HR Manager Management

Farhana R. Satti

***** *** ****** **

Normandy Park, Washington 98166

206-***-**** Home

206-***-**** Cell

***************@*****.***

PROFESSIONAL ATTRIBUTES & ACCOMPLISHMENTS:

Led HR departments that were valued and respected by management and employees.

Was an integral member of senior management teams and was relied upon for insights and knowledge in organizational development, leadership, employee relations and human resources issues.

Active participant and member of WA Recruit, SHRM, AeA, NW HR Management Association, and the International Quality & Productivity Center.

Successfully enrolled 37 new WIA clients in 3 months when the annual goal for each case manager was 40

Successfully recruited in a tight labor market for high-tech employees. Increased the size of Pointshare Inc. from 55 to 162 employees in 10 months.

Recognized by the Executives for my negotiation skills that resulted in cutting costs for companies. Saved over 50% (over $17,000) for Cobalt in re-negotiating contract for applicant tracking system. Saved over 15% in staffing agency fees by renegotiating contracts.

Strong leadership abilities. Excellent negotiator and closer. Solid marketing, organizational, and managerial skills

Experience with change management and process improvement.

Excellent oral and written communication skills. Ability to make effective and persuasive presentations.

Thorough knowledge of various office software and databases including MS Office Suite, SKIES, GUIDE, Taleo, ONet, Workforce Explorer, Self-Sufficiency Calculator, Personics, Open Hire, etc.

Fluent in Hindi and Urdu.

Appraisal comment from V.P. of HR: She is zealous in her approach towards protecting the interests of the company, working on career development or new projects, providing generalist support to employees and managers and implementing policy and process.

EDUCATION:

University of California Berkeley, Walter A. Haas School of Business, California

B.S. Business Administration

Major: Human Resource Management and Organizational Development

Minor: Psychology, Marketing, and Finance

University of Washington, Foster School of Business, Washington

Global Executive MBA

Strategic HR, Leadership, Decision Modeling, Marketing Strategy, Finance, Ethics, Communication

WORK EXPERIENCE:

The City of Seattle, Seattle, WA 11/15 - Present

Talent Acquisition Manager

Overseeing the delivery of recruiting and shared services to 14 Department clients and internal Seattle Department of Human Resources (SDHR) by a team of 3 Recruiters, 2 Recruiting Assistant, 1 Temporary Employment Services Specialist, 1 Compliance Officer, and 1 Employment Specialist. Implemented tailored sourcing strategies and recruiting processes designed around hiring managers specific needs.

Responsible for transforming recruiting and staffing functions to a talent acquisition framework. Assessing and evaluating current employment programs including recruitment for civil service, out of class, temporary talent, internships, summer hires, apprenticeships, and succession and workforce planning. Standardized the job description and posting templates. Created standardized forms and checklists for major hiring and evaluation steps. Created standardized forms and checklists for major hiring and evaluation steps and Dashboard to measure efficiencies of recruitment process and staff performance.

Building, maintaining, and directing, in collaboration with SDHR leaders and partners, the development & implementation of comprehensive, integrated talent management programs addressing citywide and across departmental recruitment strategies that will ultimately align with the City’s HR Strategic Plan and accomplish the goals of HR Consolidation Plan.

Working closely with Workforce Equity Unit to identify ways to recruit divers top-level talent, through proactive sourcing and outreach strategies, and develop city wide retention strategies that lead to hiring diverse groups of qualified applicants for all level of city opportunities.

Provide guidance on competency based, behavioral interview techniques.

Member of RSJI Change Team at Seattle Department of Human Resources. I contributed to the development of Change Team Mission, Vision, and Values and solely responsible for creating Ethnicity and Diversity Employment reports for Workforce Equity Division, SDHR. Some of these reports were incorporated into Workforce Equity Plan and presented to the City Counsel. This Equity Plan was unanimously adopted by the City Counsel.

Updated the City EEO Statement to be more diverse, inclusive, just, and welcoming.

Provided guidance to client departments in revamping their hiring and evaluation processes, by identifying and eliminating employment barriers that existed within them. Recommendation were made based on ethnicity data of the hires they made.

Sound View Consulting: Seattle, Washington 6/14 – 10/15

Sr. HR Consultant:

. Pakistan National Assembly:

oReviewed the Strategic Plan of 2013-18 of Project Management Unit (PMU) of the Pakistan’s 14th National Assembly; assessed its progress towards accomplishing identified goals; identified the gaps & obstacles towards accomplishing those goals; and made recommendations & developed solution on filling those gaps.

oCreated & conducted the demographic survey for the Minister of Swat and identified & established educational, health, economic needs of and goals for the population.

