Cheryl Jensen's Email

Site HR Lead @ From January 2014 to Present (2 years) Sr. HR Business Partner/Site HR Manager @ New Prime on the contract at Nasa Ames Research Center. From November 2013 to December 2013 (2 months) Sr. Human Resources Business Partner/Consultant @ Helping to find, grow and retain the remarkable Team members in our IT Infrastructure & Cloud computing group that support Research, IT solutions for our customers at NASA Ames Research Center. Champion of Dell’s culture and values, partnering with our business leaders to help them build their organizations and ensure that the teams are recognized for high performance, innovation and creativity. Whether coaching the clients on how to lead their teams, navigating and resolving employee relations issues or managing programs that help develop our team members, focused on supporting our teams to deliver on our commitments to the customers that rely on our solutions. Hands-on and strategic to provide HR expertise in the areas of employee relations, coaching/development, compensation, conflict mgmt, organizational development and more. Working closely with the management team and team members on people related issues. Initiating and driving HR programs/initiatives within Client organizations. Driving people initiatives with strong communication skills, coaching, and influencing and offer thought-leadership regarding organizational/people related strategy and execution. Support culture that drives innovation and employee engagement. Create and implement effective change leadership plans to enable the organization to thrive through periods of change. Contribute to the design and implementation of the HR strategy in support of near and long-term business goals. Lead departments through core HR programs (e.g., performance mgmt, compensation planning, promotions, etc.). Educate clients on compensation practices, performance review process, organizational design and various mgmt issues. Assist with employee communication initiatives within client groups. Support the implementation of appropriate HR solutions aligned with business direction and implements standardized HR processes at the local level. Provide relevant data and recommendations to guide decision-making. From July 2012 to November 2013 (1 year 5 months) Senior Human Resources Business Partner @ Identified roles and responsibilities to support strategic direction and developed recruiting strategy and process to ensure successful expansion and health of the business. Participate and drive HR projects that include representation across the organization. Provided client with appropriate advice and counsel, ensure that policies and procedures are consistently and equitably applied. Developed Summer Intern Program as a strategic pipeline. Ongoing Participation in college Recruitment and Support of Company Branding Strategies. Introduced behavioral Interviewing and Panel Interviewing Strategy. Launched a new hire onboarding navigator program and an offsite Breakfast meet and greet with Sr. Staff to engage new hires. Partnered with Training and Development to deliver Personnel Policies and Procedure Training to Management as Subject Matter Expert on HR practices. Conducted Human Resources training presentations for HR initiatives to Management. Facilitated Compensation of Banding job structure and market pay processes at the division. Supported, participated in HR move to shared Service center. Participate in Mentoring and Coaching Employee Development Talent Acquisition, full cycle recruiting, Exempt level recruiting including Management and Director level. Driver of Internal growth & development of staff, internal & promotional development and movement. Coordinated Personal Leadership Cohort Program Selection Process. Utilized Gallup Assessment tool to hire Leadership Team, and provided training and support to Management . Participate , Kick off and Support of Employee Engagement Initiatives which support Corporate Hiring and Retention strategies. Provided HR support to Client groups assisting with achieving business goals and objectives. Providing flexible, creative cost effective solutions to achieve objectives. Change Agent and Process Improvement participant. From October 2006 to June 2012 (5 years 9 months) HR Manager @ Accountable for the full spectrum of Human Resources for business units and strategic support for two divisions (450) employee. Served as Human Resources Partner and member of the Senior Leadership Team. Successful HR support for 2 Management teams within two separate business units Effective Role model for company values and demonstrated behavior consistent with organizations culture. Facilitated Change management and Company Culture changes. Effective coordination and delivery of acquisitions, reorganizations, redesign and plant closures. Successful Management coaching for performance improvement. Excellent track record for Recruitment skills and attracting top talent. Communicate philosophies, processes and policies Flexible and able to adapt to constant, change, systems and job duties. Exceptional follow through skills and attention to detail. Six Sigma Support and participation. Coordinated & Delivered Work Share Program to the organization Provided training or contracted with relevant professionals to provide training in the areas of anti-harassment, behavioral interviewing and professional and management development. Delivered Lomingers competency Model and Performance Management System. Consulted with business executives on staff issues, team building, setting and achieving organizational goals. Managed all aspects of staff performance, including, but not limited to, evaluation, discipline and conflict/dispute mediation, all in accordance with state and federal laws. Assessed potential impact to the organization and advised executive team on management of critical issues. Avoided potential employee relations issues through proactive facilitation. Modeled leadership through hands-on involvement in business operations and promotion of open door policy. FSO-Facilities Security Officer From July 1996 to October 2006 (10 years 4 months) Sr. Human Resources Administrator @ Provided HR support (525) employees. Benefits Cobra , Workers Comp, LOA administration. Employee Referral Program. Recruitment and temporary hiring. Coordinate and Participate in Job Fairs. Processed Terminations and transaction input and Maintenance of HRIS system. Workers Compensation Case Management. Organize and coordinate company functions such as company picnics, Holiday and quarter-end celebrations. From January 1994 to January 1997 (3 years 1 month) Sr. Human Resources Assistant @ Provided Corporate HR Support (250) employees. Coordinated: Benefits; Workers Comp, Disability, Medical, Dental, Flex Benefits, 401(k), Stock Purchase Plan, Tuition Reimbursement. Implemented Work Share Program. Non-Exempt recruiting and temporary labor. Conducted Exit Interviews, Maintained HRIS and administered Focal Reviews. Managed corporate apartments, relocations, and Hotel Accounts. Supervised Receptionist and HR Administrator. Support, transfer and relocate international Employees. Update job descriptions and internal job postings. AAP and EEO administration. From January 1989 to January 1992 (3 years 1 month)

Bachelor's degree, Human Resources Management/Personnel Administration, General @ San Jose State UniversityBachelor of Science, Human Resources Management @ San Jose State UniversityAA, Business Administration @ Mission College Cheryl Jensen is skilled in: Strategic Human Resources Leadership, Employee Relations, Recruiting, Human Resources, Workforce Planning, Talent Management, Employee Engagement, Deferred Compensation, HRIS, Talent Acquisition, Personnel Management, Organizational Development, Interviews, Training, Onboarding