Talent Management Human Resources

Tia Hamid, M.A., SPHR

Seattle, WA · 704-***-**** · ***.*****@*****.*** · LinkedIn Profile

PROFESSIONAL PROFILE

Strategic and Transformational Executive with 25+ years of leadership experience across HR, Talent Management, Learning & Development, and Organizational Design and Effectiveness directing high-performing cultures at highly matrixed and complex Fortune 50 organizations (Amazon and Bank of America) with extensive experience with C- Suite and Board-level executives. Global leader with proven track record of leading multi-functional teams across North America, Latin America, Europe, and Asia Pacific, leveraging innovative human capital strategies to lead and create executable plans that drive talent attraction, development, retention, and organizational transformation through varied economic cycles.

Expertise and Accomplishments include:

• Strategic Leadership: Led strategic initiatives in big tech, healthcare, and finance by articulating organizational effectiveness and employee engagement strategies, designing 3 year learning roadmaps with real time metrics, boosting skills acquisition by 38%, and building global talent strategies to support international expansion.

• Talent Management: Streamlined enterprise wide talent management by digitizing profiles, creating an internal talent marketplace for global expansion, and implementing high potential feedback programs that consistently delivered 90% internal promotions and a 30% reduction in turnover.

• Succession Planning: Devised and executed strategic succession planning by introducing comprehensive bench metrics and strategies that reduced leadership vacancies by 25%, enhancing high potential retention by 15% with leadership programs that increased internal promotions and decreased turnover.

• Talent Development: Innovated talent development by introducing gamified learning that boosted engagement by 127%, migrated LMS to enhance training by 35%, redesigned onboarding to accelerate productivity and reduce attrition with significant cost savings, and revamped modules to increase completion rates by 50%.

• Employee Experience: Enhanced employee experience by implementing a strategic diversity plan that increased minority and women hiring by 18%, developing a validated competency framework, overhauling job descriptions for lifecycle impact, and creating a DEI e learning course with 95% completion.

• Collaboration & Partnerships: Tapped by the head of HR to successfully lead major efforts at Amazon to centralize Centers of Excellence across multiple functions (Talent Management and L&D), partnered across HR to streamline onboarding to reduce tasks by 65% and save 18 hours per hire, cultivated global partnerships across Talent Acquisition, DEI, Legal, and led the development of a first-ever joint program with Amazon and the Society of Human Resources Management (SHRM).

• Change & Innovation Leadership: Implemented change initiatives by delivering comprehensive management training that boosted leadership capability by 13%, developed high engagement self service tools for HR, managed reductions-in-force during economic contractions, and created an award winning executive leadership program that enhanced bench strength post financial crisis.

• Performance & Outcome Measurement: Leveraged data and research science to integrate clear performance metrics and outcome measures across initiatives, ensuring alignment with long term business objectives while quantifying improvements in engagement, promotion rates, and operational cost savings.

• Certifications and Tools: Senior Professional in Human Resources (SPHR), Generative AI for Leaders, Hogan, MBTI, Big 5 NEO, FIRO-B, Emotional Intelligence (EQ), Crucial Conversations®, Benchmarks 360º Assessment EDUCATION

Master of Arts in Industrial/Organizational Psychology (GPA: 3.9), University of North Carolina at Charlotte Bachelor of Arts in Psychology and Exercise & Sports Science, University of North Carolina at Chapel Hill PROFESSIONAL EXPERIENCE

Amazon, Seattle, WA Jul 2016 – Apr 2025

Listed #2 on the Fortune 500 with an employee base of 1.5M+, with dedicated online marketplaces in 22 countries but shipping to over 100 countries and regions, with $638 billion in net revenue and $59.2 billion in net income in 2024. Director, Global Operations PXT (HR) Academy Oct 2022 – Apr 2025 Director, Head of Talent Management and Org Effectiveness for WW Consumer Dec 2020 – Oct 2022 Head of Talent Management for Core Consumer Oct 2020 – Dec 2020 Head of Talent Management for International Consumer and Kindle Content May 2018 – Oct 2020 Head of HR, Amazon Marketplace Business Jul 2016 – May 2018 Tia Hamid – SPHR Page 2

Amazon (Duties and Accomplishments)

• Reported two layers from the CHRO and managed a global team of 80 talent management and organizational effectiveness professionals supporting the WW Consumer and WW Operations in the largest division at Amazon

(~1M+ employees, 85% of Amazon’s workforce) across 38 countries.

