Alyssa Robbins

As a certified Organizational Ombuds, I work with individuals and groups in the organization to: Provide a safe space to discuss any workplace concern or issue. I facilitate the exploration of options that may resolve their concern or conflict in a neutral and informal environment. Additionally, in this role, I am able to raise systemic concerns to the attention of appropriate channels and leaders of the organization for resolution.

• Led a team of 2 HR Business Partners in support of Global Shipping business. This included working with senior leadership as a strategic partner.

• Evaluated HR metrics to identify trends, measure success, and make data-informed decisions about ongoing strategic priorities.
• Led change management efforts, ensuring smooth transitions during mergers and acquisitions.
• Complied with employment laws and regulations, minimizing legal risks to the company.
• Collaborated with business leaders to align HR objectives with strategic goals.
• Improved organizational culture by promoting diversity and inclusion practices.

• Coached managers on effective employee relations strategies to address workplace conflicts proactively.
• Managed complex employee relations issues to promote a healthy workplace culture.
• Ensured legal compliance in all HR practices, preventing potential lawsuits and fines.
• Partnered with senior leaders on organizational development initiatives for continued growth.
• Maintained confidential nature of employee and company proprietary and privileged information used or observed in course of performing job duties.
• Resolved understaffing issues, disputes, employee terminations, and disciplinary procedures.
• Advised senior management on organizational development and change management initiatives.
• Facilitated effective communication between management and staff, fostering a positive work environment.

• Accomplished multiple tasks within established timeframes.
• Resolved staff member conflicts, actively listening to concerns and finding appropriate middle ground.
• Maximized performance by monitoring daily activities and mentoring team members.
• Controlled costs to keep business operating within budget and increase profits.
• Developed a strong company culture focused on employee engagement, collaboration, and continuous learning opportunities.
• Built high-performing teams through effective recruitment, onboarding, and talent development initiatives.
• Mentored junior team members for career advancement, fostering a pipeline of future leaders within the organization.
• Led cross-functional teams to achieve project goals, fostering collaboration and innovation.
• Organized professional development programs for staff, leading to improved performance and skill sets.
• Managed budget allocations to prioritize spending on high-impact projects, optimizing resource utilization.
• Established team priorities, maintained schedules and monitored performance.
• Recruited, interviewed and hired employees and implemented mentoring program to promote positive feedback and engagement.

• Built high-performing teams through effective recruitment, onboarding, and talent development initiatives.
• Mentored junior team members for career advancement, fostering a pipeline of future leaders within the organization.
• Organized professional development programs for staff, leading to improved performance and skill sets.

• Managed conflict resolution processes to maintain a positive work environment and resolve employee disputes effectively.
• Partnered with legal counsel to ensure compliance with employment regulations, reducing potential liability risks for the organization.
• Championed change management efforts during company restructures, minimizing disruption to employees and maintaining morale during transitions.
• Implemented succession planning strategies, ensuring leadership continuity and employee growth opportunities within the organization.
• Collaborated with senior management to align HR initiatives with organizational goals.
• Collaborated with leadership to assess and improve policies across board.
• Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
• Advised senior management on organizational development and change management initiatives.

• Completed 4 rotations while on the HR leadership program, These included 3 HRBP/ assignments in different parts of the organization with varied HR projects and a role in Total Remuneration as a compensation analyst.

• Evaluated client needs and expectations, establishing clear goals for each consulting engagement.
• Assisted clients in navigating complex industry challenges with strategic recommendations.