TCF: Developed talent acquisition strategy, community outreach plan, and hiring infrastructure for a global non-profit. HR projects included recruitment, onboarding, training, career ladders, performance management, and creating online social media presence for the organization. Leveraged social media channels to recruit for critical positions. Also designed initial leadership development program.

TransWorld Enterprises: Developed talent management and acquisition strategy and succession plans for, a high-tech startup. Created “people brand” marketing strategy to accomplish the goal of becoming a national “employer of choice.” Defined, maintained and measured quality standards for various HR services delivered. Develop screening tools and forms for various positions and hiring process.

WorkSource, Seattle-King County Operator Team, Seattle WA 09/12 – 07/13

WorkSource Integration and Service Coordination Manager

Overseeing and coordinating integrated, innovative, effective, and efficient service delivery throughout WorkSource Seattle-King County, which includes 300 employees located at 1 WorkSource Center and 6 Affiliates.

Assist in developing and implementing plans to improve customer satisfaction in response to customer feedback. Designed, developed, and implemented the Customer Satisfaction Survey at all 7 WorkSource sites. Collected, analyzed, and reported customer complaints. Worked closely with Site Managers to address customer complaints.

Collaborate with Site Manager in defining and establishing Continuous Quality Improvement Goals on annual basis. Drafted a budget for projected expenses. Provided quarterly budget updates to WDC. Assess progress towards accomplishment of these goals on quarterly basis. Provide technical assistance when needed to accomplish these goals.

Facilitate Site Managers, Operator, and Full Partnership meetings on monthly basis. Full Partnership meetings included representatives from 20+ different partners.

Created online Welcome Kit for customers to access from anywhere. This kit has now become a key reference document for many Workforce Development Council policies.

Based on the assessment of skills and abilities of WorkSource customers, developed two levels of Social Media curriculum for facilitators. Trained facilitators on how to use social media as job search tool.

Lead public relations charge in partnership with Marketing & Training Manager.

King County, Seattle WA 01/11 – 06/12

Employment & Training Specialist, Dept. of Community & Human Services

Managing a Pacific Associates’ Back-2-Work Now grant for King County by partnering with private and public sector organizations in placing long-term unemployed back to work

Responsible for developing intensive job search plans for existing ARRA & new WIA customers who have been long-term unemployed

Created case files for each new enrollee and monitored dislocated workers job search progress.

Identify barriers to employment and provided counseling and customized services and created job search plan for each client in order to help them overcome their barriers.

Established WorkSource brand by engaging and partnering with employers in providing qualified candidates, organizing job fairs, and providing trainings and services. Followed-up with employers regarding client’s performance in job interviews and performance on the job

Conducted employer panels to educate clients on employer needs, job & labor market trends, applicant tracking systems, online application process and gain access to employers who are hiring

Outreach and partnered with employers to successfully place long-term unemployed. Motivate and support discouraged job seekers, teach interviewing and effective job search techniques and connect with recruiters and hiring managers to place clients.

Trained client groups in developing networking skills with a strong focus on LinkedIn, social networking events and other on-line social networking tools

Coordinated community resources for clients including social service agencies and other non-profits

Administered and interpret vocational and educational assessment tests

Maintained up-to-date client records and case notes in compliance with local, state and federal regulations

Human Resources Service Delivery Manager, Department of Executive Services

Provide full range of HR services to Department of Executive Services, including workforce planning budgeting, and employee development, recruitment, on-boarding; training; and generalist support to employees of 8 client departments.

Provide recruitment services to Office of Labor Relations, Executive Office, and Human Resources Division including identifying career development goals and core competencies for open positions using Lominger Dimensions and Competencies model.

Develop, recommend, and aid in implementation of HR best policies and practices: Created a research report on accommodation of BRINKS decision by other local jurisdictions on “Take-home Vehicle policy. Member of Records Retention Investigation Work Group working on enhancing record retention process. Assessed county HR practices and procedures to achieve process improvements and enhanced customer service. Enhanced the format of “Theft and/or Loss of King County Property” and “Inclement Weather” policies. Active member of the HR Community Forum and Board. Created a research report on the compensation practices of other local jurisdictions and Federal Office of Personnel Management.

Provide consultation and training to department management on employee relations, classification and compensation, employment and labor laws, policies and guidelines. Worked with CMS in providing compensation and classification analysis services to DES.

Responsible for conducting employment investigations.

Reviewed, processed and approved Contingent Workers requests. Reviewed and enhanced vendor contracts and process for efficiencies and flexibility of hiring temporary workers.

