The University of Edinburgh

UC Irvine

Director, HR Ops and Programs at Instacart

San Francisco Opera

Chief People Officer

Investor in How Women Invest Fund II.

How Women Invest is a women-led venture firm that invests solely in women founders. Our network is our greatest asset - our limited partners are a community of industry leaders investing together to shift the venture capital landscape one woman at a time. Together with sister organization How Women Lead, a professional network of thousands of women, we work to create ecosystem change by investing in and supporting women leaders and founders.

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How Women Invest

LP/Investor

Sunrise HR is an HR Consulting firm.  We specialize in scaling start-ups for hyper-growth, with additional expertise in immigration, performance management, compensation, operations, and diversity, equity & inclusion.

Sunrise HR

Fractional CPO/Principal HR Consultant

People Operations – Public company readiness – centralized & built documentation for all people processes to support both public company readiness and the growing employee population. Org design & workflows – re-structured the team’s workflow to allow for growth & scalability; the team absorbed a 60% increase in ticket volume without a negative impact to response time. Cost savings - One audit process resulted in removing nearly 4k dormant shoppers from Workday netting ~$300k annual cost savings. Team of 8 EEs.

Programs – Programs include Onboarding/Orientation; Immigration; Global Mobility; HR compliance, including statutory trainings; Flexible work model, and ad-hoc project requests. Onboarding – shifted to entirely remote onboarding in COVID. Oversaw the design of a fully encompassing 30-60-90 day model, including the offer to day 1 timeframe. Program currently holds a 94 NPS. Immigration – managed a 2.5x increase in foreign national management through a complex political environment, receiving high satisfaction from the population. Flexible Work – Built and implemented 2 types of remote work programs. 1) For Covid – Interim policy that allowed for maximum flexibility within allowable operational constraints. 2) Permanent – Flexible 3-tiered policy that satisfies both business need and employee requests, bringing clarity and certainty when we return to the office. DEI – Tapped to facilitate leadership/employee listening sessions in response to the George Floyd murder. Team identified & executed bias training for both corporate & shopper populations. Team of 5 EEs.

PMO – Founded the People team’s PMO. Hired and coached the team, including guiding the founding mandate. The mandate being two fold in nature: 1) represent the People team in company-wide initiatives, and 2) manage cross-People team projects. The team is responsible for the performance cycle, international expansion, ultrafast expansion, headcount planning, and Exec ad-hoc projects. Team of 4 EEs.

Instacart

Director, People Ops, Programs & PMO

Founder/Principal HR Consultant

HR function 
Strategic Framework – Build a department that can scale with the company that is supported by trust through transparency while partnering with C-suite/Exec team to strategically advise on the business. 
Programming – Business Partnership – established trusted relationships from the C-suite through the rest of the organization. Performance Management - designed and implemented quarterly check in process; aligned feedback structures to OKRs; solidified 1:1 culture; implemented company feedback tool, TINYPulse. Compensation and Leveling structure - designed and implemented the company’s first comp and leveling structure. DEI – Leveraged the new performance program, comp and leveling structures to reduce bias. Increased benefits and comp offerings to our CS & moderation groups. Ops & Systems - implemented first HRIS; rolled-out new handbook; managed benefits program. 

Recruiting function 
Strategic Framework - Identify ideal department structure to support the company’s growth goals; established reporting metrics; reinforced position as trusted SMEs. 
Programming – Ops, systems and metrics - developed recruiting metrics dashboard for C-suite/Exec team, implemented new ATS & SLAs;  DEI – Re-designed interview process to reduce unconscious bias. Talent Branding – launched a talent brand campaign, resulting in increased candidate recognition.  Continuous iteration – implemented employee & candidate surveying to improve both experiences. Company headcount increased by 79%. 

Facilities function 
Strategic Framework – Establish business case for required spend on talent for the function and proactively plan for company’s growth. 
Programming – Vendor mgt – advised team on a full vendor review, resulting in new vendors for the company kitchen and catered meals. Property Management – successfully navigated company’s relationship with the landlord. Office Design – launched an office re-design & move. Real Estate – engaged brokers to consider new office space.

ROBLOX

Head of HR, Recruiting & Facilities

Unique acquisition experience – acquisition deal finalized Jan 2013, Current TV had to remain on air while we built Al Jazeera America (AJAM) to network launch. Served as the second in command on the HR Al Jazeera America launch team.  

Sunsetting Current TV - Ran the HR function for Current TV during AJAM ramp-up; 220 employees. Rapid headcount growth – Grew company from 125 to 600 employees in 8 months; managed retention and severance program for the Current TV population. Reporting and Metrics – created and reported on key metrics for C-suite/Exec management; managed headcount budget for the company. Benefits & Compensation – managed the benefits program, including leave administration; designed new compensation plan & bonus structure. Recruitment & Talent Branding – engaged in full-cycle recruiting; created and launched a multi-media advertising campaign. HRBP – served as an HRBP across the company, heavily focused on employee relations and RIFs.  Compliance – managed all mandatory trainings, and compliance filings for the company.

