Human Resources Business Partner

ROBERTA HERNANDEZ

*******@***-********.*** 628-***-****

OVERVIEW: Innovative and trusted business advisor who can balance business and employee needs. Position People & Culture as vital strategic partners by promoting a “Team First” concept with personal and team accountability. Identify, coach, and mentor high-performance contributors to drive change for people, processes, and products to meet business realities and create a more collaborative and inclusive culture. Champion of change and innovation with a proven track record in streamlining and automating processes.

CORE COMPETENCIES: HR Strategic Planning & Execution; Culture, Diversity & Inclusion; Talent & Leadership Development; Executive Coaching & Succession Planning; Workforce Planning, Data Driven HR Analytics; Learning Management Strategies; HR Business Operations Alignment

PROFESSIONAL EXPERIENCE

RLH Advisors, LLC, New Jersey June 2024

Consultant, Owner

https://rlh-advisors.org

RLH Advisors specializes in providing tailored human resources services and solutions to small and medium-sized organizations to meet the challenges of today’s business environment. We can serve as an extension of your Human Resources team for project-based work or function as your HR department, as we understand that businesses often lack the time, expertise, or resources to address HR challenges effectively.

At RLH Advisors, we sincerely believe in the power of collaboration. We don't just work for companies; we work with them to deliver value-added initiatives. This approach ensures leaders and organizations have a strong foundation for sustainable growth. We focus on creating HR infrastructure or refining existing structures with a customized solution, always in close collaboration with our clients. This emphasis on collaboration fosters a sense of unity and teamwork, making our clients an integral part of the process.

At RLH Advisors, we offer a wide range of services to meet the diverse needs of our clients. Our services include Executive Search, Recruitment, Investigations, Employee Relations, Coaching, HR Technology Solutions, Workforce Planning, Compensation, Benefits Strategy, HR Process Efficiencies, Compliance Audits, Change Management and restructuring, and Mergers and acquisitions. Whatever your HR needs, we have the expertise to help.

ESL FACEIT Group, New York April 2021 - August 2023

Senior Vice President, People & Culture

ESL FACEIT Group is an eSports company with three areas of focus: 1) Production of live arena events, 2) Festivals focused on gaming communities, and 3) Online digital gaming platform.

Refocused and aligned human resources as a strategic business partner. With a focus on creating and executing human capital strategies to strengthen and align the HR function for immediate and long-term support to the business strategy in the areas of culture, diversity & inclusion, talent acquisition, and learning, training & development. Manage a People & Culture strategy for a complex global organization with employees in over 56 countries.

●Partnered with executives and global leaders on implementing strategic and innovative solutions to support the growth and transformation of the global organization across 13 countries, 2 mergers, and nearly tripling the organization's size.

●Transformed the People & Culture team from local administrators to global strategic business partners, collaborating with managers on all talent topics. Solidified HR’s role and reputation as a strategic business partner that sets the stage for future organizational success.

●Developed, executed, and maintained a global compensation strategy that creates a competitive advantage for our teams in a challenging global market.

●Led a10 10-person team to execute the first All General Meeting in Cancun, Mexico; traveled for 900 from over 50 countries, all programming for 3 days, including general meetings, educational seminars, engagement activities, dinners, and entertainment. Also designed all branding and marketing materials.

●Ensure efficient and effective operations of all human resources aspects, including recruiting and retention, compensation/benefits, onboarding, performance management, learning and development, diversity, equity and inclusion, and employee relations.

●Lead and inspire the People team by hiring, retaining, mentoring, and growing high-performing talent.

●Ensure the organization's design and structure continue to reflect the business's priorities and growth strategy in the near and long term.

●Establish global priorities for diversity, equity & inclusion by creating our platform branded as #GGFORALL.

●Built strong, trusted relationships across once-siloed country teams to allow stronger business collaboration across cultures and lines of business.

●Coach the global People & Culture team on effective contributions to see the big picture and focus on the details in diving into the broader global human capital strategy.

●High-performing and engaged team working across diverse cultures to drive business results.

LIVE NATION CLUBS & THEATERS, Los Angeles, CA October 2018 – December 2020

Vice President, Human Resources

Refocused, recalibrated, and aligned human resources as a strategic business partner. With a focus on creating and executing human capital strategies to strengthen and align the HR function for immediate and long-term business goals in culture, diversity & inclusion, talent acquisition and learning, training & development. Report directly to the division president; supervise, train, and coach a team of 8 direct reports and 18 indirect reports.

Earned the trust and respect of senior leaders by providing strategic expertise and counsel to senior leaders directly and through a staff of top-performing HR professionals.

●Designed and implemented a best-in-class human resources organization that benchmarked new business practices adopted by corporations and rolled out across Live Nation, domestically and internationally.

●Transformed the department’s chronically disrespected image to a highly respected world-class corporate business partner with enterprise-wide impact.

●Assembled an HR Data & Analytics team designed to analyze any information related to human capital. Increased HR value as a strategic business partner for business success with the President and senior leaders.

●Served as the visionary in creating an internal human resources and human capital infrastructure, spearheading transformation initiatives, impacting 1,200 corporate employees and 11,000 venue employees to turn around talent acquisition, compensation, training and development, and succession planning.

