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Work Background
ThriventSenior HRBP
Apr. 2024Minneapolis, Minnesota, United States
ComcastSenior Human Resources Manager-West Division
Jan. 2022 - Mar. 2024Virtual/Denver Colorado• Lead the new Competitive Team through foundational teambuilding; including the creation of a mission, vision, values, norms, and branding strategy; to help initiate the forming/storming/norming stages of a new team.
• Proactively anticipates the needs of the business and assists with important initiatives off the ground; leads organizational health and development conversations with business partners. • Demonstrates "OneHR" mindset by ensuring the entire team benefits from contributions, including working together to deliver content, facilitating Insights, partnering on cadence and foundation recommendations, assisting with Retail Labor and other trainings. • Project lead on a division-wide Sales Improvement Plan for the Business Development Group, leading to increase in sales activity by 34% YoY
• Key partner on engagement and development team for the Business Development Group.
• Provide human resource service delivery, guidance and consultation to leaders of an employee population of approximately 100 people assigned to the West Division Office, including Vice Presidents, Directors, Managers, Analysts and Specialists. • Provide indirect support across the six regions and ~5,000 employees in the West Division by partnering with regional Human Resources teams to lead and ensure strategies and initiatives are met. • Partners with business leaders to create plans to improve organizational health and operational excellence. • Supports talent management and leader development, resulting in 80% internal promotions.
• Coordinate recruitment, compliance, benefits, compensation and employee relations activities to maximize employee resources.
ComcastHuman Resources Manager, Twin Cities Region
Jan. 2018 - Mar. 2020St. Paul, MNStrategic support for our Sales & Marketing Organization
ComcastSenior Human Resources Manager
Nov. 2017 - Dec. 2021Twin Cities Region• Provided multi-faceted strategic leadership for the following employee experiences: leadership development, talent management excellence, change management, compensation and organizational changes, performance management, safety and engagement initiatives for five residential sales channels, four+ directors, 30 leaders, and 280+ professional and frontline employees
• Expert at resolving complex issues leveraging logic, HR policy/best practices, empathy, and business/financial impact
• Earned “Connector” Award for West Division Summit HR Awards for first Quarter 2021
• “Excellence in Leadership” Award recipient in first Quarter of 2020
• Lead Sales Career Roadmap initiative; the creation of the first-ever interactive roadmap highlighting progressive, lateral, and cross-functional moves within the Residential Sales & Marketing, Comcast Business, Business Development, and LCOE/SCOE channels
• West Division HR lead on creation and implementation of Retail Time and Attendance policy
• Lead “Red Carpet” retail compensation trial for West Division; key in influence change management strategy and adoption
• Key influencer with leadership development and talent management planning (34 TCR Residential Sales & Marketing promotions for 2021)
• Lead manager/director development work in Residential Sales, leading to 6 Director promotions 2020-2021
• Created “Hidden Gems of Comcast Benefits” – highlighting lucrative benefits Comcast offers- in response to eNPS and focus group feedback • Lead 2021 Retail Engagement Week in partnership with business leaders and HR team members
• Selected to lead Hiring Excellence project in collaboration with division talent team to streamline hiring best practices by establishing “menu” of interview questions and collaborating in hiring timeline
ComcastHuman Resources Manager, Loyalty Center of Excellence
Apr. 2015 - Dec. 2017Minnetonka, MNResponsible for partnering with assigned client organizations and Human Resources team(s) to ensure strategies and initiatives are met. Coordinates recruitment, compliance, benefits, compensation, and employee relations activities to maximize employee resources. Manages team which may include exempt and non-exempt employees. Serves as subject matter expert and provides guidance to employees as required. Develops processes and procedures to drive department efficiencies. Assists in the development and meeting of departmental budget. Counsels, orientates, and trains managers and supervisors on the interpretation and administration of Human Resources policies. Administers Human Resources policies and procedures as they pertain to all employees. - Oversees, handles, and manages employee relations issues. Assists with employee counseling, discipline, and grievance handling. - Recommends new approaches, policies, and procedures to maintain efficient and effective services. - Manages direct reports. Ensures compliance with state, local, and federal guidelines and policies to protect the business and its employees. - Partners with management to ensure strategic HR goals, policies, and programs are aligned with business initiatives. - Administers compensation programs and assists in job analysis, job evaluation, and performance management to ensure compliance with division guidelines. - Consistent exercise of independent judgment and discretion in matters of significance.
