Seba Sitto

Strategic HR Business Partner supporting 1,800 employees partnering with more than 30 directors, vice presidents, and senior leaders across multiple business functions.

• Serve as a trusted advisor to senior leaders, aligning people strategies with business priorities, organizational goals, and workforce needs.
• Consult on organizational design, workforce planning, leadership development, and talent management initiatives that strengthen business performance.
• Lead complex employee relation matters including workplace investigations, performance concerns, corrective action, accommodations, and conflict resolution while ensuring consistency and compliance.
• Guide leaders through organizational change, including multiple reduction-in-force initiatives, organizational restructuring, and workforce transitions with a focus on business continuity and employee experience.
• Partner with Compensation on salary planning, organizational alignment, promotions, and workforce optimization strategies.
• Analyze workforce trends, engagement data, and HR metrics to provide leaders with meaningful insights that support business decisions.
• Collaborate with Talent Acquisition, Compensation, Learning and Development, Legal, and other HR Centers of Excellence to deliver consistent HR solutions.
• Partner with Global HR Business Partners to align organizational initiatives and support enterprise-wide HR strategies across internal business operations.

Provided strategic HR partnership for 1,500 employees, supporting business leaders in a fast-paced, growth-focused organization.

• Partnered with leaders to develop people strategies aligned with operational priorities, workforce planning, and organizational objectives.
• Advised leaders on employee relations, performance management, talent development, succession planning, and leadership effectiveness.
• Leveraged workforce analytics to identify turnover trends and implemented retention strategies that contributed to a 20% improvement in employee retention.
• Conducted complex employee relations investigations involving policy violations, workforce conflict, performance concerns, and employee complaints while ensuring compliance with employment regulations.
• Coached managers through performance improvement conversations, corrective action, organizational change, and difficult employee situations.
• Collaborated across HR functions to implement initiatives that strengthened employee engagement, organizational culture, and leadership capability.
• Built trusted relationships with business leaders by providing practical, business-focused HR guidance and proactive solutions.

Supported 1,050 employees in a manufacturing environment while providing broad HR support across multiple functional areas.

• Partnered with operational leaders to address workforce challenges, improve employee engagement, and support organizational effectiveness.
• Managed recruiting efforts, workforce planning activities, onboarding, and talent acquisition initiatives to meet challenging business needs.
• Provided guidance on employee relations, performance management, policy interpretation, and employment law compliance.
• Designed and facilitated leadership development, harassment prevention, conflict resolution, and compliance training programs.
• Analyzed turnover trends and workforce data to identify opportunities for improving employee retention and engagement.
• Administrated compensation programs and conducted job evaluations to support equitable and competitive pay practices.

Provided HR support for employee population of 900 employees while partnering with leaders to enhance workforce performance and employee engagement.

• Delivered HR guidance across employee relations, recruitment, onboarding, performance management, compensation, benefits, and compliance.
• Partnered with leaders to support workforce planning, employee development, succession planning, and organizational initiatives.
• Conducted employee investigations, resolved workplace concerns, and advised managers on policy interpretation and employment law.
• Utilized workforce metrics and HR data to identify trends and recommend solutions that supported informed business decisions and organizational effectiveness.