●Changed the organizational structure and shifted the direction within HR from a daily “fighting fires” model to a proactive, responsive operation. Solidified HR’s role and reputation as a strategic business partner that set the stage for future organizational success.

●Unified the efforts of a previously disparate siloed group of operators across 100+ sites, each with unique environments and needs. Created synergy and cooperation that paved the way for future successful collaborations and business growth.

●Contributed big-picture and detail-focused value to the global HR leadership team by providing innovative direction on broader global human capital initiatives.

●Highly engaged HR team to reduce employee conflict and resolve employee issues successfully within a diverse workforce.

CREDIBLE LABS INC., San Francisco, CA October 2017 – October 2018

Sr. Director, People Operations

Strategically directed all Human Resources functions, including compensation, benefits, talent management, training, employee relations, organizational design, and technology. Designed company equity refresh programs and compensation structure.

●Designed & implemented company equity refresh program and compensation structure

●Spearheading the research, selection, and implementation of new web-based performance management, quarterly goal tracking, HRIS, and payroll systems

●Implemented culture activities: People’s Choice award, spot peer recognition, internship program, new hire announcements, and onboarding plans

●Benefit broker selection and enhancing current benefit offerings to include plan design, implementation of LTD, STD, DCAP, flexible spending & life insurance to attract and retain talent

●Designing a performance management framework

●Restructuring full life cycle recruiting to establish a recruiting strategy with a focus on proficiency and candidate experience

●Implemented company 401(k) plan

●Transitioned immigration services to the local council

●Implemented employee engagement survey tool and launched the first company survey within 2 weeks of implementation

●Establishing company Culture & Engagement group

●Established employee leave of absence process and procedures

●Created crisis management and confidential reporting

ZYNGA, INC., San Francisco, CA March 2014 – June 2017

Sr. Director, HR Operations

Lead the People Operations strategy for total rewards, learning & development, benefits, HR systems & processes, analytics, and diversity. Restructured team to focus on daily tactical matters while improving on our services to build a foundation to enhance our processes for performance management, talent management, and total rewards. Providing leadership and maintaining the daily operations for our global People Operations in a time when our senior leadership role is vacant.

Strategic HR Leadership, HR Operations Management

●Implemented consistent data formats to review and analyze total rewards for assessing retention risks

●Global Workday strategy

●Talent Management process for managers to engage in open dialogue regarding their top and critical talent.

●Enhanced the onboarding experience by developing the first 30-day onboarding plans and creating an award-winning new hire orientation.

●Prepared & presented People Operations board & compensation committee materials;

●Developed global people analytics for reporting to senior leadership and the board of directors

●Benefit Strategy to drive retention and competitive advantage to attract top talent.

●Lead on the White House Tech Inclusion Plan, with an expanded global view of our diversity and inclusion efforts.

●Manage People Operations budgets for all locations: India, Canada, UK, Ireland, and the United States.

HR CONSULTANT, San Francisco, CA August 2017 – October 2017

HR Consultant, Los Angeles, CA January 2014 – April 2014

I specialize in technology start-ups experiencing growth and management changes. I am a strategic partner to CEOs and executive leaders, focusing on employee morale, recruiting processes and procedures, talent pipeline, candidate experience, change management, policy development, and employee relations issues.

RED BULL DISTRIBUTION COMPANY, INC., Santa Monica, CA June 2010 – June 2013

Director, Human Resources (Top Human Resources Role)

Joined the company at a pivotal juncture in its growth to direct HR operations and strategy to support its long-term strategic direction of doubling the Red Bull-owned distribution business. Providing leadership and maintaining the daily operations of the HR function while ensuring that each building is operating at a consistent/optimal level and developing/changing our processes & policies while growing our employee base from 426 employees to over 1,200 at 38 new locations within two years. Currently directing employee engagement, recruiting, management training, talent review, compensation redesign, performance management, and time & labor system implementation.

UNIVERSAL MUSIC GROUP, Santa Monica, CA 1998 – May 2010

Vice President, Human Resources West Coast Operations (various roles)

Responsible for leading HR professionals and administrators supporting corporate services policies/procedures for over 2100 employees across North America.

●Lead for acquisitions, divestitures, outsourcing, and HR projects across North America. (Global telecommunications and IT application outsourcing, Vendor selection and implementation of the talent management system, transitioned employees from NBC Universal, including communications and implementation of time tracking systems).

●Proactive involvement in highly sensitive and complex investigations regarding workplace violence, discrimination and harassment, and employee relations issues.

●Designed and implemented Discrimination & harassment prevention training.

●Developed and maintained corporate policies and employee communications.

●Managed the recruiting and internship team, saving over $1 million annually.

●HR contact for Sarbanes Oxley documentation and testing.

●Managed the development of the human resources process manual.

●Maintained relationships and negotiated rates with human resources vendors for temporary labor, applicant tracking, search engines, independent contractors, unemployment insurance, and compliance posting boards.

COMPUTER SKILLS

Workday & various HR systems

Microsoft Office: Word, Excel, PowerPoint, Outlook

Learning Management Systems

EDUCATION

Southern New Hampshire University – in progress

Cornell University – Strategic Human Resources Leadership

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