Gloria L. Hernandez

Skilled and dynamic Business professional with extensive business acumen and nine years of progressive experience building mutually beneficial business partnerships, leading highly effective teams, and innovativestrategies to promote accountability and awareness around diversity and inclusion, drive employee engagement, and lead with organizational change in a rapidly changing environment.

Employee Engagement and Organizational Change:

• Supporting Lead and Coordinator to on-site M.A.C. activation for NYC's Go Red For Women American Heart association annual event where M.A.C. activation educates over 500 in attendees on Viva Glam through Artistry. Extended partnership through Latricia Parker Global VP COE Benefits of Estee lauder companies and Board of executive for NYCHA. Sponsored budget through M.A.C. NA retail sector in support of Visual layout, Photo opt moments, Artist budget, TOA and FSS bounce back that create traffic into MAC FSS's.
• Supporting Lead and coordinator for Black History Month M.A.C. Artistry Master Class in collaboration with Vina Morris VP of operations Metro NY chapter National Black MBA Association & Kayela Wright HR Global COE Assistant Manager Talent acquisition. ID&E
• Coordinated Master classes and created Viva Glam inspired Artistry lesson plans serving 100 japanese students annually for over 6years. Collaborated with Nagoya Future Cultural college (Makeup School from Japan).
• Led the project management and
• Delivered 4 foundational position papers on topics including workplace flexibility, compensation, and experienced employee engagement to initiate the strategy creation for the aforementioned project.
• Facilitated the successful completion and submission of regionally and nationally recognized accolades including the Human Rights Campaign's Corporate Equality Index for which the Company achieved a 95% rating in the first year's submission.

Talent Acquisition and Strategic Resource Management:

• Implemented a talent acquisition strategy to accommodate the business goal of 30% headcount growth with new, specialized functions.
• Instituted and managed a staffing model which predicted seasonal hiring demands for the US-based client contact center and optimized resources to achieve a 90% service level.
• Established a talent selection process for hiring managers to uncover and counteract hidden biases to properly identify talent resulting in a more diverse candidate pool.

People Leadership and General Management:

• Managed multi-site and multi-functional teams of nonexempt and exempt management and non management employees for more than 7 years.
• Derived a strength training program that helped develop and promote over 20 employees within 5year
• Led teams through large organizational change and ensured equitable job placement for staff after an internal workforce realignment.
• Mediated complex business partner relationships to achieve desired outcomes for high-net worth clients.
• Directed the high quality and timely service delivery of an operational business team.

Relationship Management:

• Established a multi-division business partner committee to educate business partners on industry news, product developments, and potential issues effecting their client base which led to more timely, open communication among divisions and increased ease of doing business.
• Delivered high-impact communications to clients including responses to sensitive account and business changes resulting in decreased external client complaints.
• Rallied more than 50 hiring managers across 3 sites, regional recruiting teams, and senior business leaders to develop and take ownership of a rapid hiring effort which resulted in the successful launch of a new business implementation.Designed and developed a comprehensive diversity and inclusion strategy that resulted in a more integrated and cohesive approach to ensuring an inclusive and highly engaged environment that addresses the needs of talent acquisition and talent management.
• Created and implemented broad diversity and inclusion strategies for businesses. Strategies included cultural awareness campaigns and competency initiatives, employee and leadership training, and partnerships corporate employee resource group programs.
• Integrated diversity and inclusion best practices throughout the workforce strategy and talent acquisition processes for multiple divisions.

• Certified Professional in Human Resources (PHR)
• Recognized for leadership excellence and corporate citizenship
• Recognized for inclusive leadership
• Formerly licensed with FINRA Series 6, 7, and 63
• Lead and organization to mentor college students . . .
• Author . . .