REBECCA JORGENSEN

• Led People Operations across North America in a high-growth, private-equity-backed environment. Oversaw Total Rewards, HRIS, Compliance, and EHS while driving culture and leadership capability. Modernized HR systems and communication frameworks to strengthen a “People First” culture. Advanced leadership capability through strengths-based coaching and development programs. Led enterprise HR initiatives using agile methodologies to improve collaboration and change adoption.
• Led HR operations strategy to align workforce planning with organizational goals.
• Oversaw performance management systems, ensuring alignment with company objectives and employee development plans.
• Managed HR compliance initiatives, mitigating risks associated with labor laws and regulations.
• Collaborated with cross-functional teams to drive organizational change and enhance workplace culture.
• Analyzed HR metrics to inform decision-making and optimize operational efficiency across departments.
• Facilitated training programs for HR staff, promoting continuous professional development and knowledge sharing.
• Enhanced employee satisfaction by implementing new HR policies and procedures.
• Collaborated with executive leadership to align HR goals with overall business objectives.
• Oversaw benefits administration, ensuring accurate and timely delivery of services to employees.
• Established succession planning processes that identified high-potential individuals within the organization for future leadership roles.
• Implemented performance management systems to boost employee productivity and engagement.
• Conducted thorough audits of HR systems and processes to identify areas of improvement or necessary updates.
• Streamlined HR operations for increased efficiency and cost savings.
• Designed professional development programs that aided in staff growth and career advancement opportunities within the company.
• Reduced employee turnover rate with proactive retention strategies and initiatives.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
• Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Created and implemented forward-thinking initiatives to improve employee engagement.

• Built and led HR Business Partner team supporting multi-state operations. Guided COVID-19 workforce transitions, including furloughs, reintegration, and change communication. Developed Balanced Scorecard and talent tools to promote leadership accountability. Led cross-functional initiatives to improve employee experience and organizational effectiveness. Provided strategic employee relations guidance to senior leaders, resolving complex issues with consistency, fairness, and risk mitigation. Led workforce planning efforts to align staffing, capability, and cost structure with evolving business needs across multiple regions. Strengthened succession planning by identifying high-potential talent, assessing readiness, and partnering with leaders to build development plans. Served as a trusted executive leadership partner, advising on organizational strategy, culture, and people-related decision-making.
• Developed employee engagement programs to improve retention and foster a positive workplace culture.
• Implemented performance management systems to align employee objectives with organizational goals.
• Analyzed workforce trends to inform strategic planning and ensure alignment with business objectives.
• Oversaw conflict resolution processes, ensuring fair treatment and adherence to company policies and legal standards.
• Maintained "open door" policy to encourage employee communications and resolution of issues.
• Coordinated and worked with management on performance evaluations, supervisory practices, dispute resolution, and employee accountability.
• Managed complex employee relations issues, reducing legal risks and maintaining a positive work environment.
• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
• Ensured compliance with all relevant labor laws, protecting both employees'' rights and the organization''s interests.
• Collaborated on hiring and training of new employees, professional growth of staff and team building and motivation.
• Implemented data-driven decision-making processes within the HR department to identify areas of improvement.
• Led HR department restructuring, optimizing team resources for improved productivity and effectiveness.
• Increased employee engagement with open communication channels and regular feedback opportunities.
• Created succession planning strategies to ensure leadership continuity and long-term success.
• Mitigated risk exposure through diligent workplace safety practices and proactive policy enforcement.
• Conducted thorough job analyses to develop accurate position descriptions and salary structures.
• Established performance management systems to align individual goals with organizational objectives.
• Improved employee retention by implementing strategic HR initiatives and conducting regular staff evaluations.
• Optimized workforce planning strategies to align staffing levels with business needs efficiently.
• Fostered strong relationships between human resources staff members, encouraging collaboration on projects.
• Implemented performance reviews and motivational strategies to elevate HR team results.
• Monitored and handled employee claims involving performance-based and harassment incidents.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Discovered and resolved complex employee issues that affected management and business decisions.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
• Distributed employee engagement surveys to identify areas of improvement.
• Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
• Instructed senior leaders on appropriate employee corrective steps.
• Led cross-functional teams in project initiatives, ensuring timely delivery of solutions.
• Conducted performance evaluations, providing feedback to drive team effectiveness.
• Collaborated with stakeholders to align resources with strategic priorities.
• Developed and maintained strong relationships with key stakeholders for improved collaboration and strategic alignment.
• Facilitated change management processes during organizational restructuring efforts, ensuring smooth transitions for affected employees.
• Optimized team performance by providing continuous feedback, coaching, and development opportunities.
• Delivered insightful data-driven recommendations that informed key decision-making processes within the organization.
• Navigated complex legal and regulatory challenges to ensure compliance across all business operations.
• Managed strategic partnership initiatives to drive measurable outcomes and deeper relationships with cross-functional teams.
• Trained and guided team members to maintain high productivity and performance metrics.
• Recruited, hired, and trained initial personnel, working to establish key internal functions and outline scope of positions for new organization.