• Directed the 3-year global talent strategy supporting a 20+ SVP, or C-suite level executive leadership team, during a period of explosive growth in that division from $263B to $356B (35%) and the company’s expansion into new international markets.

• Established Amazon’s first-ever HR Academy by managing 45 Learning & Development professionals with a $10M budget, thereby enhancing training delivery for Amazon’s largest HR teams of approximately 11,000 professionals worldwide by establishing a 3-year learning roadmap that boosted skills acquisition by 38%.

• Directed a data driven talent strategy for Amazon’s International Consumer business across 38 countries, supporting 25K employees and 2 SVPs for 5 divisions across North America, Latin America, Europe, Middle East, and AsiaPac.

• Developed an internal talent marketplace to facilitate mobility opportunities and match internal talent to infuse retail knowledge to launch new international launches in Australia, Netherlands, Brazil, Turkey, and Poland.

• Designed and implemented a new onboarding training program that reduced time to productivity by 25%, 14% higher job satisfaction, and 6% lower attrition, resulting in $1.3M in cost savings.

• Saved $166K in logistic expenses year-over-year via cost reduction audit and operational efficiency measures. Bank of America / Merrill Lynch, New York, NY Aug 2006 – Jul 2016 Ranked #38 on the Fortune 500 with an employee base of approximately 213K employees serving clients through operations across the US and more than 35 countries, with approximately 69M consumer and small business clients with approximately 3,700 retail financial centers, and digital banking with approximately 59M verified digital users. Senior Vice President, Learning & Leadership Development Executive Feb 2009 – Jul 2016 Vice President Human Resources Feb 2007 – Feb 2009 Vice President, Learning & Performance Improvement Aug 2006 – Feb 2007

• Supported the Chief Credit Risk Officer (CCRO) for Bank of America / Merrill Lynch.

• Developed and implemented a leadership development program that resulted in a 15% increase in internal promotions and a 10% reduction in turnover among high-potential leaders.

• Achieved an 18% increase in minority and women hiring by partnering with leadership to design and implement a strategic talent plan focused on acquisition, performance, promotion, and succession planning.

• Executed large-scale reductions-in-force during the economic crisis as an HR leader during 2008-2009 and provided change management and strategic support to senior leaders in technology and operations.

• Designed comprehensive solutions that sustained key business requirements and aligned with both short- and long- term talent and business objectives.

• Developed training program curricula that incorporated adult learning principles, agendas, learning objectives, training transfer, experiential activities, and evaluation metrics. Atrium Health, Charlotte NC Jan 2001 – Aug 2006

Atrium Health (formerly Carolinas HealthCare System) is the third-largest health system in the United States, with over 60K employees spread across more than 900 care facilities, including 45 hospitals, outpatient clinics, physician practices, and home health services.

Head of Organizational Development May 2002 – Aug 2006 Organizational Development Consultant Jan 2001 – Apr 2002

• Led the Organizational Development function for the country’s third largest, vertically integrated healthcare system and its integrated facilities, including hospitals, urgent cares, long-term care facilities, and physician practices.

• Led a team that provided assessment and consultative services for departments including vision and mission building, leadership and employee development, team building, strategic planning, and business process reengineering.

• Partnered with the SVP of Human Resources to develop a succession planning tool for system leaders and an in- house certificate program for system managers.

• Designed and delivered a large-group intervention for eight physician practices, resulting in a 25% improvement in employee involvement and a 40% increase in morale.

• Managed the Organizational Development budget and supervised a team of OD professionals.

• Conducted departmental assessments by developing, administering, and analyzing diagnostic interviews, job/task analysis interviews, focus groups, and employee opinion surveys.

• Developed and facilitated human process, technostructure, and strategic interventions, including process consultation, business process reengineering, work redesign, and initiatives to enhance employee involvement.

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