Specialties: leadership, change, innovation, processes, employee relations, human resources, microsoft excel, recruiting, safety, training development

Total Remuneration Analyst - Project Management @ - Provide compensation analysis, organization design, policy evaluation, benefits design and negotiation, and job design support for 2,000 employees in the U.S., Brazil, France, Netherlands, Germany, China, and Japan. - Reduce process costs by managing continuous improvement projects within the total remuneration function, coordinating resources and knowledge from the global HR function. From July 2015 to Present (6 months) Houston, Texas AreaStrategy Analyst @ - Provide strategic analysis to the executive suite regarding the oil and energy industries, geopolitical environment, and competitor trends. - Lead management of change for a project team engaged in a competitor intelligence initiative including executives, managers, and strategy subject matter experts across all organizations. From January 2015 to July 2015 (7 months) San Francisco Bay AreaHR & Organization Capability Project Manager @ - Manage a five-member project team to develop and implement a low-cost data management strategy and tool for processing 1100 highly complex and dynamic visas requests annually. - Manage a four-member project team to develop and implement strategy for reducing average fill-time of open positions from 270 to 100 days by improving data accuracy, monitoring tools, and leveraging available HRIS resources. - Developed and implemented a nationalization strategy for 700 expatriate positions. - Coached and trained managers, supervisors, and individual contributors in problem solving, work management, and analysis - including tools such as MS Excel and Access. From June 2014 to December 2014 (7 months) HR Business Partner @ HR support for 400 employees including workforce development, compliance, compensation, recruiting, policies, and performance. •Manage an international and cross-functional project team to develop Canadian HR policies impacting 200 employees. •Lead a global competitive HR practices study and present results to VP of HR and HR leadership by partnering with 22 subject matter experts, analyzing 24 external reports and engaging stakeholders at all levels •Participate in union negotiation and develop represented employee discipline policy for 130 represented employees. From May 2013 to June 2014 (1 year 2 months) HR Development Program Intern @ Built 12 tools supporting policy review governing a USD 4.15 billion expatriate program including detailed cost analysis, demographic surveys, exchange rate fluctuations and market data syntheses. From May 2012 to August 2012 (4 months) Human Resources Administrator @ General HR for 100 hourly and professional employees in multiple locations: productivity, employee relations, recruiting, compensation, benefits, HIPPA, FMLA, FLSA, EEO and OSHA compliance •Increased productivity 35% by coaching managers on analysis and changing processes to adjust to constraints •Eliminated 60% of injury costs by changing the safety culture through gap analysis, strategic planning, gaining buy-in, coaching, training and consistent execution to increase accountability and focus on results •Reduced turnover 58%, training time 30% by developing and executing new coaching and management processes From April 2007 to August 2011 (4 years 5 months) Human Resources Contractor @ High volume recruiting •Increased department efficiency 25% on contract labor hiring decisions by developing an improved process •Hired 70 people per week with 30% above average retention by analyzing and adapting to hiring trends From December 2006 to April 2007 (5 months) Human Resources Specialist Intern @ Compensation analyst •Improved productivity 854% and improved quality by identifying and eliminating bottlenecks using process maps •Achieved 12% reduction in employee relations issues by negotiating close of internal audits through job analysis, establishing benchmarks and increased communication among stakeholders From May 2006 to August 2006 (4 months) Human Resources Intern @ General HR duties with an emphasis on employee relations and recruiting •Delivered engagement survey 60% under budget as a key part of winning Utah Top Employer ranking From May 2005 to August 2005 (4 months)

MBA, OB/HR @ Brigham Young University From 2011 to 2013 BS, Human Development @ Brigham Young University From 2000 to 2006 Bohdan Rohbock, SPHR is skilled in: Workforce Management, Workforce Development, Workflow Analysis, Employee Relations, Employment Law, Recruitment/Retention, Excel, Benefits, FMLA, Organizational Development, Microsoft Excel, Employee Benefits, Recruiting, Information Systems, Leadership