• Integrated 19 acquired companies into a unified operating model, strengthening cultural alignment, reducing fragmentation, and elevating the employee experience across diverse teams. Partnered with senior and executive leaders to embed people strategy into quarterly business planning, driving measurable improvements in leadership accountability and contributing to year-over-year performance gains. Designed and implemented career progression frameworks that increased internal mobility by supporting clear pathways for advancement, strengthening leadership bench depth, and improving retention of high-potential talent.
• Collaborated with leadership to identify workforce needs and plan strategic initiatives.
• Managed employee relations issues, fostering a positive workplace culture and communication.
• Conducted training sessions to improve staff skills and compliance with HR regulations.
• Analyzed HR metrics to drive data-informed decision-making and process improvements.
• Led performance management initiatives, ensuring alignment with business objectives and employee growth.
• Coached managers on effective employee relations strategies to address workplace conflicts proactively.
• Managed complex employee relations issues to promote a healthy workplace culture.
• Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity, and within company to reach business goals.
• Ensured legal compliance in all HR practices, preventing potential lawsuits and fines.
• Partnered with senior leaders on organizational development initiatives for continued growth.
• Maintained confidential nature of employee and company proprietary and privileged information used or observed in course of performing job duties.
• Resolved understaffing issues, disputes, employee terminations, and disciplinary procedures.
• Investigated and liaised with legal department to respond to complaints of harassment, discrimination, employee grievances, and other sensitive issues and prepared position statements for EEOC.
• Optimized workforce planning and resource allocation for improved operational efficiency.
• Facilitated team-building activities and initiatives, improving collaboration and engagement.
• Facilitated effective communication between management and staff, fostering a positive work environment.
• Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
• Established succession planning processes to ensure leadership continuity within the company.
• Reduced employee turnover rates with targeted retention strategies and support systems.
• Managed onboarding process for new hires, ensuring smooth transition into company.
• Facilitated workshops on leadership development for mid-level managers.
• Partnered with senior management to align HR strategies with overall business objectives.
• Discovered and resolved complex employee issues that affected management and business decisions.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
• Liaised between multiple business divisions to improve communications.
• Instructed senior leaders on appropriate employee corrective steps.

• Built the HR infrastructure from the ground up, establishing clear processes, cultural expectations, and leadership-enablement practices that strengthened organizational alignment and performance. Implemented the Gallup Q12 Engagement Survey enterprise-wide, generating actionable insights that improved engagement, strengthened manager capability, and advanced strengths-based development. Automated and standardized onboarding workflows, creating a consistent, scalable employee experience that reduced administrative burden and accelerated new-hire readiness. Provided strategic coaching and consultative support to leaders on performance management, inclusion, and complex employee relations matters, improving decision-making and reducing organizational risk.
• Developed and implemented strategic HR initiatives aligned with organizational goals.
• Streamlined onboarding processes, enhancing employee engagement and retention rates.
• Facilitated training programs to improve employee performance and leadership capabilities.
• Conducted comprehensive performance evaluations, driving accountability and professional growth.
• Established metrics for assessing HR program effectiveness and employee satisfaction levels.
• Collaborated with executive leadership to shape company culture and workforce planning strategies.
• Managed compliance with labor laws and industry regulations, minimizing legal risks for the organization.
• Managed the onboarding process, providing new hires with necessary tools for success from day one.
• Directed each phase of hiring process, encompassing employment verification, employee relations investigations, criminal background checks and onboarding.
• Coordinated and worked with management on performance evaluations, supervisory practices, dispute resolution, and employee accountability.
• Managed complex employee relations issues, reducing legal risks and maintaining a positive work environment.
• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
• Ensured compliance with all relevant labor laws, protecting both employees'' rights and the organization''s interests.
• Increased employee engagement with open communication channels and regular feedback opportunities.
• Coordinated professional development programs that resulted in enhanced employee skills, boosting internal promotions.
• Implemented performance reviews and motivational strategies to elevate HR team results.
• Evaluated employee onboarding programs and presented strategic improvement recommendations to upper management.
• Monitored and handled employee claims involving performance-based and harassment incidents.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Discovered and resolved complex employee issues that affected management and business decisions.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
• Distributed employee engagement surveys to identify areas of improvement.
• Instructed senior leaders on appropriate employee corrective steps.

Delivered strengths-based coaching to 150+ college and university students preparing for international internships. Coached clients, critiqued resumes and cover letters, and conducted mock interviews. Interviewed on webcasts and podcasts on strengths, leadership, and career development. Authored a book, poems, and blog posts on personal growth and clarity. Led structured, outcome-focused coaching sessions emphasizing accountability and measurable progress. Helped clients identify growth opportunities and implement development plans using proven frameworks. Built and grew a coaching client base through relationship-building and value-driven engagement. Operated independently in a flexible, remote environment with strong self-discipline and entrepreneurial drive.