Sound View Consulting: Seattle, Washington 5/05 – 1/11

Deb Hester & Assoc: Sr. HR Consultant:

Sourcing Researchers, Account Coordinators, Executives, Managers, and Directors for 2 clients

Recruited Flash Developers, DBAs, Sales Representatives, Sales Managers, Field Sales Representatives, QA, Microsoft SDEs and SDETs approximately 700 openings.

Clients included IVY Marketing Group, Aquantive, Washington Mutual, Avenue A, Razor Fish, Atlas, Seven Simple Machines, T-Mobile, etc.

Developed screening tools and forms for various positions and hiring process

Veritas Financial Services: Director of Human Resources

Building the infrastructure for the company including business plan, mission, vision, values, budget, etc.

Developing a strategic growth plan for the company

Responsible for building HR infrastructure including recruitment, hiring, training, career ladders, compensation, and job performance processes, policies, programs and guidelines

Responsible for hiring staff for all open position and providing generalist support to 23 employees

Defining, maintain and measuring quality standards for various products and services

Cherry Hill Montessori School: Human Resources Director

Responsible for all fund raising, public relations, HR, operations and capital initiatives & projects

Developed all HR policies, procedures and guidelines, including recruitment, training, benefits, performance management and employee relations. Implemented a 401K retirement plan

Provided both recruiting and generalist support to 33 employees of the organization

Procured eRate funding for the school. Responsible for upgrading and enhancement of technology infrastructure per defined requirements

Organized all fundraising events and activities and developed PR and marketing campaigns

Organized annual UN Millennium Development Goals and annual Speaker Series events in partnership with University of Washington and World Affairs Council.

Created project plan for the, largest annual event of the school, Summer Carnival. The 2009 Carnival generated the largest revenue in its 22 years history.

Responsible for commercial development of school property and upgrading outdated systems

Seven Simple Machines: Director of Business Development

Managed all sales, marketing, and public relations initiatives and planned annual budget for the department.

Developed Sales methodology and Workflow Process. Developed funnel and lead generation processes along with establishing a client selection process. Selected and Implemented a CRM system.

Established a marketing budget. Created marketing collaterals and case studies. Created and distributed press releases

Screened and selected vendors for retooling and renovation of company website. Responsible for vendor management and negotiations.

Evaluated, selected, and managed 3rd party relations with staffing and professional services firms

To engender a “culture of giving”, established a Selection Committee to review and select community initiatives to support. Established programs for employee participation in community development initiatives. Established memberships with well known local community, commerce, and technology professional associations to support company public relations initiatives

Harvey Nash: Sr. Business Development Officer

Managed the entire sales and recruitment cycle for 18 clients

Researched, contacted, and qualified large clients to establish new channels of revenue

Kept up-to-date about competition and industry trends

Identified and implemented client solutions per their requirements

Articulated and positioned full spectrum services and solutions to key departmental decision makers

Proposed and closed engagements that met total revenue growth (sale and annuity), profit, and customer satisfaction goals consistently

Medio Systems: Sr. HR Consultant

Developed Compensation and Career Ladder Structure for Medio Systems, Inc.

Conducted job evaluations, job classifications, market research and employee & executive interviews

Rolled out the new compensation program and completed a review

Employment & Career Development Division 02/10 – 5/10

Administrator, Lakewood

Provided leadership and management of Lakewood, Puyallup, Pierce South and Pierce Northwest WorkSource units and Co-Lo Worksource Specialists located at American Lake, Pierce, Bates, and Clover Park Community Colleges. Developed, maintained, and submitted quarterly budgets for the organization.

Managed an organization that included 3 Supervisors overseeing WorkFirst, Front-end, and Back-end operations and 37 employees.

Ensured employees management and process implementation were in compliance with CBA. Managed relationship with Shop Steward

Responsible for day-to-day delivery of quality job seeker services by supporting staff, collaborating with partners, being accountable to the community and ensuring quality customer service

Managed the delivery of Labor Exchange, WorkFirst, Unemployment Insurance Re-employment, Veteran Programs, and Trade Adjustment Assistance services

Charted the direction for the area by setting short and long-term goals and establishing priorities

Trained, coached, mentored, and developed employees in order to meet the needs of the organization. Trained various staff members on Word, Excel, and Outlook

Created a standard and consistent customer experience by aligning customer flow with established standards

Implemented “Continuous Engagement” model to ensure successful return of claimants to employment.

