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Human Resources Leader

Kirkland, Washington, United States
August 15, 2018

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Mandi Fillmore 425-***-****


Human Resources Manager

REMITLY, INC. Seattle, WA 11/2016 - Current

• Served as the HR representative on the team that led our expansion into Nicaragua, including: o Working with local government officials to ensure Remitly successfully obtained Free Trade Zone status

o Labor market research and total rewards strategy development. Included compensation study, program development for benefits, and bringing Remitly’s unique culture to the local market.

o Hired core group of site leader’s to take over the day to day operations of the site. This included leaders in Finance, Operations, HR, and Facilities. o Developed the employee handbook to be reviewed by local Ministry of Labor, code of conduct, benefits program, and onboarding program. o Grew the office from 35 to 145 in eight months, and successfully transitioned the outsourced services team to direct Remitly employees in May 2018, when we received our government approval

• Partnered with the Head of Global HR to reimagine onboarding and launch new program to increase new hire engagement and readiness in their role to all four of our international offices

(Manila, Managua, London, and Seattle).

• Launched new talent management program that focuses on frequent manager/employee check- ins, real time feedback, and alignment of behaviors to Remitly’s unique culture. Program resulted in a +0.25 increase in aggregate engagement score over first two quarters following launch in 2017.

• Negotiated 2% increase for the benefits renewal, while also implementing enhancements to all of our benefit plans and rolling out new offerings. This strategy has resulted in a higher closing rate for new talent, and increased employee satisfaction as measured on our quarterly engagement surveys (0.5 increase in aggregate scores over the three quarters following the renewal).

• Managed international team of 3 HR Business Partners and Generalists in our Managua and Seattle offices, as well as the Payroll Manager for the US/UK.

• Implemented recordkeeping and process documentation procedures while the company grew from 150 worldwide employees, to nearly 800, in just under 12 months. Senior Human Resources Business Partner

WOODLAND PARK ZOO Seattle, WA 8/2015 - 7/2016

• Served as a senior member of the HR team and on the senior leadership team for the zoo. I was a resource and mentor to other members of HR team and provided strategic support across all HR disciplines, requiring expert knowledge of employee relations, organization development, employee engagement, culture change, staffing, compensation, benefits, HRIS, performance management, training, employee recognition, policies and procedures, employment regulations, problem resolution, facilitation, and some labor relations. Partnered with senior leaders, middle management, and staff to resolve complex people issues that impacted the productivity and effectiveness of the organization. Drove HR projects around organizational effectiveness and leadership development.

• Advised employees and managers on a broad range of subjects, providing coaching and counsel on employee relations, policies, procedures, employment handbook provisions, and collective bargaining agreement. Consulted with employees and managers regarding wages, hours, work rules, and specific requirements of ADA, FLSA, FMLA, WISHA/OSHA, EEO, NLRA etc. Conducted several investigations around employment issues, working to successfully resolve issues. Worked with managers on appropriate solutions. Wrote reports and other written materials as required.

• Provided authentic feedback and coaching to leaders, offering both constructive and appreciative feedback on behaviors, decisions, effectiveness, competencies and personal development. Drove changes in management behavior to support a culture of accountability and performance. Developed and delivered leadership training plans and programs. Introduced and served as project lead for developing Supervisor training for all new leaders at the zoo.

• Supported the VP of HR in developing strategies and ongoing programs to further the strategic priorities of human resources and the zoo.

• Managed the annual performance management process, including compensation planning for the organization.

• Oversaw the introduction and implementation of the employee recognition programs and other mission-focused “Our People” initiatives.

• Supported collective bargaining negotiations and management meetings for 9 unions.

• Oversaw the Payroll function and the Payroll Coordinator. Implemented strong checks and balances resulting in reduction of errors per payroll. I immediately started an RFP process for a new HRIS capable of managing our entire HR departments needs under one product, down from five separate products. Researched and interviewed companies, lead decision process, and was the project lead for the entire implementation that included not only benefits and payroll, but also self-service for both employees and managers, and recruiting that connected directly to HR. After this very successful implementation, the HR department was able to go almost entirely paperless, reducing paper use by 95% and helping move the zoo’s conservation goals forward. HR was subsequently awarded the green team award that year.

