Experience

Bungie
• United States
• Entertainment Providers
• 700 & Above Employee
• Sr. HR Business Partner

  • Nov 2022 - Present


Red Hat

• United States
• Software Development
• 700 & Above Employee

• Global HR Leader

  • Apr 2022 - Nov 2022

  Global Customer Success

• Sr. HR Business Partner

  • Jul 2021 - Apr 2022



Lenovo

• China
• IT Services and IT Consulting
• 700 & Above Employee

• Sr. HR Business Partner

  • Dec 2018 - Jul 2021

  WW Services, Operations, Strategy HR Partnership in addition to Supporting the Incubator Start Up Organization within Lenovo

• HR Business Partner, North American Sales, Global Supply Chain, Worldwide Sales Operations

  • May 2018 - Dec 2018



Listen First Project

• Civic and Social Organizations
• 1 - 100 Employee

• Advisory Board Member

  • Aug 2017 - Aug 2019

  Listen First Project facilitates greater understanding, respect, and cooperation by encouraging the timeless but abandoned practice of listening to each other, especially to those with whom we disagree. LFP drives the Listen First movement to restore civil discourse in America and around the world. We believe in the power of listening to restore relationships, build bridges, and mend the frayed fabric of society. As each one of us individually pledge to Listen First, we will restore civil discourse -- one Listen First Conversation at a time.



Biogen

• South Africa
• Wellness and Fitness Services
• 1 - 100 Employee

• HR Business Partner

  • May 2015 - May 2018

  Partnered with US Leadership Team to develop an HR agenda that closely supports the overall goals of the organization. Stepped into the role in the midst of a major organizational change and challenged the business to design a model that effectively meets the needs of the market over the next several years. Fostered collaborative relationships amongst a previously segmented leadership team with the common goal of driving the business forward through innovative thinking.  Created Leadership Development program for both Supervisor and Manager with the end goal of advancing our leadership capabilities and furthering our culture. Recruited mentors from other functional areas to act as advisors to the Middle-Managers.  Asked to lead the USLT through year end Performance Review calibrations and Compensation planning. Function as People Processes liaison for the US Commercial Organization.  Zeroed in on low performers and employee relations cases to either increase their performance or exit them out of the business. Took the department from the highest employee relations case volume to the lowest in one years’ time, correcting years of poor oversight and creating a performance driven environment though increase people leader effectiveness Developed and launched Success Profiles for the department highlighting competency based models of success for each career stage. Pulled in leaders in the business as well as external consultants to deliver a content rich product that can be woven through the entire employee lifecycle.  Created foundational manager learning opportunities for Patient Services leadership through partnership with CoE’s (Employee Relations, LOA, EHS)

• Program Lead, Process Improvement

  • Mar 2014 - May 2015

  Revolutionized Ideation Program for large department. Stepped in to revitalize program after many years of low participation. Established metrics, clear coaching, and development activity as well as provided sponsorship and project management support for Process Improvement Ideas. Program design used as a model of success and rolled out to broader US Commercial Organization. Prevented loss of $6.5M through Six Sigma analysis.  Developed marketing campaign to socialize new program. Partnered with Sr. Leadership and HR to develop staged rewards strategy for participation.  Developed metrics to evaluate not only ideation flow, but also quality of ideas being submitted. Then partnered with participating employees and supervisors to provide direct coaching and development to improve future quality of ideas.  Partnered with employees to focus on ROI of ideas, departmental impact and develop strategy for implementation. Championed ideas with Sr. Leadership to secure funds to explore, and provided read outs for progress.  Participated in Six Sigma Greenbelt training, and launched project for certification which identified $6.5M in loss prevention.

• Recruiting Associate, Talent Acquisition

  • Dec 2012 - Mar 2014

  Work closely with the North American Commercial team in meeting aggressive hiring goals. Support Patient Services with class based hiring, ensuring a positive candidate experience and conducting full lifecycle recruitment. Conduct candidate screenings, facilitate interviews and assessments, and provide guidance on the selection of final candidates to hiring managers. Partner with outside agencies to pipeline candidates for current and future roles.  Developed a full life-cycle recruitment strategy for active and passive candidates to meet the changing needs of the business for both volume and niche roles. Developed interview playbook for internal candidates. Worked with key stakeholders across the business to determine best practices with the ultimate goal to positively impact the Culture of Excellence.  Facilitate internal movement of talent to foster career growth by hosting regular resume reviews, interview strategies and open office hours for internal candidates. Developed competency based interview guides and participated in interview training around the STAR method. Ensure compliance with systems and processes as well as corporate, local, state and federal guidelines.



INC Research

• United States
• Pharmaceutical Manufacturing
• 700 & Above Employee

• HR Representative

  • May 2012 - Dec 2012

  Supported Senior Leadership in driving goals and objectives for business units throughout the organization. Provided support to Global Initiatives and worked with HR Partners worldwide. Counseled management on employee relations issues to remain compliant with local regulations. Provided a single point of contact for employee’s questions or concerns regarding Benefits, Payroll, Compensation, and HRIS.  Re-launched the employee immigration process, which increased the candidate pool and allowed for faster on-boarding. Reduced costs by $30,000 annually by removing the need for outside counsel review. Created new PeopleSoft reports for Business Unit leadership, which were leveraged to retain employees in critical areas. Improved turnaround time for HR documentation to be available to employees by re-organizing the HR corporate documentation portal. Collaborated with HR Partners worldwide to update rewards programs in order to account for the region’s business culture while remaining compliant with global policies.

• Recruiting Coordinator/Assistant- Contractor

  • Nov 2011 - May 2012

  Supported the North American recruiting organization by providing scheduling of travel to interviews and New Hire Orientation. Reported on feedback from interviews with candidates. Tasked with supervision of $300,000 budget for candidate travel expenses. Acted as Lead Coordinator for the North American team. Mentored and trained Global Coordinator teams on current processes and policies.  Proposed and implemented first functional set of reports using PeopleClick, which provided accurate metrics on time to fill and open vs closed Requisitions; providing business unit leadership accurate information with which to determine staffing needs.



Binstock Rubin Adler Aldecoa & Ellzey

• United States
• Accounting

• Operations Manager/HR Representative

  • Nov 2007 - Apr 2011

  Direct and develop HR guidelines and procedures in compliance with federal and state labor laws. Update and maintain all HR and employee files. Sources new candidates through personal network, campus resources and recruiters. Facilitated expanded health insurance coverage with no increases in premium. Administer 30 vendor relationships encompassing services, maintenance and equipment procurement. Saved 50% renegotiating phone and internet contracts. Introduced paperless solution to the office reducing paper costs 75%, saving $30,000 in expenses annually.


Stehpens Lynn Klein LaCava Hoffman & Puya
• Receptionist/Front Desk Manager

  • 2004 - 2007

Cherry, Bekaert & Holland
• United States
• Investment Banking
• Support Staff

  • 2000 - 2004