Dec 2024 – Jan 2026 · 1 yr 1 mo

• Graphio's tech analyzes employee performance by assessing potential, identifying high-potential individuals, and predicting flight risks - all based on events data without accessing private content, messages, or any sensitive information.
• Graphio's recommended usage scenario is to empower employees by giving them access to personalized insights, highlighting their strengths, areas for growth, and unique qualities (their personal SWOT). Leaders, HR, and managers, in turn, receive updates on positive progress and achievements - fostering support rather than surveillance.

Sep 2022 – May 2023 · 8 mos · Austin, Texas, United States

• Led a team of Talent (HR) Business Partners who provided strategic HR support across YETI's Sales, Marketing, Product, R&D, Operations & Supply Chain functions
• Served as a trusted business partner and advisor to C-suite executives and senior leaders; offered thoughtful feedback, coaching, and recommended talent solutions
• Developed talent strategies in alignment with organizational strategic priorities and goals that enabled the business to operate more effectively

Apr 2021 – Sep 2022 · 1 yr 5 mos · Austin, Texas, United States

• Provided strategic HR support across YETI's Sales and Marketing functions in addition to leading a team of Talent (HR) Business Partners
• Oversaw critical talent initiatives, including workforce planning, talent review, compensation, promotion and succession planning, incentive design and employee relations
• Led return to work efforts following COVID-19 pandemic, including partial workforce shift to permanent remote working environment

Jun 2018 – Apr 2021 · 2 yrs 10 mos

• Operated as an internal business consultant to various executives within Fortune 500 Super Regional bank (NYSE: RF)
• Detected process improvement opportunities and guided multiple teams through transformational change using Six Sigma and Agile methodologies
• Identified and oversaw implementation of at least $1.5M in annual cost savings and/or revenue generating initiatives

Jul 2017 – Jun 2018 · 11 mos

• Served in a dual-role
• Compensation Analyst
• Provided consultative services to HR and bank leadership to create and maintain best in class total rewards programs
• Proactively identified compensation and internal equity issues across the organization and provided data driven, option-based guidance to address and resolve
• Served as a Compensation SME on major bank-wide initiatives, including retail network role redesign impacting 9,000+ branch employees
• HR Emerging Talent Program Manager
• Designed comprehensive HR rotational and project-based training curriculums for incoming HR talent
• Oversaw campus recruitment efforts, hiring, and onboarding process for HR Emerging Talent and Intern program
• Led, coached, and mentored entry level HR professionals and interns

May 2016 – Jun 2017 · 1 yr 1 mo

• Consulted with Contact Center leaders on various topics including recruitment, employee conduct, performance management, associate engagement, training, compensation, LOA, and organizational design
• Leveraged Workday and Visier to identify trends and develop strategic insights for workforce decision making
• Facilitated creation of individual development plans and coordinated succession planning efforts
• Investigated associate grievances and resolved according to HR laws, regulations, and Regions’ policies/procedures

Jul 2013 – May 2016 · 2 yrs 10 mos

• The Management Associate Program is unique as it allows associates to learn about the entire banking operation before entering a specific division. As an HR Management Associate, division-specific training consists of rotations throughout various departments at Regions before being placed into a specific role within Human Resources.
• Job rotations included:
• Strategic Execution & Six Sigma
• Wealth Management HR
• Geography/Regional HR
• Compensation
• Corporate HR Support
• Learning & Development

May 2012 – Jul 2012 · 2 mos