Ingrid Guevara
Summary
Human Resources Executive with 20+ years of progressive HR experience and advanced knowledge of employment law, compensation, recruitment and employee relations. Engages with HR service providers and suppliers on HR systems, payroll, insurance and training and development to promote high performing organization with efficient operating systems, professional and skilled staff and sound financial resources. Maintains strong stakeholder focus and service-oriented attitude with excellent organization and interpersonal skills to excel in multi-cultural environment.
Overview
38
38
years of professional experience
Work History
VP of Human Resources
Emerald Cloud Lab
05.2018 - Current
- Enhanced employee retention by implementing strategic HR policies and programs.
- Streamlined recruitment processes for improved efficiency and reduced time-to-fill rates.
- Developed comprehensive onboarding programs to ensure new hires'' successful integration into the company culture.
- Led talent management initiatives, promoting a high-performance workforce through targeted employee development plans.
- Optimized compensation structures to attract top talent while maintaining internal equity and budgetary constraints.
- Reduced labor costs by analyzing workforce data and identifying areas of improvement in staffing strategies.
- Implemented performance management systems that aligned employees'' goals with overall business objectives.
- Negotiated favorable contract terms with benefits providers, resulting in cost savings and enhanced employee satisfaction.
- Established metrics-driven approach to HR decision making, leveraging insights from workforce analytics to inform strategic initiatives.
- Championed change management efforts during organizational restructuring, ensuring a smooth transition for affected employees.
- Coordinated training programs tailored to address skill gaps within the organization, improving overall productivity levels.
- Managed compliance with employment laws and regulations, minimizing potential legal risks associated with HR practices.
- Evaluated HR technology solutions and led implementation projects aimed at modernizing HR processes such as recruitment and performance management.
- Directed hiring and onboarding programs for new employees.
- Educated employees on company policy and kept employee handbook current.
Global HR Director
Centric Software
04.2016 - 04.2018
- Streamlined recruitment processes for increased efficiency and reduced timetohire.
- Enhanced company culture by initiating diversity and inclusion programs.
- Reduced employee turnover through comprehensive performance management systems.
- Managed international compensation and benefits plans, ensuring competitive market positioning.
- Implemented talent management initiatives to retain high-potential employees and prepare them for leadership roles.
- Led global HR teams in executing strategic objectives aligned with organizational goals.
- Increased employee engagement through tailored training and development programs.
- Negotiated favorable terms with external vendors for cost-effective benefit packages, resulting in significant cost savings for the organization.
- Established HR metrics and KPIs, measuring success against key performance indicators consistently across all regions.
- Optimized HR technologies to streamline processes, improve data accuracy, and enhance overall employee experience globally.
- Developed a consistent approach to performance appraisals across multiple regions, facilitating objective evaluations of employee contributions globally.
- Championed internal mobility initiatives giving opportunities for employees to advance their careers within the organization.
- Fostered strong relationships between HR departments worldwide enabling effective communication channels among team members.
- Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.
- Structured compensation and benefits according to market conditions and budget demands.
Director M&A HR Programs
Aon-Hewitt
07.2015 - 03.2016
- Boosted client satisfaction rates through exceptional relationship management and prompt resolution of issues.
- Proactively identified potential risks and implemented mitigation strategies to minimize negative impacts on projects or business operations.
- Worked closely with organizational leadership and board of directors to guide operational strategy.
- Led due diligence efforts on potential acquisitions to minimize risks and protect company investments.
- Collaborated with internal departments such as finance, legal, and operations to ensure seamless acquisition process from start to finish.
- Presented detailed reports on potential acquisitions to executive leadership, recommending best course of action based on thorough analysis.
- Led cross-functional teams through complex negotiations that resulted in mutually beneficial agreements between multiple parties.
Principal HR Consultant
Realtime Consulting Services
05.2013 - 06.2015
- Enhanced employee retention by implementing effective onboarding and training programs.
- Streamlined HR processes for increased efficiency by automating manual tasks and reducing paperwork.
- Improved workplace culture by initiating diversity and inclusion initiatives, resulting in higher employee satisfaction levels.
- Reduced time-to-hire with efficient recruitment strategies, including targeted job postings and thorough candidate screening.
- Conducted regular compensation reviews to ensure competitive pay rates, retaining key staff members.
- Facilitated leadership development programs to nurture high-potential employees for future managerial roles.
- Partnered with business leaders to align HR strategy with organizational goals, driving company growth and success.
- Optimized talent acquisition process by leveraging data-driven insights, refining sourcing techniques and enhancing employer brand presence.
- Collaborated with legal counsel to ensure compliance with federal, state, and local labor laws, minimizing risk exposure for the organization.
- Oversaw payroll administration duties ensuring accurate payment processing while adhering to relevant tax regulations.
