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Naz Jabbar's Experience:
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HR Director/Sr. HR Business Partner at GME
March 2011 - May 2013*Reported directly to the CEO, in order to leverage HR experience, drive growth and provide expert HR counsel. *Partner with business leaders in developing, influencing and implementing Human Resources strategies and processes to support overall business objectives including organizational design, change management, employee relations, talent and retention strategies, employee/team/leadership development, succession planning, communications and legal, regulatory and safety requirements. *Participates in the resolution of employee grievances; counsels employees on employment-related issues. *Counsels supervisory staff in performance management and resolves employee problems. Work with GME, managers and employees to handle a variety of issues and tasks, including employee relations, transfers, promotions, performance issues and terminations. *Managed 9 employees; coached and mentored team to resolve complex employee issues and decisions impacting performance. Lead investigations related to EEOC claims and issues. GME is both a union and non-union environment; handle all labor relations issues.
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HR Generalist/HR Business Partner (Contract) at Crystal Dynamics
August 2010 - December 2010*Supported a population of 300 employees, client groups were Finance, IT, and Development. (This includes Executives and Sr. Leadership. *Managing and perform an internal audit for HR Compliance (I9, FMLA, ADA, ERISA, WC, STMLA, PFL, EEO/AAP, OFCCP and HIPAA). *Manages and tracks the on-boarding process for new hires. Plans and coordinates the exit of employees, and contingent staff (temporary workers, contractors, and consultants). *Responsible for administering benefits program, Enrollment, and open enrollment processes. Ensures appropriate and timely enrollment and termination data is transmitted to carriers. Conduct audit to ensure reliability of data. Monitor COBRA elections and administration. *Ensures that all human resource policies are in current compliance with federal and state law. *Managing of all immigration cases, work visas and other workplace authorizations (H1B, L1, LC Perm, TN). *Manages unemployment claims. Including all auditing. *Develop metrics to measure the success of human resource practices and processes.
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HR Business Partner (Contract) at Ask.com
January 2009 - May 2009(Contract position) oPlay a key role in supporting the West Coast operations of a fast paced, high-tech and innovative organization. oDevelopment and execution of new strategies, practices and programs (Employee Recognition program, Manager Toolkit/Manager 101 training initiatives.) oCoaching senior managers on various employee relations issues related to performance, development, employee engagement and leadership development
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HR Business Partner at Tumbleweed Communications
May 2008 - November 2008(Company acquired, position eliminated) *Supported a population of 350 employees. Client groups included Sales, Marketing, IT, Finance, HR, Product Development and Engineering. (This includes Executives and Sr. Leadership. *Promote a positive company image to internal customers, external service providers as well as potential employment candidates. *Coach senior managers on various employee relations issues including performance, development, and team organization- specifically partner with engineering, product management/ development & sales. *Coach senior management with RIFs, communication plans, terminations, leave management. *Managed diverse leaves of absence: .(I9, FMLA, ADA, ERISA, WC, STMLA, PFL, EEO/AAP, OFCCP and HIPAA). *Perform Business analysis and evaluation; assess the pulse of employees by using a variety of surveys and questionnaires to collect data and strategically implement change. *Full cycle compensation and requisition process- align corporate compensation guidelines with recruiting process.
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Sr. HR Advisor at Flextronics
January 2007 - May 2008(Company acquired, position eliminated) oWork closely with the Market Segment Business Partners to effectively deploy Segment HR Strategies (such as talent acquisition, retention and development, performance management, workforce planning, reward and recognition and organizational design) that align with the business strategy and a regional environment, and contribute to the overall growth and profitability of the Segment. Ensure the delivery of cyclical HR activities and employee communications. oChange management and transformation initiatives; mergers and acquisitions. Assist senior management with RIFs, communication plans, and terminations oProvide guidance and partnered with Local HR representative for employees internationally (Singapore, Hong Kong, Taiwan, and Vienna). Conducted effective investigations: misconduct, discrimination, harassment, safety, illegal activity, emergencies. Successfully responded to third party charges
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HR Generalist (Contract) at Exelixis, Inc.
July 2006 - December 2006*Supported a population of 300 employees. Client groups included R&D, IT, Clinical research, and development. *Facilitation and execution of various training initiatives, including performance management, policy and procedure interpretation and workforce planning. *Staffing process with division management including candidate selection process, talent acquisition and workforce planning. *Assist senior management with RIFs, communication plans, and terminations. Clarified roles, responsibilities and business issues through team building and leader assimilation programs.
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Human Resources Generalist at Abbott Hematology
November 1998 - July 2006oCounsel employees and management regarding company polices, practices, procedures, and processes in the areas of staffing, recruitment, employee relations, compensation, benefits, training and immigration. oLegal compliance with federal, state and local regulations related to employment practices personnel practices and procedures. oCommunication of Abbott policies and facilitation of training sessions. oManagement of all STMLA, LOA, PLOA, California specific leaves and Workers Compensation processes. oTracking and trending of all HR related functions. oHandled relocation for all employees transferring domestically and internationally oResponsible for retention and facilitation of work/life balance programs. oAssist senior management with RIFs, communication plans, and terminations oManagement of administrative staff (staff of 3) oManage and administrated of AAP process, collection of analysis of all EEO availability and utilization analysis for reporting purposes in compliance with OFCCP, federal and state regulations oDesign and implementation of Career Mapping Model tool for all levels of management.
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Director, HR Business Partner at Truaxis, Inc, a MasterCard Company
May 2013*Identify and execute the integration project along with strategic and tactical activities, supporting the Truaxis integration into MasterCard Worldwide. *Managed HR Process to increase Truaxis employee population by 51% in one year to support analyst growth projections, after successful integration into MasterCard Worldwide. *Manage Immigration Case Management in partnership with Global Mobility. (H1B, L1, LC Perm, TN). *Manage the day-to-day aspects of all HR activities and questions for assigned Truaxis client groups' partners with key stakeholders across Global Products Solutions and MasterCard at large to ensure the timely coordination and execution of plans and activities. *Manage employee relations issues, ensuring HR policies and procedures are in place and in compliance with local labor laws and regulations. *Provide representation on all global mobility assignments; coordinate the immigration processes for outgoing and incoming employees. *Facilitate the Performance Management process, including the administration of the year-end compensation process, goal setting, and ratings calibration. *Benchmark against market practices and partner with the business to develop recommendations for talent sourcing, on-boarding, and other HR processes. *Provide advice, counsel and solutions to human capital challenges to leadership. * Manage process of succession planning in partnership with leadership; including, assessment and organizational design. *Process involuntary terminations as needed and prepare paperwork for legal review; manage pre and post termination issues and guide Manager through process. *Partner with HR Operations and Core Products Finance to ensure the accuracy and integrity of the budget and headcount planning and tracking process.