Francesca Becker

Current Role – Focused on retention, compensation data, program improvement, and workforce development at all levels.

• Designed and implemented data-driven pay strategies to improve employee retention and morale across a workforce of 800. During time in this role, created sustainable programs to reduce attrition rates by 18%.
• Analyzed compensation data and market trends to support internal equity and guide leadership decisions on pay structure adjustments and other areas of employee relations.
• Partnered with HR and finance teams to evaluate total rewards strategies, aligning compensation with organizational goals and budget forecasts.
• Managed the annual compensation budget, allocating funds across pay increases, merit-based promotions, and employee recognition programs to align with performance and retention goals.
• Oversaw financial planning for workforce rewards, ensuring consistent and equitable distribution of pay adjustments and bonuses within budget constraints.
• Collaborated with leadership to forecast and track compensation-related expenditures, providing data-backed recommendations to support cost-effective reward strategies.
• Developed various tracking and reporting tools to monitor pay competitiveness, turnover risk, and employee engagement across departments.
• Led initiatives to improve operational efficiency in HR programs, specifically relating to employee relations, reducing administrative burden and enabling scale across compensation processes.
• Designed, implemented, and managed professional development programs tied to career progression and compensation planning, enhancing employee satisfaction and internal mobility. Focus on leveraging current employees for internal promotions instead of having to recruit outside hires.
• Supported compensation planning cycles by aligning role responsibilities and performance data with pay decisions and promotion guidelines.
• Collaborated with leadership to craft retention strategies that balance business priorities with employee expectations.
• Created and maintained job classification and leveling systems to ensure consistent compensation and performance evaluation standards.
• Advised leadership on workforce trends and risk areas, using predictive analytics to guide proactive compensation and talent strategies.

Limited-time appointment as a subject matter expert brought in from the field to lead a team strictly focused on hiring support across the nation. During this time, directly oversaw the recruitment and hiring process of over 7,000 employees.

• Supervised a nationally distributed team supporting hiring operations for Transportation Security Officers (TSOs), overseeing workload distribution, project tracking, training, and performance evaluation.
• Directed daily operations, established team priorities, and ensured efficient coordination across 421 airport locations to support national staffing needs.
• Served as a subject matter expert in the full hiring lifecycle and associated systems, including Salesforce and complex government background check platforms, guiding technical support and process standardization efforts.
• Led weekly team meetings to review hiring metrics, implement new procedures, train staff, and resolve emerging challenges in real time.
• Provided ongoing operational updates, hiring solutions, and workforce analytics to Federal Security Directors (FSDs) and Assistant FSDs, supporting informed decision-making.
• Managed the successful nationwide rollout of new fingerprinting and background check software by assessing airport-specific requirements and coordinating implementation and training.
• Developed strategic plans and conducted detailed program evaluations to assess hiring effectiveness, resource efficiency, and process improvements.
• Applied advanced analytical techniques to measure operational performance, producing recommendations that informed new systems, policies, and workforce strategies.
• Delivered high-impact reports and briefings that influenced nationwide administrative improvements and optimized recruitment and hiring approaches.
• Supported leadership by identifying key performance trends, recommending tactical changes, and guiding improvements in recruitment coordination and staffing program execution.

• Demonstrated ability to lead high-stakes communication efforts and represent a federal agency in complex, fast-paced environments.
• Proven success managing sensitive stakeholder relationships and navigating competing priorities with diplomacy and professionalism.
• Experienced in strategic decision-making under pressure, ensuring consistent messaging and operational continuity across diverse audiences.
• Adept at translating policy into public-facing communication that builds trust and promotes understanding among stakeholders.
• Skilled in developing proactive communication strategies to manage public perception, media narratives, and interagency coordination.
• Partnered with senior leadership and cross-functional teams to align stakeholder engagement strategies with organizational objectives, a skill directly applicable to coordinating with HR, Finance, and executive leadership on compensation matters.
• Led high-impact communication efforts across diverse stakeholder groups, reflecting strong experience in managing complex, multi-audience messaging with clarity and consistency.
• Made executive-level decisions on behalf of a federal agency, demonstrating the judgment and strategic mindset required to design and implement impactful compensation frameworks.
• Developed and enforced policy-level communication protocols that balanced compliance, transparency, and internal equity — a foundation for fair and consistent job leveling and pay structure oversight.
• Worked closely with senior federal leaders and public-facing stakeholders, gaining deep experience influencing high-level decision-makers and navigating politically sensitive environments — a direct parallel to engaging with C-Suite and G&A leadership.
• Adept at navigating public and internal scrutiny, aligning regulatory compliance with real-time operational needs — critical for managing compensation policies in a global, regulated environment.
• Built internal training and briefing materials to ensure consistent messaging and policy understanding across departments, transferable to compensation education and adoption company-wide.

