Kim Bartley

Previous titles include: Director of HR, Talent Acquisition Manager, HR Manager and HR Generalist

• Integral member of the Sr. Leadership team providing strategic insight into the culture of the organization, HR data trends, compensation and recruitment strategies.
• Handle all internal employee relations issues, performance improvement plans and promote culture.
• Implemented Leadership Development Academy with quarterly trainings; some of which were: Inspiring Contribution, Elements of Great Leadership, Conducting successful meetings, Building a Culture of Inclusion and Giving Feedback.
• Complete compensation surveys, research compensation levels, adjust pay ranges and internal equity annually. Lead the Compensation committee of the Board of Directors to review Executive Compensation.
• Full life cycle recruiting including: screening applicants, initial interviews, scheduling interviews with Managers, offer letters, background checks, reference checks, new hire paperwork and orientation.
• Process Leaves of Absence, including paperwork administration and working closely with employees to get Doctor’s notes and following up with them regarding anticipated return dates.
• Benefits Administration for: Health, COBRA, EAP, 403(b), Vacation and Sick. Manage the Open Enrollment process.

• Create reports from Taleo for HR Business Partners and Vice Presidents.
• Troubleshoot interface errors between HRMS (Oracle) and Taleo.
• Facilitate the on-boarding process for new hires in California; conducted new hire orientations and processed paperwork.
• Attend job fairs to promote Seagate and find qualified candidates.
• Participate in special projects, such as Diversity projects and On-boarding process teams.
• Assist Recruiters in scheduling interviews, composing offers, running background checks.

• Recruit for technical positions for clients including: Cisco, eBay, Ask.com and VMware.
• Coordinated with IT team leaders to forecast hiring needs and department goals.
• Onboarded new hires and set up training.
• Interviewed candidates using different interview methods and approaches.
• Used Boolean searches to develop applicant portfolios for expected openings.