Rachel Revilla

• Develop and support HR strategy for the North America region (500+ employees) in order to drive the business to meet strategic goals.
• Create and execute a lifecycle approach to talent management focused on forecasting, staffing, on-boarding, development, performance management, career/succession planning, talent movement and retention.
• Lead organizational design activities to streamline and implement new organizational structures, roles and/or processes that create speed and efficiency and support shifting business needs.
• Coach business leaders on leadership behaviors and practices, employee communication, development and performance management strategies to promote engagement and a culture of continuous growth and development.

Key Results:

• Integrated 3 acquired companies and overhauled policies and procedures to align with best practices.
• Increased effectiveness of the recruitment process by 44%, reducing average time to hire by 5 weeks.
• Drove development initiatives to increase succession plan robustness by 15%.
• Structured compensation and benefits according to market conditions and budget demands, decreasing employee turnover by 13%.

• Develop and support HR strategy for the Commercial Team within the North America region (250+ employees) in order to drive the business to meet strategic goals.

Key Results:

• Integrated 2 acquired companies and overhauled policies and procedures to align with best practices.
• Implemented a payroll system conversion resulting in efficiencies and 15% cost savings.
• Created and launched employee recognition programs, increasing retention and reducing turnover.

Promoted to support the management of the full spectrum of HR operations, systems and programs for the Corporate Office and 6 companies (3,100 employees). Partnered with senior management to develop and implement HR policies and procedures, direct recruiting, develop orientation and onboarding programs. Responsible for managing LOA programs, employee records, benefit enrollment and programs, HR budget and employee relations.

Key Results:

• Successfully streamlined and managed job requisition approval and tracking process across 6 companies.
• Developed employee policies covering FMLA, injured workers, disciplinary procedures and employee benefits.
• Co-developed and introduced new performance review program.

Promoted from HR Representative to HR Generalist within 18 months. Responsible for fulfilling a broad range of HR functions, including full-cycle recruitment, performance management, employee recognition, overseeing disciplinary action and managing HR records.

Key Results:

• Successfully staffed 130 person Distribution Center.
• Created new hire orientation and onboarding programs for Call Center and Distribution Center employees.
• Co-developed creative and cost-effective incentive/employee engagement programs that increased employee satisfaction and productivity.
• Managed all RIF activities related to site closings impacting 350 positions.