Global HR and Employee Relations Executive

Lead enterprise HR Operations, Employee Relations, and Shared Services for more than 3,500 employees across North America. Stabilized the HR Service Center and HR Advisor functions following organizational disruption by establishing governance, performance standards, and scalable operating models.

Improved SLA compliance by 7% and first-contact resolution by 13 points in under two quarters. Built SOP and policy governance frameworks, implemented compliance and audit tracking, led workforce-event response, and designed a future-state HR technology roadmap focused on automation, dashboards, AI-enabled workflows, and scalable service delivery.

Designed and executed a global employee relations strategy focused on international employment-law compliance and an inclusive workplace culture.

Advised senior leadership and legal counsel on complex employee issues and escalations across multiple regions. Led HR needs assessments, policy development, and data-driven analysis to identify trends, mitigate risk, and strengthen employee relations practices.

Led development and execution of the AskHR service model for 300,000+ global employees, integrating performance management, people operations, and change initiatives. Built and managed a team of more than 200 HR professionals across 17 global delivery centers providing 24/7/365 support.

Delivered $500,000 in annual cost savings and reduced labor hours by 5,000 through automated HR workflows. Led an HR spinoff supporting Kyndryl, reduced headcount requirements by 35%, reduced resolution time by approximately 80%, increased NPS by approximately 44%, and digitized 40 million documents.

Redefined and led the global employee relations operating model, aligning ER strategy with organizational values, leadership accountability, and regional consistency.

Implemented global governance standards and reporting mechanisms to improve legal compliance and data-driven decision-making. Reduced concerns raised by and against C-suite leaders by 18% over 12 months and created a CHRO dashboard covering headcount, attrition, diversity, internal mobility, and ER trends.

Transformed employee relations workflows and case management using agile methodologies, design thinking, and productivity analytics to improve employee experience and operational efficiency.

Launched a global training channel and educational materials that upskilled more than 6,000 HR professionals on non-inclusion concerns. Created IBM's global Talk it Over service, established new approaches to bullying and harassment, and implemented automated case tracking with real-time claim-status updates.

Provided strategic HR leadership for IBM's international sales organization of 5,000 employees and a 1,000-person global startup ecosystem team formed through acquisitions. Delivered matrix leadership to up to 30 HR Business Partners.

Aligned workforce strategy, organizational effectiveness, and talent priorities across functions. Designed engagement toolkits for senior leaders, contributing to an 18% increase in engagement scores, and implemented talent development and internal mobility programs that improved role alignment and workforce performance by 12%.

Advised senior executives, including leaders in CIO, Digital Marketing, and Corporate Citizenship organizations, on global workforce development, talent strategy, and productivity solutions.

Coached leaders through workshops and individual sessions, supporting an 18% increase in talent retention across key business units. Led transformation of five senior leader roles overseeing 6,000 employees and a $500M budget through organizational design, agile methods, location strategy, and chatbot automation.

Led executive succession planning for a 60,000-employee organization. Facilitated senior executive talent reviews, assessed successor readiness, identified leadership gaps, and strengthened leadership continuity.

Supported the development of executive talent pipelines by aligning succession processes with organizational needs and leadership development priorities.

Master of Business Administration (MBA).

Bachelor of Science in Business Management & Administration.

Employee Relations and Investigations certification.

SHRM-SCP certification.

Certified Professional Coach (CPC).

Master Practitioner certification.