CAROLYN MATHIS
Los Angeles,CA
Summary
Accomplished People Leader adept in strategic HR planning and fostering organizational effectiveness. Spearheaded transformative initiatives, achieving year-over-year operational efficiency boost and championing DEIA programs. Renowned for coaching excellence and robust employee relations, seamlessly integrating hard and soft skills to drive cultural and performance advancements.
Overview
2025
2025
years of professional experience
Work History
CHIEF PEOPLE AND CULTURE OFFICER
Shondaland, Inc.
03.2019 - Current
- Leading the People Team (e.g., HR, Office Services, and Facilities), and driving the execution of our people roadmap.
- Improve business performance through developing a strong culture and building an immersive team member experience on all touch points in the team member lifecycle.
- Implemented a new people analytics platform that improved HR decision-making, operational efficiency by 20%, directly supporting organizational strategic goals.
- Established effective relationships with key stakeholders both internally and externally for increased collaboration opportunities.
- Implemented process improvements that streamlined workflows, reducing redundancies and increasing operational efficiency.
- Delivered high-quality training programs, enhancing employee skill sets and contributing to professional development efforts.
- Created and managed project plans, timelines and budgets.
- Provided reporting for forecast analysis and ad-hoc reporting in support of decision-making.
- Collaborate with Netflix and Disney partners to design and implement Shondaland DEIA programs.
- Led the Shondaland L.A Office Reopening Initiative, which includes developing implementing, and distribution of the state-required Shondaland COVID-19 Reopening and Prevention Plan
- Developed and designed the financial budget planning process, including implementing budget plans, financial controls, and tools
- Designed and negotiated competitive employee benefit packages resulting in annual cost savings of $100,000k, while increasing benefit options year over year
- Implemented a fully integrated HRM system improving performance management, talent acquisition, compensation/payroll, and time and attendance inefficiencies, while automating processes
HEAD OF PEOPLE
Shondaland
- Head of people operations directing and overseeing the company's human resources division supporting our mission and overall strategy
- Build and execute strong integrated business strategies and implement initiatives to support talent acquisition and retention, employee development, organization design, and employee engagement
- Member of the Shondaland Executive Team, with a single reporting relationship to the CEO
- Launched and implemented our cultural values in all touchpoints of the employee lifecycle (hiring, leadership, onboarding, feedback, rewards, etc.)
- Redesign and implement benefits package resulting in an annual $20,000 cost reduction
- Strengthened our leadership team by designing new organizational structures to scale business including restructuring teams
- Streamlined all our people processes (implemented an efficient HR engine) and management integration initiatives, which resulted in more scalable processes and cost reductions
ASSOCIATE VICE PRESIDENT, HUMAN RESOURCES
Pacific Oaks Education Corporation
02.2011 - 03.2019
- Head of people operations built and executed strong integrated business strategies and implemented initiatives that support talent acquisition and retention, employee development, effective organization design, and employee engagement
- Directed talent acquisition efforts of multi-site campuses/locations
- Key member of the Executive President's Cabinet, with a single reporting relationship to the President of Pacific Oaks
- Facilitate the development of business strategies (i.e., vision, mission, value, objectives) to build organizational focus, efficiency, speed, and business results
- Created an executive lifecycle approach to talent management focused on forecasting, staffing, onboarding, development, performance management, talent movement, and retention
- Lead organization design activities to streamline and implement new organizational structures, roles, and/or processes that create organizational efficiencies
- Developed and integrated diversity and inclusion strategies into business plans to ensure an inclusive approach to employees, students, consumers, and partners
- Coached business leaders on leadership behaviors and practices, employee communication, and development strategies to promote engagement and a culture of continuous growth
- Staff Liaison to the Pacific Oaks Board of Trustees Governance Committee, providing board reports and presentations
- Designed and developed curriculum for Pacific Oaks Masters' HR Organization Leadership and HR Essential Course, aligning student learning outcomes with program learning outcomes
DIRECTOR, HUMAN RESOURCES
- Developed and facilitated training courses including Leadership Development and Performance Management
- Implemented corporate values identified by senior leadership that transformed a passive workforce into a performance-based workforce producing more revenue, employee rewards, and incentives
- Implemented strategic unemployment insurance process decreasing unemployment cost by 25%
- Improved compensation programs that were proven to drive revenue growth by 20%, through the creation of an enhanced adjunct faculty and substitute teacher structure
- Reduced staff by 10% in 2011 during the downturn to maintain profitability and continue to generate double-digit admissions growth
MANAGER, HUMAN RESOURCES
- Established an onsite Human Resources Department from sole human resources professional to a four-person department in four years
- Managed the day-to-day Human Resources, Facilities, and IT operations of 14 staff members
