Hannah Park

•Managed 120+ performance management cases (Focus/Pivot) across multiple business units, ensuring compliance with company policies and legal requirements while supporting organizational performance standards
• Successfully resolved complex employee relations cases escalated to EEOC level, demonstrating expertise in high-stakes investigations and regulatory compliance
• Achieved 96% first-contact SLA, exceeding service delivery standards of 80% and ensuring timely HR support for critical employee matters
• Provide strategic HR partnership to 72,323 employees across G&A, Stores, PXT, and Customer Service organizations, delivering comprehensive HR services across diverse business functions
• Navigate complex organizational transitions including multiple leadership changes and department restructures while maintaining continuity in HR operations and stakeholder relationships
• Drove adoption and implementation of AI tools to enhance HR service delivery, improving efficiency and effectiveness of HR operations
• Partner with senior leadership on talent development, succession planning, and workforce strategies to support business objectives across corporate retail functions
• Successfully transitioned across three manager changes and one department change within 13 months, quickly establishing credibility and aligning HR strategies with evolving business needs
• Demonstrated agility in supporting Amazon Inter Stores Shopping and Stores Corp HRP organizations through periods of organizational change

• Led intern conversion process transition to Recruiting Services (RS), delivering $54.6K in annual cost savings through 672 hours of reduced AHT, while improving operational efficiency across Student Programs

• Designed and implemented new IEM Pooling Req Mechanism, generating $13.1K in annual savings on deep dive time and reducing CSR offer extension delays by over 2 weeks, improving candidate experience and time-to-hire metrics

• Standardized global RC SIM process and transitioned to RS, saving 198 CSR hours annually while managing 54% volume increase (from 10,577 in 2020 to 16,254 in 2022 YTD)

• Partnered with ASPIRE Intern Products team to launch Intern Management Website (IMW), a comprehensive internship management platform supporting Student Programs' Intern Conversion Eligibility Confirmation process

• Drove Intern Conversion Automation implementation, reducing time spent by Student Programs teams by 60% and decreasing defects by 35% through automated conversion data calculations

• Developed IMW logic covering 97% of intern population, ensuring scalable solution for enterprise-wide intern conversion processes

• Successfully maintained program continuity and delivered results across three manager transitions within 12 months, demonstrating adaptability and stakeholder management excellence

• Collaborated with engineering, recruiting operations, and Student Programs teams to deliver automation solutions that transformed manual processes into scalable, technology-driven workflows

• Managed end-to-end program lifecycle from requirements gathering through implementation and post-launch optimization for multiple talent acquisition initiatives

• Owned and transformed multiple critical workflows including CSR requisition change SIM process and AMER H1B process, ensuring operational excellence across candidate services recruiting operations

• Expanded regional AMER requisition change SIM into a globally standardized mechanism, partnering across AMER and global CSR teams, Student Programs (SP) Program Managers, and Recruiting Services (RS) to launch centralized global SIM process for FY22 season

• Facilitated global alignment on SIM processing logic and partnered with RS to expand their scope of support, enabling successful processing of 14,000+ SIMs submitted YTD across SP and RS teams

• Demonstrated exceptional rigor in requisition change management, ensuring seamless coordination between global recruiting teams and enabling efficient candidate placement across international markets

• Collaborated with multiple stakeholder groups across regions to standardize processes, improve operational efficiency, and scale recruiting operations globally