Alan Nguyen

Separation Type: Organizational Restructuring - Role eliminated following organizational restructuring aligned with shifting strategic priorities

• Led global People and Culture strategy for a distributed workforce across the United States, EMEA, and APAC, partnering with executive leadership to align people priorities with business growth, performance, and scalability during enterprise restructuring
• Owned enterprise People and Culture operations across multiple geographies and business entities, providing governance over talent development, succession planning, employee relations, payroll and benefits alignment, regulatory compliance, and audit readiness
• Architected and deployed companywide performance management, leadership coaching, and compensation frameworks, including goal setting, feedback cycles, global compensation bands, and job architecture to strengthen accountability, pay equity, and workforce planning
• Implemented Lattice and ChartHop to centralize people data and deliver real time insights into engagement, performance, and workforce trends, enabling executive decision making and targeted workforce interventions

Separation Type: Organizational Restructuring - Role concluded following a strategic decision to transition core People Operations and business support functions to Kraków, Poland, resulting in the elimination of U.S.-based People Business Partner roles

• Served as a strategic People Business Partner to senior leaders supporting a globally distributed workforce, advising on organizational design, performance management, and talent strategy during periods of growth, restructuring, and operational change
• Led People integration for the acquisitions of Pribas and Pace Revenue, aligning HR systems, governance models, policies, and approval structures to ensure seamless integration and operational continuity
• Owned the end-to-end talent lifecycle across regions, including workforce planning, hiring, onboarding, development, retention, and global mobility, ensuring scalable, compliant, and business-aligned people practices
• Designed and governed enterprise talent frameworks encompassing performance calibration, succession planning, job architecture, equity refresh cycles, and engagement surveys, translating workforce data into targeted actions that strengthened leadership effectiveness, compensation decisions, and employee experience

Separation Type: Organizational Restructuring - Role concluded following a strategic decision to transition core People Operations and business support functions to Kraków, Poland, resulting in the elimination of U.S.-based People Business Partner roles

• Led monthly talent review programs with Regional and District leadership across the Dallas-Fort Worth metroplex, analyzing performance trends, identifying attrition risks, and driving proactive workforce interventions across multi-site operations
• Served as a strategic People partner to Site Leads through regular compliance and operational syncs, resolving complex employee relations matters, ensuring policy adherence, and supporting effective change management
• Executed regional HR initiatives including talent acquisition strategy, EEOC compliance implementation, performance management optimization, and workforce planning to support operational scalability and risk mitigation
• Conducted large scale wage analysis across 362 micro fulfillment centers and redesigned attendance and incident trend reporting frameworks, improving pay structure decisions, staffing flexibility, and visibility into workforce risk indicators

Separation Type: Voluntary, Career Advancement Opportunity - Voluntarily departed to accept a senior People & Culture leadership role in a high-growth organization, expanding scope across large-scale workforce operations and people strategy execution

• Led enterprise talent management and total rewards initiatives, including talent management strategy redesign, succession planning framework development, and total rewards benchmarking to strengthen organizational effectiveness and leadership continuity
• Evaluated and optimized performance management systems and HR technology platforms, improving process efficiency, data accuracy, and alignment with enterprise priorities
• Designed and delivered leadership development programs, culture and engagement pulse surveys, and an enhanced onboarding experience to improve engagement, retention, and early performance outcomes
• Partnered closely with the CEO and CHRO to deliver strategic HR insights and drive execution of high impact people initiatives, including a mid-year goal setting process and the A0 A1 junior analyst development program to strengthen early career talent pipelines

Separation Type: Site Closure / Role Consolidation - Role concluded following the closure of delivery stations and consolidation of HR Business Partner roles as part of a broader operational restructuring within the logistics network

• Provided HR leadership and oversight for 6 Amazon delivery stations and a team of 10 HR professionals across the DFW region, supporting large scale, 24/7 logistics operations with accountability for workforce planning, employee relations, compliance, and performance management
• Led workforce optimization initiatives including labor forecasting, roster management synchronization, attendance and attrition analytics, and workforce dashboards to improve staffing efficiency, cost control, and operational readiness
• Directed the Texas COVID response program and opened a North Texas delivery station, establishing HR operations, HRIS systems, compliance and badge audit programs, and site level HR policies to ensure audit readiness and maintain 72-hour SLA compliance
• Oversaw employee relations, engagement, and compliance across delivery stations, partnering with Operations, Safety, and Legal teams to mitigate risk, strengthen training programs, and enhance employee experience through structured reporting and Voice of the Employee initiatives

Separation Type: Voluntary, Anticipated Workforce Reduction - Voluntarily departed after leadership communicated an upcoming workforce reduction impacting HR functions, proactively seeking continued professional growth and stability

• Partnered with Business Unit Vice Presidents to translate employee survey insights into targeted action plans, improving organizational effectiveness, team performance, and leadership alignment
• Led global job title alignment and compensation equity audits, ensuring consistency with global standards and strengthening fairness, compliance, and internal transparency
• Redesigned employee recognition programs and HSE milestone frameworks, enhancing rewards, tenure recognition, and engagement to support retention and performance
• Developed workforce planning and forecasting models, including business unit specific headcount strategies, while advising Marine and Engineering Sales teams on talent strategy, internal mobility, and crisis preparedness through disaster recovery and contingency planning initiatives

Separation Type: Voluntary, Promotion to Senior Leadership Role - Voluntarily departed to accept a more senior HR leadership position with increased strategic scope and responsibility across complex, multi-client environments

• Served as the primary HR advisor for employees embedded with Fortune 500 clients across the Mid-Atlantic and Southern regions, delivering a regional HR support model aligned with both client expectations and JLL policies
• Advised account leaders on HR practices impacting P&L performance, applying a financially informed HR consulting framework to support cost optimization, workforce planning, and business outcomes
• Led full cycle campus recruiting strategy, consistently meeting hiring targets with 30 plus interns annually and designing an intern to analyst conversion program to strengthen early career talent pipelines
• Conducted dual employment compliance reviews and HR audits for 100 to 150 employees across complex and unionized environments, while implementing compensation planning cycles, career mapping frameworks, performance dashboards, and labor relations toolkits to improve manager decision making and operational consistency

Separation Type: Voluntary, Career Track Transition - Voluntarily departed to pursue a broader Human Resources Business Partner career path beyond recruiting and campus program management

• Supported end-to-end recruiting operations across multiple service lines in the Southwest and Northeast, partnering with 5+ recruiters on sourcing, interview coordination, offers, and onboarding
• Led campus recruiting strategy development and execution, partnering with 10+ university programs across the Southwest and building strong relationships with career centers, professors, and academic leaders to meet annual hiring goals
• Organized biweekly recruiting events and standardized new hire orientation programs across the Dallas–Fort Worth area, improving candidate experience and onboarding consistency
• Partnered with firm leadership on campus recruiting strategy, budget optimization, and market positioning, while strengthening university and alumni relationships to improve internship conversion and long-term early-career talent pipelines