Responsible for process improvement of service delivery systems and internal personnel practices. Created and implemented Staff Call-in practice; process check-lists; Second language Reference tool, and quarterly assessment forms & reports

Improved the delivery of JSRs, PBRs, Resource Room services, Skills & Resume training, and Job Club, Job Hunter, & Key Train workshops by implementing customer surveys and facilitator evaluation forms. Developed a PC Skills Training class to address the needs of unskilled customers

Generated weekly performance reports and developing business-cases for affiliate’s needs

Upgraded the facilities by installing wire channels to avoid hazardous situation, TV monitors, projector screens, signage, smartboards, defibulator, etc. for both employee and customer education and use

Installed a suggestion box and created a process to engage employees in order to encourage and embrace a high-performing culture

The Cobalt Group Inc: Seattle, Washington 6/00 – 11/04

Sr. HR Manager: 6/01 – 11/04

Generalist and recruiting responsibilities for 14 technical and operations client groups

Managed and mentored a team of 8-13 recruiters, generalists, and front desk staff. Established and maintained a nimble and responsive team structure to increase effectiveness and efficiencies. Established and managed performance goals and metrics and conducted performance reviews for the team.

As a Generalist, my responsibilities include:

Employee Relations: Investigate employee concerns; provide conflict resolution, coach/counsel employees and managers on performance issues. career development, and career counseling

Provided guidance to all levels of management and employees on various HR issues including vacation policies, FMLA, COBRA, 401K, benefits, payroll, ADA, employee retention, terminations, etc.

Ensured compliance with local, state and federal laws in all areas of Human Resources.

Provided Hiring Manager Training to anywhere from 5 to 50+ managers on all HR policies, procedures, and programs, including sexual harassment policy.

Provided Interviewer Training to anywhere from 10 to 150 employees on interviewing strategies and skills evaluation techniques.

Acted as a strategic business partner to management while embracing front-line employee advocacy

Developed and implemented Employee Satisfaction & Retention programs. Developed quarterly reporting systems for it

Practiced safety conscious behaviors in all operational processes and procedures

Created processes and channels for employees to give feedbacks on variety of issues safely and securely

Developed forms and process to collect feedback on employees’ performance, make professional development recommendations based on the data, and incorporate this information in employee’s career development plan

Developed job description database and professional development library

Prepared EEO-1 filing and maintained affirmative action data.

Marketed the HR function and provided HR leadership

Projects delivered from inception:

1.Fluid Recruiting Team Model: Created a model that leveraged individual team member’s strengths and allowed the team members to switch roles and respond to environmental changes quickly resulting in meeting critical priorities on time

2.Career Development Program: Designed and developed surveys; conducted focus groups workshop, compiled and analyzed data, developed a pilot, and implement the program

3.New Hire Follow-Up Program: Developed a survey and the process; designed and created a database to generate quarterly reports; and implemented the program.

4.Career Development Rotational Program: For employees to try out other positions within the company. Designed and developed the policy and process of application; tried the pilot with a focus group; and implemented a program covering 60 days of job rotation training.

5.Managers Quarterly Training Program: Collected data from HR members; created the curriculum and materials; piloted the program with HR participants; and implement sessions with managers across the company

6.Cross Geography Best Practices Workshop: Developed this workshop for Cobalt India Office in order to improve communications and to establish standardized business practices. Developed a dictionary of technical lingo for both Indian and American employees to overcome language and cultural barriers

7.YMCA Internship Program: Designed and developed an Internship Program in partnership with YMCA of Greater Seattle. Youth (from challenging family environments) were given a 3 month assignment. Program included on-the-job training. At the end of their tenure and based on their performance, they were offered a full-time position.

Acting Vice President of Human Resource: 04/2002-06/2002 President’s Task Force on Human Development, Islamabad, Pakistan

This project was undertaken to broaden my HR background to include international experience while on a 2 month sabbatical from Cobalt

Employee relations: Investigated employee concerns; provided conflict resolution; coached/counseled employees and management on performance issues

Managed 17 Program Analysts. Provided them resume screening, interviewing, and hiring training; delegated tasks and projects; and created and implemented HR policies and procedures

Created and implemented hiring process, a manual applicant tracking system, and all the tools and forms necessary for the Hiring process

Researched and implemented competitive compensation and benefits program

Identified a preliminary Reward & Recognition program

HR Generalist III/Recruiting Manager: 6/00 – 6/01

Won the Cobalt Heroine Award given annually to top 10 performers

Managed and mentored a Recruiting Team of 6. Established performance goals and metrics. Responsible for hiring new team members

Designed, developed, and implemented the following programs/policies/processes:

1.Hiring Manager Training: Trained management on various HR policies, procedures, and programs

2.Measuring Hiring Effectiveness: Measured effectiveness of the company evaluation process by collecting and analyzing tenure data; and conducting a focus group with “good fit” and “poor fit” employees. Defined recruiting metrics, retention goals, and implemented tools to fill identified gaps

