4
Languages
1
Certification
8
years of professional experience
SHRM-SCP-certified Human Resources leader with 8 years of progressive experience advising executives, managers, and employees on complex employee relations, performance management, organizational development, compensation, and employment compliance. Experienced in conducting sensitive workplace investigations, coaching leaders through difficult personnel decisions, interpreting HR policies, and delivering practical solutions that balance employee needs with organizational priorities. Strengthened HR programs supporting 53% workforce growth, an 18% reduction in voluntary turnover, a 45% improvement in onboarding satisfaction, and a 25% increase in internal promotions. Brings strong business judgment, discretion, analytical skills, and a collaborative, service-oriented approach to building effective and inclusive workplaces.
Work History
Director, Human Resources
4 Years 10 Months- Serve as a strategic HR advisor to executive leadership, managers, and employees, providing guidance on employee relations, performance management, organizational changes, workforce planning, and complex personnel decisions across a multi-state organization.
- Strengthened HR infrastructure supporting 53% workforce growth, contributing to an 18% reduction in voluntary turnover, 45% improvement in onboarding satisfaction, and 25% increase in internal promotions through enhanced talent development, manager coaching, and employee lifecycle practices.
- Lead sensitive employee relations matters, including workplace investigations, interpersonal conflicts, performance concerns, accommodation requests, corrective actions, and employee separations, ensuring consistent documentation, confidentiality, and sound judgment.
- Interpret, develop, and implement HR policies, procedures, and compliance practices, collaborating with employment counsel on ADA accommodations, employment law requirements, organizational risk, and workplace investigations.
- Coach managers on performance expectations, constructive feedback, employee development, difficult conversations, and disciplinary decisions, improving the consistency and effectiveness of people management practices.
- Partner with Finance and senior leadership on compensation benchmarking, salary adjustments, internal equity considerations, workforce planning, and recommendations aligned with organizational priorities.
- Support organizational effectiveness and change management initiatives, advising leaders on workforce transitions, reporting relationships, role expectations, and employee communications.
- Partner with hiring managers to assess staffing needs, develop job descriptions, strengthen selection practices, and support effective recruitment, onboarding, and retention strategies.
- Maintain employment compliance practices involving EEO, affirmative action, VETS-4212 reporting, Form I-9, accommodation procedures, and personnel records management.
- Analyze workforce metrics, including employee turnover, engagement, hiring, onboarding satisfaction, and internal mobility, to identify organizational challenges and recommend targeted improvements.
- Direct continuous improvement of HR service delivery, employee documentation, HR technology, and administrative workflows while maintaining confidentiality, compliance, and operational accuracy.
People Operations Leader
3 Years 2 Months- Led People Operations activities supporting 150+ employees in a high-volume technology environment, coordinating workforce administration, employee relations, onboarding, training, and internal mobility.
- Advised managers on employee relations concerns, workplace policies, performance expectations, and personnel decisions, promoting fair and consistent application of organizational standards.
- Partnered with management on workforce planning, staffing requirements, employee development, and organizational processes to support operational effectiveness and employee engagement.
- Coordinated employee onboarding, training, professional development, and internal mobility activities to strengthen workforce readiness and career advancement.
- Maintained accurate employee documentation and administrative processes, supporting compliance with company policies, confidentiality requirements, and applicable employment standards.
- Collaborated across management and operational teams to resolve employee concerns, improve communication, and maintain effective day-to-day workforce operations.
Education
Master of Arts - Human Resource Management
Expected October 2027
Bachelor of Arts - Psychology
- Summa Cum Laude
- GPA: 3.9
Skills
Strategic HR Partnership & Consultation
Employee & Labor Relations Principles
Performance Management & Manager Coaching
Employment Law
Policy & Compliance
Organizational Development & Change Management
Compensation Analysis & Internal Equity
Talent Acquisition
Retention & Development
HRIS
Workforce Analytics & Process Improvement
Certification
- Society of Human Resources Senior Certified Professional (SHRM-SCP), active
- HRCI - Employment Law 2025
Languages
English
Native/ Bilingual
German
Native/ Bilingual
Spanish
Limited Working
Croatian
Limited Working
SYSTEMS & ADDITIONAL INFORMATION
- Employment Compliance: EEO-1, affirmative action, VETS-4212, Form I-9, ADA accommodations, personnel records management
- HRIS & Payroll: Paychex, TriNet, Zenefits, ADP, Employee Navigator
- Recruiting & Performance: Greenhouse ATS, Checkr, Lattice, Workable
- Productivity & Reporting: Microsoft 365, Excel, Word, PowerPoint, SharePoint, Microsoft Teams, Microsoft Forms, HR Analytics Dashboards, EOS Traction Tools
- Work Authorization: United States citizen; authorized to work in the United States and Germany
Timeline
Director, Human Resources
Idea Entity Corporation
12.2021 - CurrentRead More
People Operations Leader
Apple, Inc.
10.2018 - 12.2021Read More
American Public University System
Master of Arts from Human Resource Management
Read More
American Public University System
Bachelor of Arts from Psychology
Read More