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Tara A Fournier, Sphr, Shrm Cp

Human Resources Leader | Strategic Business Partner | Change Management Specialist

Summary

SPHR and SHRM-CP-Certified Human Resources Leader with Master's in Human Resources Management & Organizational Leadership offering diverse experience and proven results throughout a 15+ year career. President-Elect of the Professionals in Human Resource Association (PIHRA), SHRM's largest chapter, and member of the California SHRM Board of Directors.

Extensive background in Human Resources Management & Development, including experience in: change management, mergers & acquisitions, employee recruitment and retention, immigration compliance, state and federal employment law, training and development, mediation, conflict resolution, benefits and compensation, benchmarking, performance management, employee relations, HR records management, HR policies development,  and legal compliance.

Tech/Start-Up/Digital Marketing/Mergers & Acquisitions/Growth Organizations

Work experience

11/2016Present

Human Resources Director

C2 Education - Irvine, CA

Revenue: $100M        Employees: 1,800 in 185 locations throughout United States & Canada

  • Partner with the CEO, CHRO, and CFO to create business strategy to reduce turnover, retain key talent through building and implementing  a talent development program, a rewards and recognition program, and increased internal promotions.  Through first year of strategic plan implementation, turnover in key positions reduced from 53% to 34% year over year and internal promotions increased by 23%.  In fiscal year 2019, turnover reduced to 25%, and 50% of all key vacancies were filled by internal promotions.
  • Strategic people advisor to executive leadership and field operations leadership teams in the United States and Canada; including succession planning, workforce readiness, professional development and skills gap training.  
  • Lead the Human Resources functional teams, including  HR Business Partners, HR Operations, and Talent Acquisition, to deliver on employee acquisition, engagement and retention metrics, compliance and business operations goals. 
  • Responsible for national employment law compliance, including state and municipal minimum wage regulations, overtime regulations, meal and rest periods, payroll compliance, leaves, harassment prevention, etc.  
  • Designed and implemented tools such as the "People Health Index" to help field leaders assess talent and the"Operational Health Index",  to assess key performance indicators, business results and staffing/talent levels/skills gaps and create action plans to improve EBITDA and develop talent.
  • Develop and deliver customized management skills training programs to field people managers and leaders, such as "Management Style Under Stress," "Building Effective Teams," "Crucial Conversations," and "Managing within the Law." 
  • In partnership with legal counsel, mitigate risk and resolve any potential or existing legal matters by providing solutions in compliance with all governing entities, preparing documentation, researching data or exploring solutions; draft and amend the Employee Handbook. 
10/201511/2016

Director, Human Resources

Revana Digital (Teletech/TTEC)- San Dimas, CA

NASDAQ: TTEC      Revenue:  $1.4B        Employees:  40,000 Global 

  • Partnered with, coached and influenced key business leaders on change management practices to successfully integrate acquired entity into the parent organization.

  • Developed comprehensive people strategy, focusing on employee engagement and retention, and led the integration of human resource plans and strategies with overall business strategy and organizational planning efforts of the parent company.

  • Analyzed and redesigned talent management process to increase operational efficiency within the business and reduce cost of vacancy. Median time to fill metric was reduced from 47 days to 33 days within 3 months of new process implementation.

  • Trained leaders and employees of the acquired company to understand parent company TeleTech’s obligations and corporate policies.

  • Ensured compliance with state and federal employment laws and regulations, including wages (salaried and hourly), onboarding and offboarding documents and pay practices, and recruiting practices.

  • In partnership with legal counsel, mitigate risk and resolve any potential or existing legal matters by providing solutions in compliance with all governing entities, preparing documentation, researching data or exploring solutions through amendments to the Employee Handbook or Operations Manual.

4/20148/2015

Human Resources Business Partner

Zillow Group - Irvine, CA & San Francisco, CA

NASDAQ: ZG       Revenue: $344M       Employees: 5,000 United States & Canada

Partnered with client leaders to develop and implement HR plans and solutions in order to achieve strategic business initiatives and deliver results.  Led the implementation of key HR programs and process with client groups in Sales, Technology and Business divisions, including performance and compensation, employee engagement surveys, leadership assessments and talent planning.  Analyzed business challenges and HR programs to identify improvement opportunities. Reviewed and analyzed business data to identify trends and recommend solutions to improve employee engagement, performance and retention and employee experience. Partnered with managers to retain, develop and motivate people to achieve their fullest potential.

