate highly confidential employee relations issues in partnership with legal counsel.· Facilitate meetings with various levels of employees including Executives.· Partner with Leadership and Employee Development team on identification, development, and implementation of training initiatives.· Primary point of contact for employees in North America Corporate Sales on all HR issues.· Facilitate and provide guidance during the goal setting and performance management process.· Key contributor on HR Operations projects including Workday implementation, process improvement, and training for the HR Operations team.· Project Manager for the 2006-2007 Performance Review Process.



Macromedia, Inc.

• United States
• Software Development

• HR Business Partner

  • Jan 2000 - Feb 2006

  · HR liaison and partner for CIO & SVP of World Wide Customer Care.· Coach Managers to make effective decisions regarding the hiring, mobility, and termination ofemployees and ensure timely processing of those decisions.· Primary point of contact for employees in Information Technology and Worldwide Customer Care onall HR issues including hiring, mobility, and terminations.· Provide strategic support to client groups to ensure the business needs are met.· Facilitate and provide guidance during the goal setting and performance management process. · Assist in creation and implementation of new HR initiatives.