TargetHuman Resources Business Partner
Jul. 2011 - Apr. 2015Woodbury, MN• Directly supervise and manage performance of three HR Technicians; provides coaching and development feedback
• Drive operational business results through HR strategies and partnerships • Successfully lead execution of best practices, new programs, and cyclical processes to drive continuous improvement amongst building
• Key partner to senior and mid-level managers; engages in strategic conversations to proactively identify and solve talent, culture and business gaps; consults and guides senior managers in utilization of talent management tools and routines • Demonstrate accountability for a development culture that allows all leaders and team members at Target the opportunity to develop
• Recognize, coach and provide meaningful feedback through active performance management
• Own team culture strategies for departments that drive continuous improvement and align with building strategies to develop engaged team
• Collaborate with leaders and HR Technicians to ensure consistent and appropriate execution of processes that impact team member culture and/or carry legal risk including but not limited to termination processing, coaching, team member reviews, training (termination processing, team member reviews, training expirations
• Analyze and act on reports and Distribution communication tools to identify trends and drive business results
• Effectively address team member concerns, take appropriate partners as needed; develop plans to address trends
• Lead a compliance culture to mitigate legal risk; own and uphold HR compliance standards
Stearns CountyHuman Resources Intern
Oct. 2009 - May. 2011• Project manager for job description conversion process; assessed job description questionnaires and developed job descriptions for approximately 150 classifications across seventeen departments
• Organized and facilitated job description questionnaire project; served as primary point of contact and consultant for department supervisors, managers, and human resource representatives regarding project inquiries
• Administered and maintained communication regarding project rollout to entire Stearns County organization
• Troubleshoot issues related to content and interference with job ratings
• Completed detailed assessments of job factors and organize/categorize guidance criteria for sustainability of project
• Researched policies, procedures, and practices to provide recommendations for application to project
• Leveraged knowledge of labor relations and Minnesota statutes to guide content on job descriptions
• Discussed and analyzed ongoing employee relations and other human resources issues
Saint Cloud State UniversityGraduate Assistant- Department of Management
Aug. 2009 - May. 2011• Provided research assistance on competency and behavioral interviews and management topics
• Co-author on academic research paper; under revision by the Journal of Vocational Behavior
• Facilitated case administration and case grading for capstone management classes
• Monitored and tracked student groups, teams, grades, and projects using SQL and online grade tracking system
• Selected to represent the G.R. Herberger College of Business in “What’s Your World?” SCSU ad campaign
ING DIRECTSales Associate
Sep. 2008 - Jan. 2010• Contributed to benefit of the company by using various sales tactics to open new accounts • Utilized interpersonal communication and listening skills to quickly address and resolve customer complaints
• Used strong organizational skills to efficiently prioritize action items and multitask • Participated in ongoing training to improve unique sales techniques to effectively discover customer needs
SupervaluHuman Resources Intern
May. 2008 - Aug. 2008• Coordinated re-design of New Associate Orientation packet to improve associate experience by creating new documents and updating old documents to enhance interest and enthusiasm with process
• Assisted with preparing and reviewing new hire paperwork for interns and employees
• Project manager for retail recruiting project leading recruiters from 13 grocery banners across the United States in creating uniformed best practice guidelines for recruiting • Recruited finance, accounting, and marketing candidates at the National Association for the Advancement of Colored People (NAACP) Career Fair
• Assisted with implementation of succession planning for certain grocery banners
• Interfaced with Human Resource Business Partners, Directors, and Vice Presidents to discuss project goals and execute deliverables for various assignments
WalgreensBusiness Management Intern
May. 2007 - Mar. 2009• Maximized teamwork skills by consistently discussing and prioritizing tasks and projects with colleagues
• Delegated tasks to employees and communicated effectively with customers to resolve complaints
• Demonstrated excellent problem-solving skills by neutralizing negative situations, often listening closely to employee’s frustration or issue and negotiating a win-win solution
• Demonstrated trust by handling monetary items throughout the day and balancing cash drawers at night
• Merchandised products on end caps and in aisles with guidance of design layouts
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