- Provided human resources, recruiting and resource allocation guidance in commercial consulting environment.
- Assisted and guided clients on HR procedures and program development by devising performance evaluations, job descriptions and industry-standard salary ranges.
- Facilitated onboarding sessions and on-the-job training for new hires bolstering position knowledge and skillset.
- Partnered with senior leadership to establish and develop corporate and HR policies and procedures.
- Built HR consulting capabilities focused on clients undergoing organizational change and development.
- Pre-screened resumes prior to sending to corporate hiring managers for consideration.
Director of Human Resources
Worley Parsons
11.2010 - 01.2012
- Streamlined recruitment processes for increased efficiency in hiring top talent.
- Enhanced company culture by promoting diversity and inclusion initiatives.
- Established performance management systems to align individual goals with organizational objectives.
- Managed complex employee relations issues, reducing legal risks and maintaining a positive work environment.
- Implemented competitive compensation packages, attracting top-tier candidates and retaining valuable employees.
- Increased employee engagement with open communication channels and regular feedback opportunities.
- Optimized workforce planning strategies to align staffing levels with business needs efficiently.
Sr Talent Acquisition Manager/HR Business Partner
Blue Shield Of California
11.2004 - 08.2010
- Enhanced candidate pool quality by implementing targeted recruitment strategies and leveraging professional networks.
- Achieved higher employee retention by developing thorough job descriptions and conducting comprehensive interviews.
- Streamlined the hiring process, introducing efficient candidate tracking systems and communication tools for improved collaboration among team members.
- Established strong relationships with universities and industry organizations to attract top talent through on-campus events and career fairs.
- Reduced time-to-fill metrics by optimizing interview scheduling processes and refining assessment criteria.
- Strengthened employer branding efforts, collaborating with marketing teams to create compelling recruitment materials and social media campaigns.
- Implemented effective sourcing techniques, utilizing LinkedIn Recruiter, Boolean searches, and other advanced search methods for hard-to-fill roles.
- Managed a team of recruiters to deliver timely results while maintaining a high level of customer service for both candidates and hiring managers.
- Collaborated with Human Resources leadership on succession planning efforts to identify high-potential employees for key positions within the organization.
- Supported organizational growth plans through strategic workforce planning, ensuring talent pipelines aligned with business objectives.
- Oversaw the management of recruitment budgets and vendor relationships, ensuring cost-effective solutions for sourcing top talent.
Director Human Resources
Wells Fargo & Company
01.2003 - 10.2004
- Streamlined recruitment processes for increased efficiency and reduced timetohire.
- Developed comprehensive HR policies and procedures, resulting in a more structured work environment.
- Managed complex employee relations issues, fostering a positive workplace culture and reducing legal risks.
- Coordinated company-wide performance management processes, driving employee development and productivity.
- Provided expert guidance on labor law matters, minimizing risk exposure for the organization.
- Delivered engaging employee training sessions covering topics such as leadership skills, communication techniques, and conflict resolution.
- Interviewed potential hires, negotiated salaries and benefits and performed reference checks.
- Managed other HR staff and oversaw completion of tasks and initiatives.
- Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.
VP of Human Resources
Ask Jeeves
01.1998 - 04.2001
- Implemented performance management systems that aligned employees'' goals with overall business objectives.
- Collaborated with senior leadership to develop succession planning strategies for key roles within the organization.
- Negotiated favorable contract terms with benefits providers, resulting in cost savings and enhanced employee satisfaction.
- Established metrics-driven approach to HR decision making, leveraging insights from workforce analytics to inform strategic initiatives.
- Coordinated training programs tailored to address skill gaps within the organization, improving overall productivity levels.
- Partnered with finance department to accurately forecast headcount needs as part of annual budgeting process.
- Evaluated HR technology solutions and led implementation projects aimed at modernizing HR processes such as recruitment and performance management.
- Directed hiring and onboarding programs for new employees.
- Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.
- Designed robust compensation and benefits packages to attract top employees.
- Designed and implemented region-wide recruitment, behavior-based interviewing and skill matching procedure, decreasing employee turnover.
- Conducted company-wide town hall meetings to convey updates.
- Recruited top talent to maximize profitability.
International HR Director
Airtouch Cellular, Verizon Wireless/ Vodaphone
11.1994 - 01.1998
- Streamlined global mobility processes by implementing efficient relocation strategies and coordinating with cross-functional teams.
- Strengthened relationships between HR departments across different regions through effective communication and collaboration on international assignments.
- Improved data accuracy in global mobility reporting systems by implementing rigorous quality control measures and regular audits.
- Assessed potential risks associated with international assignments by conducting thorough pre-assignment evaluations and proposing suitable mitigation strategies.
- Facilitated smooth repatriation processes for returning employees by providing adequate transition support, managing expectations, and identifying new opportunities within the organization.