• Analyzed the current benefit offerings, proposed and implemented zoo-wide strategy to ensure world class benefit program. Developed and launched organizational Wellness program for our 300+ employees. The objectives were to show the zoo’s commitment to it’s employees overall health, build employee engagement, improve morale, and reduce health care costs over time.

• Directed the first ever health and safety fair for the zoo. The event was wildly successful, and they plan to continue to build on this event each year.

• Oversaw complicated leave programs. Due to the nature of the industry (mostly manual labor), and size of workforce, the zoo had compliance issues spanning FMLA, Seattle Sick & Safe, ADA, as well as their own internal leave policies. I partnered closely with Executives and outside counsel to carefully manage the organization through each case, and mitigate risk. Human Resources Manager

INRIX, INC. Kirkland, WA 6/2005 - 6/2012

June 2005 to June 2012

• Leadership: Served as key member of Leadership team. Advised on HR best practices, while developing a non-corporate culture of freedom and responsibility, fostering innovative and creative thinking. Lead HR function through international acquisition in 2011. Promoted quickly for my ability to adapt and lead. Supervised and successfully promoted my own staff into various roles within HR and Finance/Administration.

• Recruiting & Retention: Designed and developed successful recruiting and retention programs in a highly competitive talent market. Grew the company from 12 to over 250+ employees worldwide. Wrote job descriptions and negotiated salary offers, with several sign on bonuses and relocation packages for both exempt and non-exempt staff. Reduced dependency on out sourced recruiting, saving the company over $200k per year. Conducted interview training to help develop employees skills, and reduce company risk.

• Management: Built and managed HR function, including compensation and benefits programs, for over ten US states (including California), as well as offices in both the UK and Germany. Introduced pay grade structure, performance management new hire orientation, and employee exit measures that are still used company wide. Introduced and maintained employee handbook to meet compliance standards, working closely with in house and outside counsel.

• Benefits: Successfully negotiated and implemented full employee benefits programs, to include medical, dental, vision, FSA, HSA, 401(k), disability, life, and Employee Assistance programs. Also responsible for creative thinking and implementation of employee incentive programs, including community giving, morale-boosting events, and other non-traditional programs. Administered education to employees on changes, open enrollment, and daily use of plans, benefits, and other perks. Chaired "Fun Squad, " a group responsible for championing the company culture.

• Technology: Researched, negotiated, and put in place full HRIS suite, and recruiting technology tools. Developed project plan for RFP and selection process, assessed vendors, and fully implemented all aspects of the software.

• Employee Relations: Resolved employee conflicts, complaints and developed processes to insulate company from legal risk. Built lasting relationships with every employee, building trust and rapport.


• Managed Administrative staff, including front desk and executive assistant.

• Procured property and liability coverages for the company. Reduced risk in the areas of Worker's Compensation, Key Man, Automotive, Property, Casualty, Employee Theft and all other lines of commercial coverage.

• Negotiated real estate lease contracts for headquarters and several satellite offices. Lead team to research, identify and facilitate company's main office move in 2008. Awarded spot bonus for successful process that resulted in minimal downtime for operations. Accounting & Human Resources

Markey Machinery

Seattle, WA

June 2003 to June 2005

Payroll for both union and non-union staff, including both exempt and non-exempt employees, on a weekly basis.

Benefits Administration - Medical, Dental, Vision, FSA, Disability, Life, and Aflac. Employee Relations and union contract negotiations. Accounting - Accounts Receivable, Accounts Payable, General Ledger, Monthly Reporting to CEO. Office Manager

digicomm communications

Kirkland, WA

April 2000 to June 2003

Lead to the Human Resources, Accounting, and Administrative functions. Introduced HRIS, Payroll and Accounting procedures.

Benefits Administration for multi-state employees. Secured Property and Liability insurance for the company. Managed Accounts Receivable, Accounts Payable, General Ledger and reporting functions. EDUCATION & PROFESSIONAL DEVELOPMENT

Senior Professional in Human Resources (SPHR)

SHRM Senior Certified Professional (SHRM-SCP)

Lominger Leadership Architect

Bellevue College

Completed 45 credits toward Associate’s in Business Management

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