Summary
Overview
Work History
Education
Skills
Certification
Timeline
Hi, I’m

VICTORIA COOPER

Austin,TX

Summary

Accomplished Human Resources Executive proactive in meeting company issues head-on with creative and innovative approach. Knowledgeable about changing industry and employment market demands. Expertise includes benefits administration, compensation structuring, and recruitment.

Overview

12
years of professional experience
1
Certification

Work History

Deloitte

Senior Manager, HR Transformation, Innovation/Automation
07.2021 - Current

Job overview

  • Designed and delivered key inclusion programs/initiatives that continue to build a sustained culture of belonging
  • Served as a key implementation lead for enterprise-wide DI&B programs and projects aligned with talent, culture and community strategic priorities inclusive of skills-first hiring change management work, DI&B communications projects, external partnership management, DI&B people analytics and health equity activities
  • Advised Senior Executives/Leadership on key metrics and recommending actionable improvements that led to a 56% increase in employee retention
  • Supported senior leadership navigated organizational changes by developing comprehensive communication plans that outline the reasons for the change, the benefits it would bring, and the support available to help employees adapt
  • I conducted multiple town hall meetings, departmental sessions, and one-on-one meetings to address concerns and gather feedback
  • Helped create robust people strategy to grow business by identifying and nurturing talent to transition into leadership roles in the events of retirement, resignation, or unforeseen health reasons or tragedy
  • Responsible for the successful implementation, integration, and customization of the Workday application from change feasibility to roll-out
  • Advised stakeholders on industry standards, providing suggestions to achieve clean configuration and streamlined processes
  • Responsible for delivering workforce insights, facilitating headcount processes such as annual headcount allocations, driving reorganization efforts, and handling workforce management escalations
  • Partnered with Business leaders to provide thought leadership regarding organizational and people-related strategy and execution that’s aligned with business strategies
  • Helped leaders to create and execute the vision for a world class Technology organization
  • Designed Talent programs and solutions to creatively solve business challenges in areas such as employee engagement, talent design, workforce planning, cultural change, organizational design, and change management
  • Actively engaged in various leadership forums to diagnose and solve talent and organization related problems.
  • Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.
  • Recommended appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct.
  • Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
  • Distributed employee engagement surveys to identify areas of improvement.
  • Liaised between multiple business divisions to improve communications.
  • Oversaw workforce planning efforts to ensure alignment between staffing levels, skills mix, and overall organizational strategy.
  • Facilitated employee development through coaching sessions, career path discussions, and professional growth opportunities tailored to individual needs.
  • Directed labor relations activities such as contract negotiations or grievance resolution procedures in unionized environments achieving harmonious labor-management relations.
  • Conducted regular meetings with respective managers to provide counsel and guidance on personnel issues.
  • Cultivated strong relationships with internal stakeholders and external partners, enabling effective collaboration on HR initiatives that supported strategic objectives.
  • Managed succession planning processes by identifying high-potential talent within the organization and creating personalized development plans for their advancement into leadership roles.
  • Implemented employee engagement initiatives by facilitating focus groups, conducting surveys, and developing action plans that led to a more engaged workforce.
  • Led change management initiatives by developing communication plans, training materials, and facilitating workshops for affected stakeholders.
  • Analyzed trends and metrics in partnership with HR peers to develop solutions, programs, and policies that addressed critical organizational needs.
  • Partnered with legal counsel on employment law compliance matters, minimizing risk exposure for the organization.
  • Supported M&A activities including due diligence reviews, integration planning, and successful execution of merger strategies.
  • Provided HR policy guidance and interpretation for employees and managers, ensuring consistent application across the organization.
  • Directed hiring and onboarding programs for new employees.

Microsoft

Senior Talent Acquisition Partner
06.2017 - 07.2021

Job overview

  • Continuously monitored and refined recruitment strategies based on feedback from candidates, hiring managers, and industry developments.
  • Reduced agency spend by cultivating direct sourcing methods, significantly decreasing reliance on external recruiters.
  • Optimized job postings for maximum visibility, leveraging SEO techniques and targeted social media campaigns.
  • Partnered with internal stakeholders such as HR business partners, compensation specialists, and legal teams to address complex recruitment challenges effectively.
  • Mentored junior team members, providing guidance on best practices in talent acquisition and fostering their professional growth.
  • Organized successful career fairs and networking events targeting specific industries or skill sets in alignment with company objectives.
  • Supported diversity and inclusion efforts by creating inclusive job descriptions and partnering with diverse organizations for outreach opportunities.
  • Developed employer branding initiatives to attract high-quality candidates and position the company as an employer of choice.
  • Negotiated offers with candidates, balancing organizational needs with individual requirements to secure top talent for key roles.
  • Identified and created recruitment and administrative performance metrics and data to analyze trends, drive change, and assess progress.
  • Developed and implemented onboarding and orientation programs for new employees.
  • Collaborated with managers to identify and address employee relations issues.
  • Improved office efficiency by effectively managing internal communications and correspondence.
  • Advocated for staff members, helping to identify and resolve conflicts.
  • Conducted performance reviews and provided feedback to managers on employee performance.
  • Coordinated implementation of people-related services, policies and programs through departmental staff.
  • Collected and analyzed information to monitor compliance outcomes and identify and address trends of non-compliant behavior.
  • Planned, monitored and appraised employee work results by training managers to coach and discipline employees.
  • Developed disaster and recovery strategy to prepare company for hazardous weather conditions, nuclear accidents and terrorist attacks.
  • Reduced expenses by analyzing compensation policies and implementing competitive programs while ensuring adherence to legal requirements.
  • Worked alongside global business leader to deploy new training strategies.

