Seattle, Washington, United States
Senior HR professional partnering with operations leaders to build safe, engaged, high-performance teams in complex, represented environments. I’ve led HR continuity during extended coverage periods across multiple business units, coached leaders through sensitive ER/CBA issues, and turned culture-survey insights into practical action plans. I facilitate succession planning end-to-end, strengthen manager capability with clear conversation frameworks, and stand up simple metrics that improve follow-through. Colleagues know me for calm judgment, transparent communication, and solutions that balance people, policy, and production. I’m passionate about developing newer HRGs, fostering inclusion, and driving measurable improvements in engagement and performance.
• Served as sole HR Generalist for EDC during 8-week FMLA coverage period, supporting both personal scope (777, 787, Preflight & Delivery, MOSL) and that of a retiring Senior HRG (Paint, 767, Tanker, and Quality). Ensured site-wide continuity of HR support and leadership partnership, upholding Boeing’s safety and quality standards. • Partnered with Directors LeRoy Houston, David Zurinsky, Bill Burk and Lance Ball, providing strategic HR guidance, coaching, and real-time support across manufacturing operations to build trust and ensure accountability. • Led two full succession planning cycles with directors; independently facilitated the second to identify key talent and align leadership pipelines. Demonstrated ownership by driving the process from planning to execution. • Interpreted and actioned Boeing Culture Survey data, coaching leaders to enhance engagement, communication, and inclusion strategies. Modeled people-focused leadership during a time of organizational change. • Co-founded the EDC Culture Engagement Team and led inclusive initiatives like a Wellness Fair with 900+ participants, ensuring all shifts felt represented. Promoted collaboration and belonging across the workforce. • Demonstrated Boeing’s Values and Behaviors daily—prioritizing safety, collaborating respectfully, being accountable, and driving innovation through new cultural programs and talent strategies.
• Support Key HR Functions: Contribute to the delivery and implementation of HR programs, policies, and services in areas such as employee engagement, performance management, and onboarding. • Promote Equity, Diversity, and Inclusion: Foster a culture centered on equity, diversity, and inclusion, ensuring a best-in-class employee experience. • Provide Onsite HR Presence: Engage directly with employees onsite to offer real-time HR solutions and support, ensuring active and visible HR involvement. • Leverage HR Metrics: Utilize data and HR metrics to identify trends, develop solutions, and measure the effectiveness of HR initiatives. • Collaborate with Leadership: Work closely with leadership and HR peers to design and execute strategies that align with organizational objectives and promote a positive workplace culture. • Manage Complex HR Challenges: Develop and implement solutions to complex HR issues by referring to established precedents and policies.
• Play a crucial role assisting fellow Soldiers to progress in their Army careers, providing promotion and future training information. • Ensure the necessary support is also provided to commanders across all branches. • Reading, evaluating, and integrating relevant internal and external data and metrics, assists in identifying potential military challenges and providing solutions and recommendations. • Clearly communicates data and concepts to the chain of command with varying levels of understanding and needs. • Assesses soldiers' career goals and qualifications for further assignments, as well as preparing and processing transfer or reassignment requests. • Trained in document preparation, drafting requests, and overseeing official documentation, such as ID cards and tags.
• Partner with site leadership and HRBP Team to align human resources strategy with site/department objectives. • Assist Sr. HRBP in driving systemic organizational and people strategies that are aligned to the business strategy. • Work collaboratively to diagnose manager and employee capability needs and support the development and design of learning and development plans. • Support the implementation of organization effectiveness strategies that develop Blue Origin’s talent pipeline, support leadership development and career development for employees. • Partner with, and coach front-line managers to facilitate organizational and cultural change. Act as a catalyst for building Organizational Effectiveness within the business. • Assist in building management capability to facilitate an open, inclusive environment that enables positive employee relations. • Participate in various projects across the assigned client groups such as implementation of annual performance and talent reviews, and various other projects as assigned. • Assist with routine to complex employee relations issues. Conduct effective, thorough, and objective investigations and collaborate with Sr. HRBP and/or HR Director to recommend appropriate action to resolve the issues. • Analyze HR data, identify trends and develop recommendations for solutions. • Help management identify development opportunities to support the upskilling and engagement of frontline employees. • Support the effective integration of HR processes, programs, and practices into daily operations. Align with Blue Origin policies, maintain Federal and State compliance requirements. • Prioritize personal development by remaining current on changes in employment law, legal requirements, and reporting regulations. • Support change management related to the implementation of organizational effectiveness solutions. Participate on project teams supporting implementation of HR programs and initiatives.
• Serve as the support contact for Amazon employees with questions about their time away from work due to illness or quarantine. • Take ownership of employee contacts ensuring that each contact is accepted and resolved with a high degree of customer focus. • Build customer trust by empathetic handling of sensitive issues. • Resolve queries by referring to documentation such as frequently asked questions and standard operating procedures and escalate when these cannot be resolved. • Handle customer absence claims end to end and contact customers to inform them of the resolution, when appropriate. • Assess new claims and make accurate classifications about the type of absence required. • Contact employees as needed and keep them updated on the status of their claim. • Navigate ambiguous claim requests and apply good judgment about how to apply policy and regulations to the case in question.
• Recruiting and interviewing candidates for new positions. • Maintain current employee paperwork within two business days. • Assist candidates with completing their onboarding process and answering any questions or concerns they may have. • Develops, maintains, and administers the company's wealth and health program. • Enforcing OSHA and Washington's labor and employment laws. • Inform and assist employees with the company's benefits program.