People Business Partner Experience Human Resource Business Partner with over twelve years' experience collaborating with all levels of an organization, from front line to C-level. Experience developing and implementing human resources processes including performance management, talent reviews, succession planning, employee and leadership development, organizational design, leadership assimilations and more Senior HR Generalist.
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Administrator of site unemployment claims and appeals resolution tasks
Champion of site Onboarding Buddy program for new HR staff Daily management of investigations including harassment claims, theft, workplace violence, etc.
Designated as a SME for an improved version of Amazon's new hire orientation for Tier I employees and new area and operations managers
Facilitated the internal recruitment process by coordinating internal jobs requisitions, scheduling of interview and administration of internal transfers for Tier I to Tier III associates
Instructor for routine trainings on various Talent Management topics (Career Development, L&D)
Manage high volume hiring of temp-to-hires and direct hires throughout FC
Recruited to support the launch of a new 1.2million square foot fulfillment center with 4,000 employees
Spearheaded the Away Team project process by coordinating associates from each department to train new employees at multiple NAFC Launch sites
Trained a team of up to 8 HRAs to complete standard work and site objectives
Weekly completion of orientation, training, coaching and supervision of staff
Integrated and partnered with HR colleagues in the Recruiting, Learning & Development, and HR Programs teams to implement solutions and help scale business initiatives
Analyzed human resources data and metrics (productivity, turnover, employee engagement) to identify trends and proactively assess work environment needs.
Creator of virtual new-hire onboarding & compliance for Work-From-Home teams
Driver of virtual employee engagement initiatives such as mental health, work-life balance and rewards and recognition
Engaged in daily consulting including interpreting workplace policies and benefits, assisting management with employee coaching and performance management
Managed all federal & state compliance for Wayfair Work-From-Home employees
Provided tactical support of benefits, 401k, medical, dental, vision, LOA/STD, EAP
Regularly facilitated the HR section of “Virtual Onboarding”, the new manager training, for all new leaders
Strategic partner for process improvement projects within the human resources department such as employment verification, unemployment hearings and our Workday platform
Analyzed and interpreted employee feedback data, recommending action plans to the senior leadership team to improve employee engagement, performance, and retention by 15% within each business unit
Created and implemented professional development goals focused on internal collaboration, improving manager compliance by over 90%
Developed job descriptions and partnered with compensation department to evaluate compensation levels and align with market. Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity, and within company to reach goals
Led region-wide reorganizations, reducing labor and operations costs by more than 25% within the first 6 months
Designed and facilitated team and offsite meetings for engagement of ARC Midwest Sales employees
Leveraged employee data (e.g., Exit Interviews, Focus Group, Turnover Analytics) to develop and recommend action plans that improve employee engagement, performance, and retention within each business unit
Managed full cycle of recruiting, hiring, and onboarding new employees.
Managed the restructuring of the Human Resources department, driving efficiencies and improving collaboration across business units
Remote project consultant for Canada branches to implement a revised Canadian employee handbook
Managed and facilitated the overall Performance Summary Cycle and employee engagement survey throughout the year
Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for new employees.
Business Partner support for 200 call center employees and 75 contractors for California, Ohio,and Texas branch locations
Created “pulse check” initiative for Call center teams and held approximately 10 focus groups as part of process.
Developed Sales job descriptions, new employee policies, and employee handbooks for Call Center Business units
Established and implemented short- and long-range goals, objectives, and policies
Facilitated annual Succession Planning schedule and organizational 9-Box reviews with management teams
Leveraged employee data (e.g., Exit Interviews, Focus Group, Turnover Analytics) to recommend action plans for sustained employee engagement, performance, and retention within the business unit
Project champion for Call Center managers' 360 data to identify development needs and opportunities to strengthen key competencies
Reduced external sales recruitment cost of $100,000 with implementation of internal recruitment process for talent initiative
Strategic execution of North American Sales Reduction-In-Force project for new talent and cost saving initiatives
Strong emphasis on HR Generalist functions leading to change management initiatives
Trained leadership on interviewing techniques and strategies using Behavioral Style Interviewing
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