Walmart

Sr. Human Resources Business Partner
09.2016 - 06.2017

Job overview

  • Increased employee productivity and engagement by 35% in 3-month timeframe by developing streamlined processes, simplified resources, and communicating with critical DI&B partners and collaborators updates that impact engagement or sustainment of resources
  • Introduced company-wide diversity and inclusion programs, fostering a more inclusive workplace culture.
  • Oversaw employee engagement surveys and action plans, addressing areas of concern proactively to improve satisfaction rates.
  • Provided updates on HR policy changes to employees to satisfy compliance and state laws.
  • Structured compensation and benefits according to market conditions and budget demands.
  • Reduced process gaps while supervising employees to achieve optimal productivity.
  • Fostered positive work environment through comprehensive employee relations program.
  • Created and implemented forward-thinking initiatives to improve employee engagement.
  • Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
  • Collaborated with legal and compliance teams to review paperwork, obtain feedback, and procure available information for new training processes.
  • Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
  • Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
  • Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
  • Advised senior management on organizational development and change management initiatives.
  • Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
  • 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.

Morgan Stanley

Senior HR Business Partner
05.2012 - 09.2016

Job overview

  • Partnered with the Core DI&B leadership team and directed the supervision of cross-functional project teams to manage alignment of a broad range of internal and external stakeholder relationships, engaging in external partnerships that expand our DI&B culture and community efforts
  • Assess each candidate’s current skills and the development needed to prepare them for key roles within the organization
  • Outline specific training, mentoring, and development opportunities for succession candidates
  • Set timelines and milestones for candidate development
  • Lead projects in areas such as job assessment and benchmarking, salary range development and other forms of compensation/incentive program design and other projects based on business need
  • Lead process of orienting, training, and encouraging employees
  • During coaching, expectations and performance standards are outlined
  • Provide feedback on individual performance, assessment of weak and strong points and further identification of training needs
  • Oversaw and monitored retirement program and enrollment
  • Contributed to successful operations by reviewing performance measurements, compliance, employee relations and policy enforcement to identify liability issues
  • Executed critical HR performance management, talent development and workforce planning
  • Developed high-impact HR solutions to modernize approaches and reduce HR-related risks
  • Audited processes to verify use of non-discriminatory practices in hiring, termination, and layoff decisions.
  • Evaluated HR metrics to identify trends, measure success, and make data-informed decisions about ongoing strategic priorities.
  • Led change management efforts, ensuring smooth transitions during mergers and acquisitions.
  • Streamlined HR processes for increased efficiency and cost savings.
  • Fostered strong relationships between employees and management through open-door policies and regular feedback sessions.
  • Complied with employment laws and regulations, minimizing legal risks to the company.
  • Reduced turnover rate by developing comprehensive talent retention programs.
  • Optimized workforce planning by utilizing data-driven insights for talent acquisition efforts.
  • Established competitive compensation and benefits packages to attract top talent in the industry.
  • Facilitated conflict resolution among team members, resulting in improved working relationships.
  • Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
  • Created and implemented forward-thinking initiatives to improve employee engagement.
  • Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
  • Recruited top talent to maximize profitability.
  • Discovered and resolved complex employee issues that affected management and business decisions.
  • Instructed senior leaders on appropriate employee corrective steps.
  • Identified and implemented appropriate strategies to increase employee satisfaction and retention.
  • Reduced process gaps while supervising employees to achieve optimal productivity.

Education

The University of Florida

MBA Degree from Organizational Psychology, Human Capital Management
04.2022

Florida International University

BBA Degree from Business Administration & Human Resources Management
06.2018

Skills

  • Change Management
  • Organizational Design
  • Boolean Search Techniques
  • Passive Candidate Recruiting
  • Global Talent Acquisition
  • Job Analysis
  • Workforce Planning
  • Contract Negotiation
  • Compensation analysis
  • Global recruitment
  • Microsoft Office
  • Time Tracking and Payroll Administration
  • HR policies and procedures
  • Diversity and Inclusion
  • Organizational Culture
  • Succession Planning
  • Strategic Planning
  • Compensation and benefits
  • Talent Acquisition
  • Workers Compensation
  • Policy Implementation
  • Retention Strategies
  • Compliance
  • Performance Appraisal
  • Employee Surveys
  • Labor negotiations
  • Compensation Structuring
  • Onboarding, Training, and Development
  • Employee Engagement Strategies
  • Policy Improvement Recommendations
  • Conflict Resolution
  • Performance Management Systems

Certification

  • SHRM-SCP
  • Certified Compensation Professional (CCP)
  • Certified Employee Benefit Specialist (CEBS)
  • Six Sigma Master Black Belt
  • Six Sigma Yellow Belt
  • Six Sigma Green Belt
  • GRC Certification
  • CRISC Certification
  • CISA Certification
  • CISM Certification
  • SOCS Certification
  • PMP Certification
  • Workday Core HCM Certified
  • Oracle OCI Certified
  • CTDP(certified talent development professional)
  • CMP(change management professional)

Timeline

Senior Manager, HR Transformation, Innovation/Automation

Deloitte
07.2021 - Current

Senior Talent Acquisition Partner

Microsoft
06.2017 - 07.2021

Sr. Human Resources Business Partner

Walmart
09.2016 - 06.2017

Senior HR Business Partner

Morgan Stanley
05.2012 - 09.2016

The University of Florida

MBA Degree from Organizational Psychology, Human Capital Management

Florida International University

BBA Degree from Business Administration & Human Resources Management

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VICTORIA COOPER