- Expanded the pool of qualified candidates for international assignments by designing targeted talent development programs focused on building essential global competencies.
- Collaborated with finance teams to optimize cost allocation methods for global mobility expenses across various business units.
- Advised senior leadership on strategic workforce planning considerations related to international expansion projects or mergers/acquisitions involving cross-border employee movements.
- Developed robust global mobility policies to ensure compliance with immigration laws, tax regulations, and labor laws in multiple countries.
- Managed complex expatriate compensation packages, ensuring accurate and timely delivery of benefits while minimizing tax liabilities for both employees and the company.
HR Systems Program Manager
3Com/ HP
07.1989 - 07.1994
- Implemented new HRIS software for enhanced employee management and tracking capabilities.
- Developed customized HRIS solutions to address specific organizational needs and requirements.
- Collaborated with cross-functional teams in the design and implementation of critical HRIS projects.
- Conducted comprehensive HRIS training sessions for managers, fostering better understanding of system features and functionalities.
- Evaluated emerging technologies, identifying opportunities to enhance current HRIS systems or implement new solutions.
- Served as a liaison between Human Resources and IT departments, facilitating effective communication and collaboration on all aspects of the HRIS implementation process.
- Streamlined company-wide access to essential personnel information by redesigning employee self-service portal within the HRIS, which led to increased user satisfaction rates.
- Improved payroll accuracy with thorough audits and timely resolution of discrepancies.
- Optimized incentive programs for increased employee retention and motivation through regular program evaluations.
- Developed effective communication strategies, ensuring employees understand the value of their total rewards package.
- Analyzed annual salary survey results for strategic decision-making in budget planning and adjustments.
- Supported leadership team in making informed decisions about executive compensation packages through thorough research and analysis.
- Assessed the effectiveness of sales commission plans, recommending changes to optimize performance-based incentives.
Director Human Resources
Seagate Technology /Conner Peripherals
01.1986 - 01.1989
- Enhanced recruitment efficiency by implementing innovative strategies and cost-effective sourcing techniques.
- Streamlined hiring processes for quicker candidate placements, resulting in reduced time-to-fill rates.
- Led a team of recruiters to successfully fill high-priority positions within tight deadlines, ensuring seamless business operations.
- Negotiated contracts with external search agencies to secure favorable terms and conditions while maintaining budgetary constraints.
- Enhanced employee satisfaction by implementing comprehensive benefits packages.
- Reduced overall company healthcare costs with strategic negotiations and vendor partnerships.
- Developed and executed annual open enrollment events, ensuring timely updates to employee benefits elections.
- Implemented wellness programs to encourage healthy lifestyles among employees and lower insurance premiums.
Education
No Degree - Advanced Project Management
Stanford University
Stanford, CA04.2012
Bachelor of Science - Organizational Behavior
University of San Francisco
San Francisco, CA01.2000
Skills
- Global HR Experience
- Performance Management
- Succession Planning
- HR Analytics
- Onboarding Programs
- Organizational Development
- Employee Engagement
- Executive Coaching
- Strategic Planning
- Internal Communications
- Recruitment Strategies
- Change Management
- Career Pathing
- Corporate Culture
- HR Technology
- Workforce Planning
- Conflict Resolution
- Payroll Management
- Employee Relations
- Training and Development
- Benefits Administration
- Leadership Development
- Employment Law
- HR Policies and Procedures
- Retention Strategies
- Compensation Design
- Team Building
- Compensation Structuring
- Training Programs
- Legal Compliance
- Payroll Administration
- Recruitment
Accomplishments
- Achieved hiring targets i by completing [Task] with accuracy and efficiency.
- Achieved [Result] by introducing [Software] for [Type] tasks.
Timeline
VP of Human Resources
Emerald Cloud Lab
05.2018 - Current
Global HR Director
Centric Software
04.2016 - 04.2018
Director M&A HR Programs
Aon-Hewitt
07.2015 - 03.2016
Principal HR Consultant
Realtime Consulting Services
05.2013 - 06.2015
Director of Human Resources
Worley Parsons
11.2010 - 01.2012
Sr Talent Acquisition Manager/HR Business Partner
Blue Shield Of California
11.2004 - 08.2010
Director Human Resources
Wells Fargo & Company
01.2003 - 10.2004
VP of Human Resources
Ask Jeeves
01.1998 - 04.2001
International HR Director
Airtouch Cellular, Verizon Wireless/ Vodaphone
11.1994 - 01.1998
HR Systems Program Manager
3Com/ HP
07.1989 - 07.1994
Director Human Resources
Seagate Technology /Conner Peripherals
01.1986 - 01.1989
No Degree - Advanced Project Management
Stanford University
Bachelor of Science - Organizational Behavior
University of San Francisco
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