CATHERINE SHARANI

Participate in strategic Human Resource planning to provide the company with the best people talent available and position the company as the employer of choice within the high-tech industry.

• Participated in the development of progressive and proactive human resources programs that motivate and reward for effective performance.
• Managed workforce planning to determine talent gaps and accurately forecast current and future needs for the divisions supported.
• Developed management and employee training programs that ensure staff maintain the necessary skills and knowledge to continuously add value in their current role.

- Prepare employees for more significant responsibilities

- Develop management and leadership skills.

- Enhance employee knowledge and understanding of the business.

• Facilitate performance management programs to ensure all employees understand their role and have measurable goals tied to overall company goals.
• Managed Compensation and Benefits programs
• Devised hiring and recruitment policies for 500-employee company.

Reported to the president, as Human Resource Director, I led the creation of unique strategic recruiting initiatives and interviewing plans for each open position. Provided counsel to leadership and assisted with selecting the best candidate to fit the position and culture of the organization.

• Managed full cycle staffing process, including recruiting, interviewing and onboarding all open positions nationally.
• Conducting regular follow-up with managers to determine the effectiveness of recruiting plans, training requirements, and implementation.
• Planned and conduct orientation and onboarding processes to foster positive attitude toward company goals and culture.
• Managed performance and compensation reviews, employee relations/ investigations, diversity and safety, and well-being initiatives, and leaves of absence.
• Managed employee separation notices and related documentation, conducting exit/separation interviews.
• Fostered morale in the company through organizing peer recognition programs, committees, and company events.
• Successfully spearheaded and managed the implementation of HRIS system - Paylocity, subsequently to ADP.
• Investigated employee issues and conflicts and bring them to resolution.
  Coached and counseled management on HR related issues and opportunities

Reported directly to CEO, transformed the organization from a startup with no HR, to fully compliant HR department and then to HR strategic planning partner. Worked with CEO to create HR policies and procedures; recruit employees; and develop orientation, training and incentive programs.
Reduced overhead costs by $100,000 by eliminating unnecessary positions and reorganizing department structure.

• Managed Campus & University Recruiting program and manage full-cycle recruitment, sourcing, screening and candidate pipeline for SAP Supply Chain & Logistics resources.
• Managed employee relations including job performance counseling, complaint investigations, and resolutions.
• Analyzed trends and metrics in partnership with Management to develop solutions, programs, and policies.
• Developed & maintained strong rapport with business managers and key leaders in the organization in order to appropriately staff for short & long-term human capital plans.
• Stayed current on the company’s organization structure, personnel policies as well as federal and state laws regarding employment practices.
• Managed and resolved complex employee relations issues.
  Provided day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Managed the recruiting process (national & international) for new personnel.
• Extended offers, salary negotiations, conduct background checks, and new hire onboarding.
• Collaborated with Business Leaders to diagnose current, and anticipate future, organizational challenges.
• Pitched and developed solutions that effectively address these challenges.
• Worked with Immigration Attorneys to facilitate the immigration process & Global Mobility program.

Managed full-cycle recruitment - sourcing, screening and managing the candidate pipeline for San Francisco hub. (Supported San Francisco & Houston region).

• Worked on multiple requisitions for two major hubs; continuously meeting monthly and quarterly hiring goals and successfully deploying new hires on billable engagements.
• Developed focused recruitment strategies tailored to IT consulting and Project Management.
• Assisted HR Director and hub leadership with conducting formal performance evaluation and career development framework.
  Collaborate with Business Leaders to diagnose current, and anticipate future, organizational challenges.
• Pitched and developed solutions that effectively address HR challenges.
• Assisted leadership team with resource management options for client engagements through weekly staffing calls. Conducted new hire onboarding and exit interviews.
• Assisted employees with day-to-day HR, Payroll & Benefits inquiries
  Managed employee relations including job performance counseling, complaint investigations, and resolutions.
• Positions Recruited for: IT Program/Project Managers, Consultants, ITSM ServiceNow Implementation Consultants, SharePoint Developer, Agile Coach & Scrum Master, Integrated Master Schedulers, other IT and Oil & Gas professionals.

BUSINESS OPERATION ANALYST (2014 – 2015)
Responsible for ensuring profit margins were met for $12M in projects annually.

• Performed revenue, margin, cost And other relevant financial analysis using SalesForce & SAP BI Reporting.
• Maintained excellent communication with Delivery Directors and Project Managers to drive integrity and accuracy of financials from beginning to end of project.
• Verified accuracy of Professional Services Statements of Work (SOW), confirming that each document is presented in a clean and consistent manner, with all values matching other relevant documentation.
• Reviewed structure and language of contracts to ensure all requirements are maintained and financials are accurate. Highlight any issues related to Basis of Estimate (BOE), Vendor-Specific Objective Evidence (VSOE) rates, expense provisions, low margins, etc.
• As part of train the trainer for systems conversion from Oracle 11i to SAP received the EMC “Rock Star” Award – 2014.
  

RESOURCE MANAGER (2006 – 2014)
Deployed 250 software engineers and professional services consultants effectively for customer accounts and internal engagements, maximizing profitability on $12 million dollars in resources each year.

• Worked closely with Delivery Directors & Practice Leads to identify resources based on project needs/skill set, successfully meeting monthly and quarterly staffing goals.
• Analyzed and managed resourcing efforts, including identification of resources, collection of resource resumes, negotiation of billing rates, and completion of numerous functions required to engage resources.
• Selected as a Super User for the SAP PROPEL system conversion. Successfully converted all of Enterprise Content Division projects and resources to the new system and trained new users over 12-month period from Testing to Go-live.