Experience

Toyota Insurance

• United States
• Insurance
• 1 - 100 Employee

• Head of Human Resources

  • May 2018 - Present

  Plano, TX • Aligning human capital programs with the company’s mission, vision, and strategic business objectives, while fostering operational excellence. • Implementing machine learning to drive HR efficiencies and improved service delivery. • Implementing best-in-class talent management through onboarding and assimilation plans, performance management and talent reviews, succession planning and talent development, as well as employee recognition. Designing talent pipelines, conducting talent… Show more • Aligning human capital programs with the company’s mission, vision, and strategic business objectives, while fostering operational excellence. • Implementing machine learning to drive HR efficiencies and improved service delivery. • Implementing best-in-class talent management through onboarding and assimilation plans, performance management and talent reviews, succession planning and talent development, as well as employee recognition. Designing talent pipelines, conducting talent assessments, and assessing readiness, engagement, and flight. • Providing consultation to business leaders/stakeholders on best practices regarding organizational design and effectiveness, talent needs and matters of compliance. • Using HR Analytics to drive strategies around people operations, culture/engagement, and retention. Designing career pathing, goal setting and performance reviews to drive high performing teams. • Leading the crisis task force during the global pandemic and developing policies, procedures, programs, communication strategies, and return to work strategies designed to adhere to OSHA and CDC safety requirements; and ensuring the physical/mental wellbeing of the workforce. • Partnering with Marketing to drive employer/employee branding to best showcase culture and value proposition through social platforms. • Leading and shaping diversity, equity and inclusion initiatives and strategies. • Attracting and recruiting top talent and advising managers on their coaching skills and demonstration of EQ and/or emotional resilience to drive performance and retention. Developing leaders and employees to thrive in an agile environment. • Using journey mapping, design thinking and ideation to capture the voices of employees to drive reward programs and mitigation strategies against attrition. Designing best-in-class HR automation to deliver operational excellence across core HR operations and functions. Show less



Aioi Insurance Services USA

• United States
• Insurance
• 1 - 100 Employee

• Chief People Officer

  • May 2018 - Apr 2021

  Torrance, California, United States



StackPath

• United States
• Software Development
• 100 - 200 Employee

• SVP Human Resources

  • Mar 2017 - Oct 2017

  Dallas/Fort Worth Area • Reported directly to CFO and directed HR change management and transformational initiatives in 17 states; managed a staff of 4 employees, functional areas included payroll, talent acquisition, and HR operations . • Global HR experience in Brazil, Tel Aviv, Canada, and Netherlands. • Designed and implemented talent acquisition strategies to support business objectives; designed assessment processes to capture engagement from the onboarding process and through conducting Stay Interviews… Show more • Reported directly to CFO and directed HR change management and transformational initiatives in 17 states; managed a staff of 4 employees, functional areas included payroll, talent acquisition, and HR operations . • Global HR experience in Brazil, Tel Aviv, Canada, and Netherlands. • Designed and implemented talent acquisition strategies to support business objectives; designed assessment processes to capture engagement from the onboarding process and through conducting Stay Interviews and conducting change management based on findings. • Reengineered, streamlined and automated workflows by using transformative technology and captured critical metrics to improve productivity and employee engagement. • Developed and deployed incentive and recognition programs based on core values and engagement data. • Coached/mentored business unit managers on performance management, continuous feedback, career pathing discussions and conflict resolution. • Ensured compliance with current legislative requirements (i.e., FLSAL, OSHA and FMLA). • Developed Employee Handbook with appropriate policies and programs for effective management of human capital. • Executed alignment and consolidation activities of benefits, policies and implemented post-acquisition cultural integration and retention strategies. • Led vendor RFP selection process for Medical, Dental, Vision and Life insurance benefits to lower employer contributions by 40% and drive retention through competitive total rewards and benefits cost sharing design. Show less



CyrusOne

• United States
• IT Services and IT Consulting
• 400 - 500 Employee

• Sr. Director Talent Management

  • May 2013 - Mar 2017

  Dallas/Fort Worth Area Talent Development • Developed and facilitated a structured training program for new hires which included on-boarding, cultural integration and ongoing support. • Developed an internship program to attract, develop and retain future talented superstars. • Provided skill enhancement training as determined by needs assessments and gap analysis. • Set up a combination of classroom and on-line training, mentoring and coaching program. • Developed advanced training curriculum for… Show more Talent Development • Developed and facilitated a structured training program for new hires which included on-boarding, cultural integration and ongoing support. • Developed an internship program to attract, develop and retain future talented superstars. • Provided skill enhancement training as determined by needs assessments and gap analysis. • Set up a combination of classroom and on-line training, mentoring and coaching program. • Developed advanced training curriculum for tenured employees and career pathing strategies. Leadership Development • Developed, facilitated and rolled out a key talent strategy that included a leadership development for critical and key talent. • Developed, facilitated and rolled out a manager 101 training program for new managers • Developed and facilitated a succession planning program to build bench strength and prepare future talent for growth. • Conducted individual leadership and talent assessments using appropriate tools and models. Performance Management • Facilitated and rolled out performance management initiatives and tools with focus on achievement and development. • Developed performance improvement playbook

