Texas State University

Strategic Talent and HR Leader

Austin, Texas, United States

Global Project Management: Develop business relationships with global partners, HR PMO and Leaders to support TA Priorities and initiatives, which includes identifying ways to streamline and improve overall efficiency, utilizing Agile. Managed 35+ Projects include: H-1B utilization, Workday training, Career Site Refresh, HR systems implementation, Scaling, and TA Alignment• Program Management: Design and manage TA priorities, project dashboards and metrics, while aligning with the HR PMO, ensuring key stakeholders are actively engaged to deliver high impact results• Change Management: Communicate new initiatives through training, various communication tools including posting web content on SharePoint (Teams) as well as collecting feedback and enhancement requests• Process Mapping: Using IBM Blueworks, mapped multiple processes including Mobility, offers, and recruitment process

VMware

Senior Global Program Manager - Talent Acquisition Operations

Oracle

HRBP (Consultant)

Recruited for Elasticsearch Engineers, Business Intelligence and Software Developers (Full Stack, Front End and Back End).Manage end to end recruiting including conducting intake meetings, behavioral interviewing, sourcing candidates using Boolean searches, LinkedIn Recruiter, networking, meetups and technical events/ seminars.

Rackspace

Talent Acquisition (Consultant)

Recruited to direct HR for the Americas and newly launched international operations. Partner with Leaders and executives to develop new business initiatives, foster employee engagement, and mobilize talent. •	HR Organization Leadership: Directing 4 HR and Talent professionals in staffing, recruitment, benefits, executive compensation, training, leadership development, succession planning, performance management, HRIS, and regulatory compliance and 401k implementation•	Company branding: Increased Company branding by 400% by utilizing Glassdoor and Indeed, current rating 4.6 out of 5•	HRIS Technology: Drove transition from outdated HR systems into a fully integrated HRIS platform from Pay Chex Instantly improved analysis, reporting, and planning capabilities while streamlining daily HR functions and onboarding.•	Talent Acquisition: Redesigned recruiting process while increasing headcount by 250% including introducing a “White Glove Candidate Experience”•	HR Metrics: Monitored strategic HR metrics such as employee engagement, branding, attrition, time to fill, etc.•	Talent Management:  Launched new programs such as Onboarding Sales Enablement Program, performance management, 360 Feedback, talent assessments, leadership development and succession planning•	Global Project Management: Launched Employee Engagement surveys for the Americas which increased engagement by 400%, Global HRIS implementation and Global HR and IT Policies implementation

Snow Software

Director, Talent & Culture - Americas

Transformed HR into a true strategic business partner during the Merger and Acquisition of 23 banks and 300 employees.  Championed HR vision while forging sustainable HR infrastructure, systems, processes, practices, while hiring top talent to ensure banks growth and success.•	Human Resources Leader who was nominated as one of the “Most Influential Women in Austin” by Austin Business Journal.•	M&A Due Diligence: Contributed to senior-level M&A decisions, supporting initial analysis through due diligence and subsequent integration. Enabled business growth by assessing HR cultural compatibility and talent impacts.•	Organization Transformation: Partnered with senior leadership to implement project management tool, “Rockefeller Habits” which transformed a passive workforce into a high performance workforce, growing the bank to $1.2 Billion.•	Workforce Expansion: Ramped up recruiting initiatives as the sole recruiter and grew the company by 40% in just six months including implementing High School Intern Program.•	Post-Acquisition HR Integration: Streamlined integration payroll, 401k conversions, salary leveling, pay grading, deferred compensation plans, stay pay incentives, and RIF’s. Ensured strategic alignment of HR with new business objectives and minimized business interruptions through execution of workforce integration plans•	HRIS Technology: Implemented new applicant tracking system Job Vite and conducted RFP process for payroll and HRIS System for newly acquired banks•	Talent Management: Redesigned performance appraisals, implemented core values, behavior core competencies, succession plans and development plans

Pioneer Bank, SSB

Director, Talent and Human Resources

Supported the local government with 1000+ employees for multiple departments including Engineering, Construction and Transportation in a union environment.  Managed a staff of ten HR professionals who focused on recruiting top talent, employee engagement and relations, compliance, payroll, and employee development.•	Workforce Expansion: Ramped up a group of 130 new employees in just 6 months, Awarded: Director’s Award for hiring 60 employees in one month•	Training and Development: Designed and Implemented a Career Progression Program throughout Public Works which lead to increased employee engagement by 20%, while managing City Internship Program for Department.•	Employee Relations: Introduced proactive employee relations and communications programs to resolve previous labor and management issues and restore the credibility and employee-centric focus of the HR organization •	HR Operations: Coached Executives on conflict resolution, policies, procedures, misconduct, investigations, terminations, appeals, EEOC claims, performance improvement plans and represented City at Civil Service Hearings•	Organizational Change Management: Managed Executive reorganization which strategically align departments•	Strategic Business Partner: Defined key matrix for the HR department, identify high potentials, career progression implementation, HR budget management, revamp of policies and procedures

City of Austin

Human Resources Manager (HR and Talent)

Reported to the President of a Nanotech company where I was tasked with growing the organization and implementing a new HRIS System.•	Talent Management: Developed, implemented and trained leaders and staff of the new performance evaluation process for North America thus increasing retention by 25%•	Talent Acquisition: Grew the organization by 40% by hiring 50 employees in six months•	Benefit Management:  Revamp health and wellness programs, which included reducing cost by $250k while maintaining benefits and implementing a new health awareness campaign•	Project Management: Employee Engagement Surveys, Shift of the Month, SMART Program, Kaizan events, & Benefits Review Committee, thus increasing productivity by 25%.•	HRIS Technology: Implemented new HRIS system which focused talent management, time and attendance and payroll

Oxford Instruments

Talent and HR Business Partner

Reported to the Plant Manager during a plant expansion with 180 employees and seven direct reports in a non-union manufacturing environment, while reducing turnover by 15% annually.•	Employee Engagement: Improved Employee Engagement Survey by 45% by launching Employee Engagement Project•	Awarded: Merit Award for Increasing Employee Engagement by 45%•	Rewards and Recognition Programs: Designed programs such as Shift of the Month, Fun Committee, Community Service Committee thus, improving employee engagement, safety, attendance, productivity, while reducing absenteeism by 30%•	Compensation: Reduced payroll errors by 80% in three months, while managing the executive bonus program•	Talent Acquisition: Saved the company over $100,000 annually but implementing new recruiting practices•	Project Manager: Partnered with management to implement: identifying high potentials, succession planning, supervisory development training, employee engagement initiatives, while various other Six Sigma project•	Talent Management: Implemented High Performance Teams for North American, leadership training and succession planning•	Safety Management:  386 days without a recordable incident while reducing workers comp claims by 67%

Johnson Controls

Plant Human Resources Manager

Reported to HR Manager with 450 employees with three direct reports in a union manufacturing environment with three different locations, while hiring 350 employees in six months for a startup environment.

Robin Coats

Robin Coats