Al Jazeera America - acquired Current TV Jan 2013

Director, Human Resources

•	Serve as a Business Partner across the organization.
•	Full-cycle recruiting – including senior management.
•	Design and implement a new performance review process.
•	Manage on-boarding process.
•	Manage company-wide immigration.
•	Benefits program management; 2013 benefits renewal/open enrollment.
•	Manage leave of absences for entire company, including CFRA and FMLA leaves.
•	Manage the Unlawful Training program.
•	Employee relations.
•	Talent management, including Manager & Employee coaching.
•	Headcount management in conjunction with Finance.
•	Manage worker’s compensation claims.
•	Manage EEO filings and other compliance notifications in regards to ERISA covered plans.

Current TV

HR Manager

•	Obtain a broad understanding of all aspects of business, employing a critical analysis approach.
•	Heavy emphasis on leadership and high performing teams, business coaching, group work and presentation skills.
•	International student body, working with approximately 24 different nationalities.
Key Projects:
    o	Wolfson Microelectronics – Semi-conductor Company - Conducted primary market research in the form of an online survey and three focus groups. Completed an academic review of the methodologies, analyzed the data and presented the findings along with recommendations to the client.  
      	Asked to further present findings to several business units beyond academic exercise.

    o	Artisan Roast – Specialty Coffee Shop - Advised owners on their digital marketing and social media strategy. Increased their SEO rankings and their customer engagement through a uniquely crafted strategy.

University of Edinburgh Business School

MBA Student - (Degree Complete)

•	Managed the Company's Domestic and Global Mobility programs, as well as all Company sponsored visas.
•	Generate cost estimates and maintain budgets for senior management for International and Domestic moves.
•	Track and manage expatriate compensation to ensure accurate reporting, including stock grants, home leave, COLA and education reimbursements.
•	Liaise with Ernst & Young regarding assignees’ foreign tax returns, including compensation reporting, tracking changes in International tax law and consulting with foreign offices.
•	Create new and maintain established vendor relationships with domestic and international providers.
•	Manage the on-boarding process for incoming foreign nationals.
•	Manage the foreign national visa process, including initiating several PERM cases.  Involves gathering the necessary information from the employee to coordinating with outside counsel in processing the visas.
•	Presented to hiring managers and provided counsel to the staffing department as to the different visas and their life cycle, analyzing when a foreign national hire would provide a solid return on investment.
Key wins: 
o	Cleaned up several assignees’ delinquent tax issues, both foreign and domestic.  
o	Streamlined compensation reporting from the foreign offices to the NYC home office.
o	Negotiated contract changes with a domestic relocation provider resulting in realized savings for the company.
o	Improved the image of the expatriate relations position internally; increasing HR’s visibility enabling earlier inclusion in discussions regarding assignments allowing for an improved assignee experience and tighter budget controls.

Time Inc.

Associate Manager, Relocation & Expat Relations (Global Mobility & Immigration Specialist)

•	Supported 5 Senior Generalists' client groups (VP and Director level), 17 groups in total.   
•	Provided answers to current and former employees regarding company policies and benefits information.  
•	Conducted exit interviews, tracked current trends of voluntary resignations.
•	Guided employees through job eliminations, from explanation of severance numbers through to the signing of their severance agreements and beyond their separation date. 
•	Prepared severance cost impact estimates for client groups, detailing total cost to the company.
•	Extensive ability to work in PeopleSoft, able to create original Query Reports based on Senior Generalist needs.  

Key Wins: 
o	Integral team member in creating a streamlined immigration process.
o	Created a process for reporting departed employees’ bonus ratings to the compensation department.
o	Trained two generalist assistants who have succeed in the company.

HR Generalist

•	Professional Production Stage Manager for 8+ years; former member of Actor Equity Association.
•	Stage Managed over 45 theatrical productions, working on productions such as The Lion King, A Christmas Carol at Madison Square Garden and Contact – The National Tour.
•	Created hiring plan appropriate for each production and recruited both assistant stage managers and backstage crew. 
•	Managed casts and crews of up to 50 people.
•	Facilitate and manage internal cast and crew relations for optimal efficiency and performance.
•	Interpreted and adhered to Actors Equity Union guidelines.  Experienced with union contracts.
•	Mentored 12 Assistant Stage Managers, majority of whom are now working professionally.
•	Analyze and interpret production needs both in pre-production and on a continuing basis, requiring rigorous observational and deductive skills.
•	Adapt and respond to spur of the moment situations, ensuring that the production continues in the midst of any unforeseen situations.
•	Manage C-2 worker’s compensation filings.

Dawn D.