• Director of Human Resources

  • Nov 2013 - May 2016

  Dallas/Fort Worth Area • Developed corporate recruiting strategies and managed the talent lifecycle (sourcing, recruiting, development and retention). Developed succession planning program and individual development plans; developed a next generation internship program for talent pipeline. • Traveled as Senior HR Business Partner to regional offices and locations to support senior leadership and partnered with leaders and employees to develop talent and ensure alignment with human capital strategies to meet goals… Show more • Developed corporate recruiting strategies and managed the talent lifecycle (sourcing, recruiting, development and retention). Developed succession planning program and individual development plans; developed a next generation internship program for talent pipeline. • Traveled as Senior HR Business Partner to regional offices and locations to support senior leadership and partnered with leaders and employees to develop talent and ensure alignment with human capital strategies to meet goals and objectives. • Implemented an Employment Value Proposition (EVP) for attracting and retaining critical talent needed to achieve strategic and operational goals. • Worked on implementation of HRIS systems and enhancements to include Workday and ADP. • Developed and facilitated structured training programs for new hires which included on-boarding, cultural integration and ongoing support and provided skill enhancement training as determined by needs assessments.



Cincinnati Bell

• Telecommunications
• 700 & Above Employee

• Sr. HR Manager - Corporate Recruiting

  • Jul 2012 - Nov 2013

  Cincinnati, OH Cincinnati Bell (NYSE: CBB) is one of the nation's most-respected and best-performing local exchange and wireless providers, with a legacy of unparalleled customer service excellence. Cincinnati Bell provides a wide range of telecommunication products and services to customers in Ohio, Kentucky and Indiana. My area of responsibility included: • Talent Acquisition through full life-cycle recruitment • Talent acquisition strategies for identifying diverse qualified applicants… Show more Cincinnati Bell (NYSE: CBB) is one of the nation's most-respected and best-performing local exchange and wireless providers, with a legacy of unparalleled customer service excellence. Cincinnati Bell provides a wide range of telecommunication products and services to customers in Ohio, Kentucky and Indiana. My area of responsibility included: • Talent Acquisition through full life-cycle recruitment • Talent acquisition strategies for identifying diverse qualified applicants •Project manager for implementing an Applicant Tracking and Onboarding System to provide “Seamless” delivery of services to internal clients (i.e. employees) and to our external clients (i.e. job seekers and new hires) resulting in reduced call volume and increased processing time and accuracy of new hire paperwork. •Managed onboarding of new hires through online portal (ATS) and reports to track metrics and KPIs, such as rating on the onboarding experience. •Managed background check process, advising HR Managers on the appropriate adjudication response, per EEOC guidance, •Managed recruiting operations through setting performance standards and by astute analysis of evolving recruitment practices. •Managed and provided content for social media campaigns, corporate career page and printed HR marketing collateral. •Created branded job postings, conduct campus recruitment, and partnered with professional, civic and diversity organizations for recruitment needs and community involvement. •Managed recruitment costs and measured efficiency of recruitment sources and the impact to availability of qualified candidates.

• Sr. HR Manager - Federal & State Compliance

  • Oct 2009 - Jul 2012

  Cincinnati, OH •Directed all aspects of the Affirmative Action and EEO programs which included ensuring compliance with all applicable state and federal employment laws, rules, and regulations. •Prepared Affirmative Action plans company-wide to meet annual compliance requirements for federal contractors. •Analyzed transactional hiring and promotion data to ensure effective diversity staffing and compliance. •Provided internal and external diversity reporting; monitored changes in the regulatory… Show more •Directed all aspects of the Affirmative Action and EEO programs which included ensuring compliance with all applicable state and federal employment laws, rules, and regulations. •Prepared Affirmative Action plans company-wide to meet annual compliance requirements for federal contractors. •Analyzed transactional hiring and promotion data to ensure effective diversity staffing and compliance. •Provided internal and external diversity reporting; monitored changes in the regulatory environment and market conditions for opportunities and threats. •Managed multiple projects in AAP preparation, AAP audit readiness, provided employment-related compliance support to the business by consulting with the Legal Department as appropriate to mitigate risk factors. •Managed compliance-driven projects, such as EEO-1 filing, VETS-100 filing, FCC filing and completed other records to conform to regulations. •Conducted unscheduled mock audits of Affirmative Action Plans, Forms I-9, ADA accommodations, applicant data, job descriptions and FLSA statuses and reported findings with analysis of potential risks •Conducted statistical analysis of the workforce demographics to identify disparities in employment related activities and developed action-oriented plans to ensure equal employment opportunities for applicants and employees. •Advised and trained managers on avoiding harassment, discrimination and retaliation claims. •Advised management on employee disciplinary process, reductions in force and performance management. •Responded to data requests from federal and state regulatory agencies. •Partnered with legal counsel to defend employment-related claims through documentation management •Managed onboarding of foreign nationals in partnership with outside counsel (H-1B, L, F visas and Green Cards). •Investigated complex and highly sensitive concerns and recommend course of action. •Coordinated expatriate and repatriation activities.

