A Summary of the Expertise I Can Bring to Your Organization

Below is a 15-point summary of the scope of capabilities that I can bring to your team.
If you're looking for in-depth, practical examples of my People Operations experience, that's in my Google Sheet of People Ops Experience.

Hello! This page just serves as a brief summary of my capabilities in the People Operations field, and the services I'm able to provide to your organization. If you'd like to learn more about the methodology I use, you can read about that here.

With around 10 years of diverse, progressive work, across various industries (including multiple SaaS tech startups, travel, and manufacturing),
I have been fortunate to have gained both a great depth and breadth of People Operations experience, and refined by personal methodology.

I've held the below responsibilities both in reporting and leadership capacities in the People space, as I've progressed throughout my career thus far. For all of my career, I've reported directly to Senior Leadership (C-Suite Executives / Chief Officers), and have had a great degree of autonomy and trust given to me to get the job done effectively. I'm used to working with a wide variety of personalities, cultures, and ways of communicating and doing things, as well as working with in-person, hybrid, and fully-remote teams, with members based in and working from all around the world.

My People & Culture expertise includes, but is not limited to, the following.

1. Recruitment & Hiring: determining role needs, drafting ads, corresponding with candidates, screening resumes, hosting role-fit and cultural-alignment interviews, both on my own, and as part of a panel (including managing hiring across the EMEA, APAC, and Americas regions)
2. Onboarding: welcoming new hires, ordering equipment, policy and process induction, and creating Success Plans for use during probation
3. Policy & Process Building/Enhancement: developing policies and processes that suit you currently, and can scale along with your organization
4. Culture & Employee Experience: continuously polling employee well-being and fulfilment, and working to continually enhance your culture
5. HRIS & ATS Management: digitally securing and maintaining (updating), as well as reporting, on sensitive employee data across various platforms
6. 360 Performance Tracking: developing, implementing, and managing performance evaluation processes, with valuable, insightful, reciprocal feedback that can be used to build stronger, more cohesive teams that work more fluidly cross-functionally, and buy into your culture and values
7. Performance Improvement Plans (PIPs): developing custom plans to get people back on track, and, ideally, retain valuable talent
8. Interpersonal Relations: managing and mediating conflict resolution, communication, policy breach, and disciplinary processes
9. Labor Legislation Compliance: researching and interpreting labor laws to ensure complete compliance, across numerous countries (including jurisdictions in the EMEA, APAC, and Americas regions, such as South Africa, the UK, the USA, Australia, India, Singapore, Spain, and Canada)
10. Benefits Administration: developing benefits plans, and administering medical aids, stock options, allowances, and other benefits
11. Performance & Compensation Reviews: building, implementing, and running annual or more frequent reviews and salary negotiations
12. Learning and Development (L&D): developing and implementing a learning and development program, structured to suit your budget and team
13. Diversity, Equity, and Inclusion (DEI): conducting DEI monitoring, and year-on-year comparison reporting, for continual improvement
14. Offboarding: comprehensive offboarding, including exit interviews, documentation, and learnings for future hiring and cultural refinement
15. Coaching & Mentoring: providing vital advice to Team Leads, Managers, and Senior Leadership Teams, to help them navigate difficult situations and make important and impactful People-related decisions, for now, and for the future

Again, this list isn't exhaustive, but it covers, concisely, my experience across the employee lifecycle, to give you a sense of my capabilities.

I'm very used to fulfilling many simultaneous, high-level, impactful, company-wide responsibilities, managing core People processes across technical and non-technical teams, reprioritizing them as needed, being ready to adapt to change, being ready to field any questions from team members as the first-point of contact, being self-motivated, maintaining a great degree of organization, and problem-solving.

Further, I'm very used to balancing interpersonal and organizational skills, remaining friendly, caring, and approachable, but also diplomatic, tactful, and confident when making decisions and engaging with others on a daily basis. That's not a balance everyone in People Ops manages to get right. Fortunately, it's one that comes naturally to me, and one that I've refined further over my years of experience in the field.
There's always room to improve, and learning and growth are life-long journeys. As they well should be.

While I know my strengths, celebrate my wins, and am confident in my experience, I never just assume I'm the smartest person in the room. I fulfil my responsibilities with humility, and am always open-minded in terms of new perspectives and ways of doing things, and refining my approach.