• Led full-cycle recruitment and workforce planning for six Oregon airports, successfully hiring over 800 employees during a five-year period.
• Reduced employee attrition by 21% in the first year by aligning recruitment strategies with meaningful development opportunities and competitive benefits.
• Collaborated with HR and leadership to implement compensation and benefits packages that supported talent attraction, engagement, and long-term retention.
• Designed and executed sustainable talent pipeline programs focused on internal growth, skills development, and career progression.
• Utilized market data and industry benchmarks to recommend salary offers, ensuring competitive and equitable compensation decisions across job levels.
• Built partnerships with internal departments and external organizations to streamline hiring processes, reducing time-to-fill and enhancing candidate experience.
• Maintained compliance with federal hiring guidelines while tailoring recruitment strategies to meet location-specific needs and business demands.
• Created and tracked recruitment metrics and workforce trends to inform leadership decisions and support forecasting and strategic planning.
• Acted as a liaison between airport leadership, union representatives, and TSA headquarters to ensure alignment in staffing levels, compensation considerations, and workforce initiatives.
• Advocated for and implemented programs that emphasized equity, performance-based recognition, and wellness — directly supporting a compensation philosophy centered on impact and retention.

• Managed high-level administrative operations for the Federal Security Director, including budget planning, procurement, calendar coordination, and confidential project oversight across all Oregon airports.
• Served as a key liaison between TSA leadership, airport stakeholders, and federal offices, ensuring smooth communication and alignment on strategic priorities and operational execution.
• Prepared detailed financial records, budget justifications, and audit documentation, while analyzing data to support planning, compliance, and spending decisions.
• Oversaw written communication on behalf of TSA Oregon leadership, including policy memos, stakeholder correspondence, and internal newsletters, demonstrating strong attention to detail and executive-level messaging.
• Led continuous improvement efforts, identifying inefficiencies, adapting processes, and implementing solutions that enhanced statewide operational effectiveness and stakeholder satisfaction.

• Served as the primary point of contact for passenger support for the state of Oregon, addressing inquiries, compliments, complaints, and claims while coordinating resolutions with internal teams, stakeholders, and TSA leadership.
• Oversaw customer service metrics, CCTV reviews, and passenger feedback to improve service quality, mitigate incidents, and recover lost items.
• Trained and supervised Transportation Security Officers (TSOs) and Customer Support Specialists, maintaining training records and ensuring adherence to TSA standards.
• Managed key administrative functions, including budget preparation, records management, supply inventory, and facility coordination, supporting both daily operations and strategic planning.
• Collected, tracked, and analyzed passenger feedback, service metrics, and operational data to identify trends, evaluate program effectiveness, and provide actionable insights to TSA leadership and airport stakeholders.

• Led screening operations to ensure passenger safety, maintained situational awareness under high-pressure conditions, and made critical decisions in both routine and crisis scenarios.
• Trained and mentored team members, provided input on HR matters such as performance and promotions, and acted as a liaison between staff and management to support operational efficiency.
• Supported investigations and incident response by coordinating with law enforcement, developing reports, and presenting sensitive information to leadership for action and resolution.

• Enhanced passenger safety by conducting thorough security screenings and inspections of luggage, vehicles, and individuals.
• Assisted passengers with special needs or disabilities during the security screening process, ensuring their comfort and dignity were maintained at all times.
• Detected potential threats by utilizing advanced screening technology, such as X-ray machines and metal detectors.
• Completed extensive training in emergency response protocols related to fire safety and hazardous material handling