3.Managers Distribution List: Initiated and led the streamlining of Outlook Directory so that all relevant information about each employee was at one’s fingertips. Created an e-mail distribution system

4.System Effectiveness Project: Evaluated HR systems and processes, measured it against HR best practices, developed new processes to increase efficiencies, and provided change management to implement these changes

5.Public Job Description Folder: Developed a job description bank on Outlook containing all job descriptions within Cobalt and was accessible to all employees and managers

6.Reboot Washington Program and Sponsorship: PR and branding campaign for Cobalt

As a Generalist:

Provided input and analysis for key strategic issues and significant HR initiatives, such as the design, development, and implementation of Performance, Compensation, and Retention programs

Ensured Cobalt’s participation in and representation at community outreach programs

Developed and maintained retention programs, such as new hire follow-ups and exit interviews Analyzed and generated reports on monthly basis from these sources

Responsible for employee relations and generalist duties for over 500 employees in various IT, Operations, and Marketing departments across various geographic areas.

As a Recruiting Manager, I managed the whole recruiting lifecycle, from job postings to set-up of new hires. Developed and implemented strategic recruiting plans and goals involving

Database and Internet sourcing strategies. Researched competitors recruiting practices and general industry trends and statistics to refine sourcing and mining strategies

Branding strategies to attract and retain “good fit” candidates

Being an effective gate-keeper for the company to ensure “right fit” candidates are hired

Managed recruitment for subsidiary offices in Austin, Detroit, Columbus, Portland, and Chicago

Managed contract negotiation and 3rd party relationships

Organized sourcing solutions on a company-wide basis, including job fairs, open houses, interview marathons, written ads, etc.

Managed pieces of company’s People Marketing Plan to ensure Cobalt remains “premiere employer of choice”

Drove workforce planning, forecasting, tracking, and reporting on a company-wide basis. Established yearly recruiting budget with V.P. of Human Resources.

Improved HR processes that increased recruiting and placement effectiveness by 23%. Improvements included:

Creating Manager’s and Employee’s resources on company Intranet

Trained hiring managers on recruiting and placement processes, tools, and programs

Provided behavioral-based interview training to interview teams

Pointshare Corporation: Bellevue, Washington 10/99 – 6/00

Sr. Technical Recruiter/Workforce Planning Manager:

Managed and led the Recruitment Department consisting of 3 Recruiters, 1 Employment Coordinator, & 2 Employment Assistants. Solely responsible for mentoring, coaching, hiring, termination, and career development of team members

Designed, developed, and implemented hiring process and provided interviewer training to hiring managers

Designed, developed, and implemented employment advertisement process, Job Fair template and process, and advertisement tracking summary for Ad cost and resume hits

Rolled out Marketing Plan covering People Brand and Tag Line for recruitment and retention purposes

Implemented a Workforce Planning System and company Open House Program

Standardized agency and contract employee on-boarding process

Recruited software engineers, web developers, product and program managers/analyst, QA testers, account managers, sales, and marketing candidates. Filled 52 positions in less than a quarter.

Recruited and filled executive level positions such as V.P. of Technology, Database Service Director, V.P. of Sales, V.P. of Marketing, Regional Directors, etc.

Investigated and resolved work related conflicts, grievances, and issues.

OTHER WORK EXPERIENCE:

8/98 – 10/99 ACS Technology Solutions: Bellevue, Washington

Sr. Technical Recruiter

6/97- 8/98 Microsoft Corporation: Redmond, Washington

Technical Recruiter:

8/91-5/95 Santa Monica College: Santa Monica, California

Lab Supervisor

6/93-9/93 U.S. Congress (through Dale Ride Scholarship): Washington D.C.

Legal Aid Intern

PROFESSIONAL WORKSHOPS & MEMBERSHIPS:

EMA Presentation, Seminars, and Work shops, i.e. “One Question Interview”.

AeA - Management Communications: Tips & Techniques for Business Leaders

NW HR Management Association – Certificate of Association Course

International Quality & Productivity Center – “Finding & Recruiting Passive Job Seekers” and “Recruiting and Staffing Strategies for E-Business”

Perkins Coie LLP – “Building Your Team: Employment Strategies for Hot Web Market

Techies.com – “Building the Largest Trusted Network of Technical Professionals”

Global Corporate University Week – “ Exploring Strategic Directions in Global Markets

Corporate Universities – E-Learning for E-Business”

International Assoc. for Continuing Education & Training – Certificate in Conflict Resolution & Confrontation Management

Contact this candidate