• Sr. HR Manager - Employee & Labor Relations

  • Jan 2008 - Oct 2009

  Cincinnati, OH •Provided labor relations support, which included interpreting the union contract; negotiating and processing grievances to ensure fairness and resolution. •Developed and communicated HR policies and procedures. •Partnered with the Training & Development department on conducting HR related training and orientation. •Re-designed the corporate separation process and introduced efficiencies in the administration efforts; coached supervisors on the process and procedures. •Provided… Show more •Provided labor relations support, which included interpreting the union contract; negotiating and processing grievances to ensure fairness and resolution. •Developed and communicated HR policies and procedures. •Partnered with the Training & Development department on conducting HR related training and orientation. •Re-designed the corporate separation process and introduced efficiencies in the administration efforts; coached supervisors on the process and procedures. •Provided performance management by advising and coaching on employee performance issues, performance improvement plans, corrective actions, employment suspensions, demotions and/or terminations. •Conducted workforce investigations, documented findings, determined the appropriate disciplinary action and consulted parties of subject. •Conducted exit interviews and advised business units on retention strategies.

• Human Resource Manager

  • Jul 2006 - Jan 2008

  Cincinnati, OH •Managed day-to-day employee relations by consulting on business unit initiatives as they related to strategic planning/organizational design, employee and management development, performance management, project management, policy interpretations, and procedures •Assisted with Departmental goals and workforce planning •Conducted on-boarding activities and off-boarding activities •Served as liaison between management and Union representatives on labor relations issues and disputes

• Team Leader - Asset Management

  • Oct 1999 - Jul 2006

  Cincinnati, OH •Managed Billing Verification and Authorization for Payment Process (BVAPP), which was used to verify and authorize payment for received materials and supplies. •Tracked $30M in central office assets and balanced to the ledger in Accounting by year-end. •Conducted mechanized reconciliation between BVAPP reports and SMARTS/DOPAC Accounting reports. Checked for discrepancies in the activity passed to accounting via the journalization interface. •Managed hourly staff in the areas of… Show more •Managed Billing Verification and Authorization for Payment Process (BVAPP), which was used to verify and authorize payment for received materials and supplies. •Tracked $30M in central office assets and balanced to the ledger in Accounting by year-end. •Conducted mechanized reconciliation between BVAPP reports and SMARTS/DOPAC Accounting reports. Checked for discrepancies in the activity passed to accounting via the journalization interface. •Managed hourly staff in the areas of performance; designed specific performance improvement plans and provided feedback to the team through daily interaction and annual performance reviews. Developed, implemented, and reinforced standards for various work operations including training for team members. Analyzed skill levels, designed and developed appropriate training programs for the staff and provided continuous monitoring and feedback. •Verified functional accounting detail on all documents processed. Ensured adequate accounting controls were in place to meet governmental, industry and company requirements.

• Outside Plant Engineer

  • Dec 1996 - Oct 1999

  Cincinnati, OH Outside Plant Engineer responsible for the design and implementation of feeder and distribution routes in multiple serving areas. Concentrations included resistance design, transmission principles, right-of-way and private easement procurements, fiber optic protocols, high capacity loop deployment options, interoffice facilities, preparation of construction cost estimates, providing customer-focused technical support, and ordering outside plant cable and associated hardware from… Show more Outside Plant Engineer responsible for the design and implementation of feeder and distribution routes in multiple serving areas. Concentrations included resistance design, transmission principles, right-of-way and private easement procurements, fiber optic protocols, high capacity loop deployment options, interoffice facilities, preparation of construction cost estimates, providing customer-focused technical support, and ordering outside plant cable and associated hardware from vendors. Project Engineer for an ORM relocation, which included converting from a DMS-10 switch to a 5ESS switch. Project activities included construction of ties between the new ORM and the existing ORM, re-engineering and provisioning of cable routes leaving the central office with emphasis on resistance design, placement of new feeder and distribution cables, re-design of the MDF, and implementation of cable pressurization safeguards.