HUMAN RESOURCES (HR) GENERALIST LEAD

Highly motivated, strategic, and engaging thought leader and business partner. Expertise includes designing, communicating, implementing, and managing competitive and creative solutions based on a holistic view of the organization and its effectiveness in integrating interactions between people, processes, technology, information, and culture. Ensures programs align with the strategic business direction. Trusted advisor and coach to business leaders. Demonstrated expertise in translating business strategy to talent management solutions for the entire employee life cycle. Effectively consults and collaborates with cross-functional teams to deliver exceptional results. Skills include:

HR Business Partnerships HR Operations HR Systems - Workday Employment Law Employee Relations (ER)

Workforce Planning Change Management Talent Management Leadership Development

Leadership Coaching Organizational Development Performance Management Compensation Management

Data-Driven Decision-Making Conflict Resolution Skills Customer Service

Excellent Written and Verbal Communication Attention to Detail Microsoft Office Suite

RECENT EXPERIENCE:

USAA, SAN ANTONIO, TX 3/2011 – 6/2022

Director, Strategic Change Management (5/2019 – 6/2022)

Managed an enterprise-wide portfolio of programs and successfully led significant transformations, including organizational redesigns, transformative culture initiatives, and strategic corporate divestitures. Educated project teams, key stakeholders, and business leaders on change strategy, integration, and adoption methods.

Inspired high-performing teams that successfully achieved goals in a fast-paced environment.

Coached and influenced senior executives to lead change by understanding business imperatives and human-centered dynamics.

Achieved eight successive quarters of 100% compliance with change management and risk mitigation protocols, improved employee engagement scores, and increased change adoption.

Special Assignment - DEIB Program Manager: Life Company (7/2020 – 2/2022)

Developed the DEIB strategy for USAA’s life and health insurance line of business using data and analytics. Managed Life Company DEIB and culture program development and governance; collaborated with Diversity Business Group leaders in delivering Life Company programs.

Ensured alignment with Enterprise strategic business priorities; operationalized DEIB strategies into tactical and measurable working plans; managed DEI project teams and working groups.

Led the development of targeted DEIB inclusive leadership programs and events that contributed toward a 30% improvement in employee engagement metrics (trust and inclusion) within the Life Company.

Lead Organizational Health & Effectiveness Consultant (3/2018 – 5/2019)

Served as an internal consultant and strategic partner to business leaders; provided subject-matter-expert advice and guidance to manage complex OE/OD-related issues successfully.

Diagnosed, designed, and recommended strategies, solutions, and tactics that increased organizational effectiveness and enabled business leaders to achieve company goals and strategies.

Implemented, communicated, and integrated Organizational Effectiveness methods, tools, and operational rigor within HR and other Enterprise support functions (i.e., process engineering, change management, organizational design) to build OE competencies across the Enterprise.

Methodically built and nurtured culture enhancement programs that drove engagement, development, and high performance at individual and organizational levels.

Lead Human Resources Business Partner (10/2014 – 3/2018)

Established strategic partnerships with business leaders, their teams, and critical partner teams across the HR function. Managed all HR business for the Enterprise Strategy and Marketing division; provided HR expertise, coaching, counseling, consulting, mentoring, and influence, enabling leaders to deliver their strategic people plan effectively. Ensured delivery and implementation of HR solutions.

Collaborated with business leaders to develop HR strategies aligned with enterprise strategic goals using market trends and best practices, data analysis, and business insights.

Led organizational design and change management projects; managed the messaging and launch of HR-related communications.

Implemented HR initiatives, programs, and process design; ensured programs remained compliant with employment and labor law. Guided leaders and teams through the adoption and execution of critical HR activities that spanned the employee lifecycle. Partnered with CEOs to recommend solutions to HR issues.

Identified, elevated, and influenced the adoption of best HR practices to foster inclusive leadership that increased employee engagement and improved employee retention and performance.

Lead Project-Program Manager, Compensation (10/2013 – 10/2014)

Successfully led and managed cyclical enterprise-wide compensation projects such as the annual pay equity analysis, executive pay review, performance and pay cycle, and the job evaluation and market benchmarking initiative.

Consistently improved processes and efficiencies, as identified from prior cycle program outcomes and insights.

Director, Compensation (3/2012 – 10/2013)

Led a team of professionals who administered all compensation-related activities in support of business operations for a designated line of business within the Enterprise. Exceeded goals consistently.

Raised the standard of service provided to internal clients by anticipating business needs and developing strategic solutions.

Instituted process improvements and innovative solutions, which reduced costs and resulted in an 80% reduction in salary administration process cycle time; decreased year-over-year equity pay adjustments by 50%.

Developed “go-to-market” compensation strategies that supported business goals and aligned with the company’s mission, vision, and values; prepared and conducted senior leadership briefings.

Senior Compensation Advisor (3/2011 – 3/2012)

Served as a subject-matter-expert advisor to wealth management and contact center leadership on developing division-specific compensation strategies and action plans to improve specific Key Performance Indicators.

Key outputs included job design initiatives, execution of cyclical compensation activities, design of recognition and incentive programs, and development of solutions supporting talent management and progression activities.

WebMD HEALTH CORPORATION, NEW YORK, NY 9/2005 – 3/2011

Director, Compensation & Performance Management

Designed, implemented, communicated, and flawlessly executed compensation and performance management programs, policies, procedures, and systems, which increased leadership’s annual performance management compliance from 86% to 98%.

EDUCATION

Master of Science (Ph.D.), I/O Psychology (in progress) – Walden University, Minneapolis, MN

Master of Arts (MA), Education – New York University, New York, NY

Bachelor of Arts (BA), Psychology – New York University, New York, NY

AWARDS RECOGNITION

2021 USAA Culture Ambassador

2021 USAA Game Change

CERTIFICATIONS CREDENTIALS

SPHR – in progress

Certified Diversity Professional

Certified SAFe Scaled Agile Practitioner

Certified Change Management Professional

Certified Professional Coach

Certified Human Capital Strategist

Six Sigma Green Belt

Achieve Global Leadership Training Facilitator

Energy Leadership Index Master Practitioner

Korn Ferry Leadership Architect 101

Hogan Assessment Certification

PROFESSIONAL AFFILIATIONS MEMBERSHIPS

Association of Change Management Professionals, 8/2017 - Present

International Coaching Federation, 9/2015 – Present

National Diversity Council, 11/2020 - Present

Society of Human Resources Management, 1/1995 – Present

Society for Industrial and Organizational Psychology, 10/2021 - Present

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