  • Successfully partnered with executive leadership and HR team to complete acquisition of Trulia (1,000+ employees), including integration of HRIS systems, policies, benefits, procedures and operations as well as managing redundancies and reorganization of client groups and leadership structure.
  • Continuously led the employee experience and life cycle for California offices, including employee on-boarding, orientation and exit processes. Developed exit interview program for Inside Sales client group, conducted “stay interviews” and reviewed job descriptions. Based on analysis and recommendations from this program, attrition rates in Sales organization dropped from 48% to 26% in 6 months. 
  • Acting as the California employment law lead for the organization, managed compliance across client groups, including policy creation, release and adoption. Consulted with leaders and legal counsel on employee relations issues.  Conducted investigations and recommended/implemented courses of action.
  • Collaborated with business leaders in employee development and talent planning decisions. Identified training and development needs, designed training initiatives to develop organizational talent across all levels. 
  • Created and implemented comprehensive manager training program for Sales client group, including employment law, interviewing & onboarding, positive employee relations, communications and diversity.
2/20124/2014

Manager, Human Resources Member Engagement

Society for Human Resource Management - Washington, DC

Educated thousands of Human Resources college students across North America by presenting educational sessions, keynote addresses and leading Twitter/Facebook chats and webinars on variety of Human Resources trends and topics, including succession planning, career development, salary negotiations, social media & personal branding, workplace investigations, generational issues and impacts of political elections and measures in the workplace.

  • Developed and implemented strategic plans to recruit and retain SHRM student members and volunteer leaders; sourced and developed innovative engagement and educational opportunities; planned and managed educational content at six yearly student conferences; oversaw the society’s student chapter affiliate program with 450 chapters and 19,000 student members; developed strategic engagement initiatives to recruit and retain 35,000 Young Professional members;  researched and drafted articles relevant to the young Human Resources professionals, and published in StudentFocus, a quarterly student e-magazine. 
  • Increased number of student members converting to professional membership by 22% in one year, from 1,667 in 2012 to more than 2,000 in 2013 through enhanced communications, data integrity and collaboration with internal stakeholders. Drove increase in total student membership by 14.7% from 16,561 in 2012 to 19,185 in 2013.
  • Chartered 43 new student chapters through sustained university outreach and collaboration with SHRM’s Academic Initiatives program.
  • Increased student conference attendance by 85.5% year-over-year.
  • Increased website traffic by 60% year-over-year.
  • Listed as #21 of the Top 50 All-Time episodes of DriveThru HR, a daily online radio program for HR professionals, for a guest radio appearance in February 2013. (At time of list publication, there had been 824 episodes.)
6/20092/2012

Human Resources Business Partner/Generalist

MeriCal, Inc. - Orange, CA

Created recruiting and orientation processes and implemented onboarding program; worked daily alongside legal counsel and VP, Human Resources to create and implement HR policies and procedures; managed hiring and termination of employees and developed training and incentive programs. Managed external audits, maintained leave-of-absence programs and personnel records; administered benefits enrollment and programs; administered HR budget and handled HR generalist workplace issues.

  • Created and implemented company-wide recruitment/talent management program, including development of a careers website, applicant tracking system, sourcing and online job postings.
  •  Recruited, offered, hired, trained and on-boarded 144 highly-qualified exempt and non-exempt employees across company’s three facilities, reducing turnover rate from 32% to 16% in a 2-year period.
  • Re-drafted employee handbook to ensure company’s compliance with new employment laws (Federal & California), covering issues including disciplinary procedures, wage and hour policies, code of conduct, leave of absence policies, social media, benefits information, etc.
  • Brought immigration and recruiting into full compliance. Worked alongside Department of Homeland Security and counsel to complete an extensive, 14-month I-9 audit process, saving the company over $100,000 in administrative fines.
  • Revised and rolled out new internal investigation process. Created report template for spectrum of policy violations, including sexual harassment, workplace violence, conduct and safety. Conducted employee relations and facilitated training programs.
  • Managed 40-60 temporary employees per week, including payroll, hiring, replacement and retention. Successfully re-negotiated contracts with multiple staffing agencies, saving 6% in fees.
  • Worked with legal counsel to prepare and respond to DFEH complaints, EDD appeals and lawsuits, with company prevailing in 83% of all cases and complaints.
  • Provided benefits administration and timekeeping using HRIS technologies. Worked with VP, HR to administer annual open enrollment both in English and Spanish.
  • Worked with executive leadership and Board Members to develop organizational strategy for relocation of 100+ employees post-acquisition.
9/20086/2009

Recruiter

AppleOne (Corporate) - Santa Ana, CA

Recruited, interviewed, and placed qualified candidates at client companies.  Responsible for conducting pre-employment screenings, processing/auditing new hire paperwork, verifying employment eligibility via E-Verify, responding to staffing-related inquiries to candidates and assisted with talent acquisition projects.

2/20049/2008

Human Resources/Business Strategy Consultant

TC Consulting - Surprise, AZ & Irvine, CA

Consulted small business/start-up clients by helping devise and implement business development and human resources/talent acquisition strategies, providing recommendations for compliance with state and federal employment laws in California and Arizona, drafting policies and advising on organizational structure and design for scaling.  Provided consultation for customer and talent acquisition, including strategic branding, media relations, advertising placement and promotional opportunities.