People Management

JULIE A CHRISTMAN

**************@*****.*** Bay Area, California 415-***-****

CORE COMPETENCIES

Building Core HR Practices Talent Management Change Management Strategic Workforce Planning HR Business Partner Marketing Talent Acquisition Employee Relations Training & Development Campus Recruiting Process Improvement Project Management PROFESSIONAL EXPERIENCE

The City HR Solutions, San Francisco Feb 2014 – present Head of Human Resources

• Develop recruiting and HR-related policies, procedures and initiatives for clients throughout the country

• Sourced, recruited, interviewed and hired employees for multiple clients across multiple industries

• Built and delivered an engaging, efficient onboarding program for all FTEs and contract employees resulting in an average of 98% on new hire satisfaction surveys

• Created a comprehensive employee handbook for a California cannabis company strategically writing policies and procedures complying with federal rules and regulations Logic 20/20, Seattle Jan 2013 – Feb 2014

Head of Talent Acquisition

• Strengthened the firm’s sales and delivery capability by developing and executing a talent strategy achieving 168% of the yearly quota; improved recruiting output by 35% over the previous year

• Redesigned the entire recruiting and incentive compensation plans by improving the sourcing techniques and adding additional incentives for targeted hires. Resulted in a 27% increase in Big 4 Consulting hires

• Responsible for all events, social media and recruiting marketing, including a redesign and content development for the company website

• Initiated and maintained consultative, strategic partnerships with the hiring managers to understand the business needs and produce top talent for the firm’s projects

• Developed custom reports using Jobvite (ATS) and additional internal applications increasing visibility to the stakeholders and executive team

Eagle Creek, Minneapolis 2007 – 2012

Head of People Operations

• True hands-on HR Business Partner aligned with the business simultaneously focused on revenue production and cost reduction

• Member of the executive team responsible for presenting to prospective clients, including C-level executives at Fortune 500 companies

• Designed and implemented the human resources, recruitment, onboarding and training strategies to support the strategic and operational turnaround and established a strong foundation for ongoing HR operating processes and programs

• Overall marketing strategist for the HR department, including collateral, events, social media campaigns, the career portal and the design of print, web and interactive media

• Developed and executed a recruitment strategy resulting in the acquisition of top talent for our delivery model, which included talent ranging from college graduates to executive-level management. With a limited budget, monitored and analyzed current market sourcing trends to strategically capitalize on the available talent market

• Responsible for workforce planning, hiring 300+ employees by consistently evaluating and improving the target profile, creating an on-demand talent pool and department KPIs

• Traveled to multiple locations in the region, meeting with city and state Economic Development officials, to vet out the best location to build the new project center supporting up to 200 employees

• Revised, renegotiated and implemented a revamped employee benefits package which was in line with the market and assisted in attracting and retaining strong talent

• Developed and implemented technical training programs for over 200 consultants in technologies such as Siebel CRM, OBIEE Business Intelligence, Business Objects, SQL, Teradata, Oracle, SQL Server, Informatica, Java,

.NET, and IVR applications

BearingPoint (KPMG), Seattle/Minneapolis 2004 – 2007 Talent and Deployment Manager

• Managed resources for three consulting groups with $120 million in revenue and 300 personnel

• Recruited experienced and campus hires for the Seattle office

• Responsible for common human resources processes across those groups including compensation, deployment and staffing, career and performance management, upward feedback, mentoring and onboarding and exiting programs

• Human resources administration included strategic planning, scheduling and workflow management, capacity planning, organizational development, employee relations and coaching, sourcing and developing talent, compensation and diversity hiring

• Developed and executed all recruiting events for experienced and campus hires Microsoft Corporation, Seattle 2002 – 2004

Program Manager, Academic Developer Marketing

• Managed and executed a .NET Academic Student Ambassador program to increase mindshare in the university space

• Collaborated with Microsoft Research to orchestrate national focus groups and high school site visits for the US Academic Developer K12 program

• Involved in developing a strategic marketing plan using the qualitative data gathered from the research

• Worked closely with faculty, career centers and student advisors in the university space to recruit and for event efforts

• Planned, implemented and executed the US portion of a worldwide student programming contest

• Planned the strategy and logistics for several student events across the country Prior experience in sales/sales management (retail and tele-sales), recruiting and training & development. Detailed resume available.

EDUCATION

B.S. Business Management, University of Wisconsin, Stout

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