Katherine Francisco

Strategic HR partner to senior leadership (Director+) supporting ~1,000 employees across Digital Physiology, Quality, and Global Facilities & Procurement within a global, regulated environment.

• Advise executive leaders on organizational effectiveness, workforce strategy, and complex employee relations, influencing decisions that balance business priorities, risk mitigation, and employee impact
• Partner with leadership to design and execute organizational restructures and workforce transformations (cost optimization, scaling, and integration), impacting global teams and improving organizational efficiency
• Led restructuring initiatives affecting up to ~200 employees globally, supporting selection strategy, business case development, and execution while maintaining compliance and minimizing disruption
• Guide leaders through complex tradeoffs (speed vs. risk, cost vs. long-term capability), strengthening decision-making and reducing organizational risk
• Lead organizational design and workforce planning initiatives, optimizing team structures, spans, and layers to support scalable growth across US, EMEA, and APAC
• Partner with Centers of Excellence to execute enterprise talent cycles (compensation, talent review, succession planning), ensuring alignment with business priorities and talent strategy
• Leverage workforce analytics (turnover, engagement, retention) to proactively identify risks and inform leadership decisions
• Designed and implemented global HR policies (FPTO, Sick Time, Internal Mobility, Promotion), improving compliance and consistency across regions
• Developed and delivered leadership tools and change management guidance, increasing manager effectiveness and supporting adoption during periods of transformation

Primary HR partner supporting a ~500 employee, multi-state workforce across corporate and operational teams, operating with a high degree of autonomy in a fast-paced retail and technology environment.

• Served as the primary point of contact for managers and employees, independently managing a broad range of HR needs including employee relations, performance management, and day-to-day HR guidance
• Led employee relations matters end-to-end, including investigations, documentation, and resolution, while balancing employee experience with legal and business risk
• Partnered with senior and mid-level leaders on talent management, workforce planning, and organizational needs, helping align people decisions with business priorities
• Owned HRIS (Workday) transactions and organizational changes, ensuring accuracy across reporting, job changes, and structural updates
• Managed the HR support queue and high-volume employee inquiries, ensuring timely resolution and a consistent employee experience
• Led and supported key HR initiatives including performance review cycles, engagement surveys, policy updates, and internal communications
• Identified opportunities to improve processes and employee experience, contributing to more efficient HR operations and stronger manager support
• Served as a liaison between employees and management teams, addressing concerns, answering questions, and providing guidance on policies/procedures when needed.

Strategic HR consultant to executive leadership, aligning people strategies with organizational goals in a public-sector environment.

• Strategic HR Consultant for the Executive Operational Leadership team, aligning people strategies with organizational goals and ensuring regulatory compliance.
• Designed and implemented HR policies and procedures in partnership with leadership and external stakeholders, improving operational efficiency and compliance.
• Led end-to-end onboarding and talent processes, strengthening workforce readiness and employee experience.
• Identified gaps in people processes and leadership capability, recommending and implementing targeted development and training initiatives.
• Achieved improved employee engagement outcomes, with satisfaction scores reaching 84% within 12 months.
• Built strong relationships with key stakeholders, facilitating open dialogue and fostering long-term partnerships.

• Led HR strategy and execution for a 600+ employee workforce, supporting business growth and operational complexity.
• Designed and implemented a company-wide performance management framework, including leader training and change adoption.
• Served as senior advisor to leadership on employee relations, organizational development, and performance management.
• Enhanced employee retention by ~45% by implementing effective onboarding and training programs.
• Oversaw full employee lifecycle processes including recruitment, onboarding, benefits administration, and offboarding.
• Guided leaders and employees on company policies, programs, benefits and salary administration.
• Managed employee relations, investigating and resolving conflicts to maintain a positive work environment.
• Streamlined HR processes for increased efficiency with the use of HRIS systems.
• Implemented performance management systems, providing constructive feedback and coaching opportunities for employees.

• Supported end-to-end HR operations while building foundational expertise in employee relations, compliance, and HR systems.
• Streamlined HR processes to improve efficiency and employee experience.
• Served as a knowledgeable resource for all staff members regarding company policies, procedures, benefits, and other HR-related matters.
• Reduced time spent on administrative tasks by ~30% by automating key processes.
• Provided guidance on employment law compliance, reducing the risk of litigation and penalties for the organization.