Trusted human resources advisor, experienced in collective bargaining, contract administration, compensation and classification, employee relations, leave and accommodation, performance reviews, recruitment, selection, and onboarding.
Overview
17
17
years of professional experience
Work History
Senior Director Employee Relations and Business Partnership
YMCA of Greater Seattle
05.2024 - Current
Lead a team of twelve, providing human resources support to staff at all levels, including guidance on employment policy, law and regulation, and supporting recruiting and selection, compensation and classification, onboarding, training, corrective action, employee relations, complex leave and accommodation matters, conflict resolution, and employment termination
Director Employee Relations
YMCA of Greater Seattle
01.2023 - 03.2024
Supervised a team focused on all aspects of employee relations, including policy guidance and enforcement, employee and manager training, corrective action, conflict resolution and employment termination
Workplace Investigator
Multnomah County
01.2019 - 01.2022
In a small team, designed and implemented a County-wide centralized complaint investigation process
Prepared concise and readable investigative reports for senior leaders
Co-facilitated training for managers and represented staff throughout the County on the investigative process and related conflict-resolution resources
Program Manager, Labor Relations
TriMet
01.2015 - 01.2019
Served as a trusted adviser on a range of topics, including contract interpretation and administration, performance management, conflict resolution, grievance handling, midterm bargaining, as well as employee discipline and retraining
Designed and led manager training on various labor relations topics; handled workplace investigations and participated in leave management, including FMLA and ADA administration
Provided representation in grievance proceedings at the arbitration step in more than ten arbitration hearings
Union Representative and Worksite Organizer
Union of Clerical, Administrative and Technical Staff at NYU (UCATS)
01.2014 - 01.2015
Enforced the collective bargaining agreement through the grievance and arbitration procedure; oriented members to relevant federal and state employment laws; facilitated resolution of a wide variety of workplace issues; conducted investigations; and represented members during investigative interviews
Collective Bargaining and Employer Relations Specialist
SEIU Healthcare 775NW
01.2012 - 01.2014
Served as chief negotiator of collective bargaining agreements
Represented members in the grievance and arbitration procedure, including representation at the arbitration step; oriented members to relevant federal and state employment laws; facilitated resolution of a variety of workplace issues; conducted workplace investigations; and represented members during investigative interviews
Attorney
Society of Counsel Representing Accused Persons
01.2008 - 01.2012
Handled misdemeanor caseload, providing representation and client counseling at each state of case from inception to resolution; conducted discovery, directed investigations and developed case theories; prepared pretrial motions and delivered oral arguments; and handled all aspects of jury trials
Education
Equity Informed Mediation Training -
Resolutions Northwest
01.2020
Strategic Organizational Management Certificate -
Portland State University Center for Executive and Professional Education
01.2019
Human Resource Management Certificate -
Portland State University Center for Executive and Professional Education
01.2015
Juris Doctorate -
Seattle University School of Law
01.2008
Bachelor of Arts - Psychology
University of Washington
01.2001
Timeline
Senior Director Employee Relations and Business Partnership
YMCA of Greater Seattle
05.2024 - Current
Director Employee Relations
YMCA of Greater Seattle
01.2023 - 03.2024
Workplace Investigator
Multnomah County
01.2019 - 01.2022
Program Manager, Labor Relations
TriMet
01.2015 - 01.2019
Union Representative and Worksite Organizer
Union of Clerical, Administrative and Technical Staff at NYU (UCATS)
01.2014 - 01.2015
Collective Bargaining and Employer Relations Specialist
SEIU Healthcare 775NW
01.2012 - 01.2014
Attorney
Society of Counsel Representing Accused Persons
01.2008 - 01.2012
Strategic Organizational Management Certificate -
Portland State University Center for Executive and Professional Education
Human Resource Management Certificate -
Portland State University Center for Executive and Professional Education
<p>• Led the full project lifecycle of HR initiatives, including workforce planning, policy development, and process improvement.<br>
• Created and managed detailed project plans, schedules, and budgets to ensure timely and efficient execution.<br>
• Coordinated cross-functional teams to deliver HR projects on schedule while maintaining compliance with organizational standards.<br>
<br>
<strong>Compensation, Benefits & Payroll:</strong><br>
• Oversaw end-to-end payroll administration, ensuring accurate and timely employee payments.<br>
• Managed employee compensation and benefits programs, aligning them with market standards and company objectives.<br>
• Addressed payroll discrepancies and provided solutions to maintain smooth operations.<br>
<br>
<strong>Policy Development & Compliance:</strong><br>
• Developed and implemented company-wide HR policies to enhance workplace efficiency and employee satisfaction.<br>
• Ensured compliance with labor laws and Ministry of Human Resources regulations, mitigating legal risks.<br>
• Advised leadership on labor law updates and best practices in employee relations.<br>
<br>
<strong>Talent Acquisition & Onboarding:</strong><br>
• Directed full-cycle recruitment processes, from sourcing and interviewing to hiring and onboarding.<br>
• Managed international hiring, including visa processing, embassy coordination, and relocation support.<br>
• Optimized onboarding programs to ensure a smooth transition for new employees.<br>
<br>
<strong>Employee Relations & Engagement:</strong><br>
• Served as a primary point of contact for employee concerns, providing effective conflict resolution.<br>
• Maintained accurate records for attendance, leave, and performance management.<br>
• Prepared employment contracts and offer letters in compliance with legal and company standards.<br>
<br>
<strong>Strategic HR Leadership:</strong><br>
• Collaborated with senior management to align HR strategies with business goals.<br>