- Improved employee workflow productivity by 15% by creating successful reorganization using effective organization design, change management, and recruitment strategies
- Developed progressive and initiative-taking employee programs, including compensation and benefits, to increase motivation and morale, introduce incentives and rewards including Health & Wellness Week, Team Award Program (bonus), and Leaves of Absences Return to Work programs for effective performance
- Directed compliance with human resources policies and procedures; ensuring compliance with all federal, state employment, and labor law; and the accurate processing of employment and HR-related forms
- Participated in the investigation and resolution of ongoing employee relations crises and initiated appropriate steps for resolution
- Facilitated training sessions for staff and managers- training to include team building, communication, management training, sexual harassment training, and ad hoc training sessions (new employee orientation, open enrollment, process changes, etc.) as needed
SENIOR HUMAN RESOURCES BUSINESS PARTNER
Wescom Credit Union
01.2005 - 01.2011
- Senior Internal Business Partner to all levels of staff throughout the organization including corporate office, operations center, and multi-state locations with up to 1100+ employees
- Facilitated change initiatives in support of business strategies through effective communications and brokering with HR Shared Services teams at multi-state locations
- Provided expertise/guidance to 'C-Suite' and management team clients relating to organization policies and issues to thwart legal action and assess risk
- Created Employee Handbook to ensure compliance and implement new policies to foster ethical and open-door culture
- Designed and implemented performance management projects including coaching and mentoring initiatives, and competency-based evaluations, and lead the Annual Merit Increase program
- Defined, developed, and implemented training strategies to improve leadership, employee engagement, and employee and organizational performance-trained management team on the performance review process
- Planned and implemented an employee Climate Survey Communication Strategy including remote locations, which increased the overall participation rate to 98%
- Increased employee confidence in leadership and in business strategy
- Collaborated with the management team to streamline operations and oversaw reorganization initiatives reducing headcount by 15%
- Investigated internal claims related to EEOC, DFEH, Workers' Compensation, and ADA
HR ORGANIZATION DEVELOPMENT AND TRAINING SPECIALIST
Walt Disney Studios
01.2002 - 01.2005
- Managed employee relations issues in a matrix environment, including performance management, discrimination/harassment, Leaves of Absence and Workers' Compensation claims, and Risk Management
- Facilitated training classes utilizing adult learning theories and techniques including Performance Planning, Corporate Orientation, and various management and professional development courses for a multinational employee population of 6,500
- Partnered with Studio Labor Relations, managers, and legal representatives regarding employee issues for a national and international employee population of 600+ union/non-union employees
- Studio-wide HR Taskforce representative tasked with developing an HR call center to support 6,500+ US and international employees
- Conducted workforce planning and job analysis
- Served as SME (subject matter expert) and team project lead for Studio-wide SAP implementation
- Co-led development and implementation of a multi-million-dollar Studio-wide Performance Review/Management Program resulting in supporting both national and international employees
Education
Certification - Diversity, and Inclusion for Human Resources
CORNELL UNIVERSITY
01.2022
Institute of Education Leadership Management -
HARVARD UNIVERSITY GRADUATE SCHOOL OF EDUCATION
Cambridge, MAMasters - Business Administration
NICHOLS COLLEGE
Dudley, MABachelor of Arts - Sociology- Concentration in Gender and Ethnic Relations
CALIFORNIA STATE UNIVERSITY LONG BEACH
Long Beach, CASkills
- Strategic HR Planning
- Training Dev and Facilitation
- Coaching/Performance Mgmt
- Change Management
- Org Design and Effectiveness
- National Employment Law Expertise
- Employee Relations, DEIA
Affiliations
- Committee Member- CalSHRM Education Committee
- Council Member- Forbes Human Resources Council
- Board of Trustees- Saybrook University (Chair of Governance Committee)
Timeline
CHIEF PEOPLE AND CULTURE OFFICER
Shondaland, Inc.
03.2019 - Current
ASSOCIATE VICE PRESIDENT, HUMAN RESOURCES
Pacific Oaks Education Corporation
02.2011 - 03.2019
SENIOR HUMAN RESOURCES BUSINESS PARTNER
Wescom Credit Union
01.2005 - 01.2011
HR ORGANIZATION DEVELOPMENT AND TRAINING SPECIALIST
Walt Disney Studios
01.2002 - 01.2005
Institute of Education Leadership Management -
HARVARD UNIVERSITY GRADUATE SCHOOL OF EDUCATION
Masters - Business Administration
NICHOLS COLLEGE
Bachelor of Arts - Sociology- Concentration in Gender and Ethnic Relations
CALIFORNIA STATE UNIVERSITY LONG BEACH
HEAD OF PEOPLE
Shondaland
DIRECTOR, HUMAN RESOURCES
MANAGER, HUMAN RESOURCES
Certification - Diversity, and Inclusion for Human Resources
CORNELL UNIVERSITY
Similar Profiles
Devin KoperaDevin Kopera
Local Sales Manager at YelpLocal Sales Manager at Yelp
CAROLYN HOEHNERCAROLYN HOEHNER
Strategic Account Director, Client Success at BoomPop, Inc.Strategic Account Director, Client Success at BoomPop, Inc.
Steve SobelSteve Sobel
VP OF CREATIVE DEVELOPMENT/Lead Copywriter at Critical Content/SK Global GroupVP OF CREATIVE DEVELOPMENT/Lead Copywriter at Critical Content/SK Global Group
IRIS LOPEZIRIS LOPEZ
Senior Improvement Coach at CORE DistrictsSenior Improvement Coach at CORE Districts
Kristy RachkowskiKristy Rachkowski
Chief People and Culture Officer at Western Financial GroupChief People and Culture Officer at Western Financial Group