• Analyzed HR trends and provided recommendations to enhance workforce planning and development.<br>
</p> at Saudi Central Bank<p>• Led the full project lifecycle of HR initiatives, including workforce planning, policy development, and process improvement.<br>
• Created and managed detailed project plans, schedules, and budgets to ensure timely and efficient execution.<br>
• Coordinated cross-functional teams to deliver HR projects on schedule while maintaining compliance with organizational standards.<br>
<br>
<strong>Compensation, Benefits & Payroll:</strong><br>
• Oversaw end-to-end payroll administration, ensuring accurate and timely employee payments.<br>
• Managed employee compensation and benefits programs, aligning them with market standards and company objectives.<br>
• Addressed payroll discrepancies and provided solutions to maintain smooth operations.<br>
<br>
<strong>Policy Development & Compliance:</strong><br>
• Developed and implemented company-wide HR policies to enhance workplace efficiency and employee satisfaction.<br>
• Ensured compliance with labor laws and Ministry of Human Resources regulations, mitigating legal risks.<br>
• Advised leadership on labor law updates and best practices in employee relations.<br>
<br>
<strong>Talent Acquisition & Onboarding:</strong><br>
• Directed full-cycle recruitment processes, from sourcing and interviewing to hiring and onboarding.<br>
• Managed international hiring, including visa processing, embassy coordination, and relocation support.<br>
• Optimized onboarding programs to ensure a smooth transition for new employees.<br>
<br>
<strong>Employee Relations & Engagement:</strong><br>
• Served as a primary point of contact for employee concerns, providing effective conflict resolution.<br>
• Maintained accurate records for attendance, leave, and performance management.<br>
• Prepared employment contracts and offer letters in compliance with legal and company standards.<br>
<br>
<strong>Strategic HR Leadership:</strong><br>
• Collaborated with senior management to align HR strategies with business goals.<br>
• Analyzed HR trends and provided recommendations to enhance workforce planning and development.<br>
</p> at Saudi Central Bank
<ul><li>Manage three separate teams for which their scope includes middle office support for the client relations community including known population remediations, complex reporting as well as a business manager team executing on efficiencies and development opportunities (eleven individuals both domestic and overseas contingent workers). 13 years of Institutional Relationship experience, 7 of those involving people management</li><li>Currently own and assist with facilitating the client relation pieces of various Management Action Plans (MAP) and internal audits within Revenue Credit Account (RCA) and Service Level Agreement (SLA) areas</li><li>In February 2024 released the first Salesforce Intake system at TIAA after five years of development and advocacy. This build has been noted as the blue print for all future case management intake systems within Salesforce at TIAA providing efficiency and ease for the user while reducing risk for the company</li><li>Worked on advancements and efficiencies within the Service Level Agreement process including salesforce automation. Implemented continuous improvement projects which reduced specific quarterly reporting tasks from days to minutes as well as the inception of a single budget code to pull penalties from rather than dozens of different budget codes</li><li>Through partnership with operations, updated the standard operating procedures for Client Service Managers concerning non bulk Lost Earning Calculations in 2021 to be submitted primary through plan focus unless through special exception. This reduced volumes for my team around lost earning calculations by 22% compared to the year prior while providing a more seamless and straight through process for the external clients</li><li>Continue working through obstacles, avoid duplication of efforts between client relations and other support team within different departments while creating synergy towards “working as one”</li><li>Advanced public speaking skills presenting both in person and virtually to groups as small as senior leadership to hundreds of employees on various forums</li></ul> at TIAA<ul><li>Manage three separate teams for which their scope includes middle office support for the client relations community including known population remediations, complex reporting as well as a business manager team executing on efficiencies and development opportunities (eleven individuals both domestic and overseas contingent workers). 13 years of Institutional Relationship experience, 7 of those involving people management</li><li>Currently own and assist with facilitating the client relation pieces of various Management Action Plans (MAP) and internal audits within Revenue Credit Account (RCA) and Service Level Agreement (SLA) areas</li><li>In February 2024 released the first Salesforce Intake system at TIAA after five years of development and advocacy. This build has been noted as the blue print for all future case management intake systems within Salesforce at TIAA providing efficiency and ease for the user while reducing risk for the company</li><li>Worked on advancements and efficiencies within the Service Level Agreement process including salesforce automation. Implemented continuous improvement projects which reduced specific quarterly reporting tasks from days to minutes as well as the inception of a single budget code to pull penalties from rather than dozens of different budget codes</li><li>Through partnership with operations, updated the standard operating procedures for Client Service Managers concerning non bulk Lost Earning Calculations in 2021 to be submitted primary through plan focus unless through special exception. This reduced volumes for my team around lost earning calculations by 22% compared to the year prior while providing a more seamless and straight through process for the external clients</li><li>Continue working through obstacles, avoid duplication of efforts between client relations and other support team within different departments while creating synergy towards “working as one”</li><li>Advanced public speaking skills presenting both in person and virtually to groups as small as senior leadership to hundreds of employees on various forums</li></ul> at TIAA
Employee Relations Lead/Senior HR Business Partner at Sunshine Coast CouncilEmployee Relations Lead/Senior HR Business Partner at Sunshine Coast Council