🔰 Alex Paz 🧙‍♂️

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Enterprise Account Executive

Pavilion

Made a personal investment in my own growth and development as a Sales Leader to join a community of Go-To-Market operators to stay current on how to navigate complex sales cycles and achieve business objectives while supporting the development of high-performing teams by gaining insights and guidance on talent development and sales leadership strategies.

Executive Member

Workhuman

• Over $65,000,000 in lifetime bookings (incl. 2 of the Top 10 largest net new bookings)
• At time of departure #4 top revenue producer in company's 25+ year history
• 3x President Club Winner | 2x Enterprise AE of the Year
• Key Client Wins: Pfizer, Johnson & Johnson, State Street, Prudential, Quicken Loans (Rocket)

Senior Enterprise Account Executive

• After restructuring tapped by President and CRO to stay on in a newly formed role as a overlay on all $5M+ opportunities based on ability to anticipate and navigate the complexities of the sales cycle strategically.
• As a member of the SLT responsible for deal desk reviews and strategy sessions focused on providing AE guidance on potential plays and the corresponding development of plan to execute them.
• Partnered with sales enablement and operations on training sessions to drive continuous improvement, share best practices, and reinforce high performance behaviors.

Director, Strategic Engagements

• Led a team of 9 Account Executives with a focus on day-to-day inputs that yield measurable outputs (meetings, pipeline, bookings), operational rigor around forecast accuracy, and call/deal cycle coaching.
• Operated in a fully remote environment requiring a focus on creating energy as a motivator as well as allowing for team members to take on leadership roles to facilitate collaboration and growth.
• Partnered with internal departments (finance, implementation, customer success) to ensure seamless delivery and support of our go-to-market strategies.

Vice President, Global Mid-Market

• Based on performance, peer group reputation, and focus on continuous improvement, tapped by CRO and VP of Field Sales to become the company's first Field Sales Coach.
• Enabled and coached teams on consultative selling behaviors using Challenger and JOLT practices
• Promoted a growth mindset sales culture where the field sales organization felt comfortable learning from each other's successes as well as challenges and collaborating on strategies to enhance performance.
• As a member of the SLT co-authored tailored Account Executive coaching plans that reinforced strengths while working on areas of opportunity.

Director, Field Sales Coach

Field Martial Arts Academy

This experience solidified my desire to help people achieve their goals personally and professionally, and is foundational to many of the strategies I use to coach today.

Fitness Instructor

Avature

Global Account Executive

Sales Executive

Taleo

Regional Sales Manager - Northeast

SumTotal Systems, LLC

Director Solutions Sales

Regional Sales Director

Senior Solutions Architect

Account Executive

Business Development Representative

not in #hr, but geek out on all things #people, #hrtech and #futureofwork | hype man for #diversity in #sales 🇵🇭🇺🇸 | coach for early career sellers | 90s music & kicks are my jam | follow, ring the 🔔 and let's grow!

Member

RevGenius is a group of revenue-generating sales and marketing professionals brought together to learn, share, support, and grow with each other.

Alex Paz

Asking for help is hard.
Asking for help well is even harder.
Here's my attempt 

But first, I'd like to give you some perspective on where I've come from.

I had my first job at 12; I worked as a custodian at my local church. I haven't NOT worked since then, except for breaks between jobs and one period where I self-sabotaged myself out of a job (that's a story over drinks or a very strong cup of coffee).  

Knowing that, imagine deciding to stop working, not because of a layoff or termination, but because you need a break and want to hit the reset button.  That's where I'm coming from...

Ok, here is the boring ask for leads: I'd love to stay in the HR Tech industry, but I am open to new fields in the following roles: Sales Leadership, Sales Coaching, Sales Enablement, and Strategic Account Management and Partnerships.

And the boring ask for recommendations: if you'd like to write a LinkedIn recommendation sharing our working partnership and supporting my professional skills and strengths, let me know, and I'll send you a formal request.

---

If you're still reading, while I'm absolutely having conversations about new roles and opportunities, I'm also trying to reconnect with people and experiences that have shaped my path and that will pave my path.

If we've worked together, whether on a deal, a project, a demanding client, or even a quick collaboration, I'd love to hear your perspective:

• What's a story or moment that stands out from when we worked together or collaborated? 
• What do you think brings out my best?
• When you think about the kind of impact I had, what comes to mind?

I'm learning that during times like this, the most valuable thing a network offers isn't just leads or recommendations; it's perspective and reflection.

And sometimes the way others see you helps you remember who you are at your best. 

So if you're open to it, drop me a note here, DM me, text me, or even share a story in the comments.

I'd genuinely love to hear it!

Thanks in advance for helping me see things through your lens... it means more than you know!

Force Multiplier for Uncommon Numerators 🔊 | 25 Year SaaS GTM Sales Professional 👨🏽‍💻 | HR / Work Tech Geek 🤓 | Diverse Voice Amplifier 🇵🇭 🇺🇸 | Sales always as a Student 👨🏽‍🎓

Forvis Mazars US

This role involves collaborating with various HR teams to plan, implement and track HR strategies and programs related to performance management, onboarding, employee engagement, feedback and coaching.  Additionally, this role is responsible for identifying key insights regarding program utilization, outcomes and process improvements.

Manager (Talent Performance, Engagement & Onboarding)

Mazars

Manage the onboarding processes for new hires across all levels, including colleagues in India, and contributed to the enhancement of employee experience through Performance Management/Engagement. This involved the redesign of both onboarding and performance management areas, streamlining processes through project management, establishing procedures, and ensuring overall efficiency. These efforts were in collaboration with various levels (C-suite, Leadership, HR, Learning, etc.) within the organization. Additionally, work with external vendors and internal leaders to facilitate learning programs spanning from staff to senior levels within the firm.

Manager (Performance Management | Onboarding | Leadership & Culture Programs)

Responsible for partnering with the Global Learning Team and U.S. based Business Units in advising on learning processes, understanding their needs and implementing learning solutions that will result in enhancing our members.  In this role, our team supports 7K members and ensuring consistency, accuracy and quality of learning aligned to the business objectives, ultimately building a strong learning organization.  Key initiatives include enhancing the Onboarding experiences focusing on new members feeling welcomed, valued and have the tools/resources they need when they get started to set a strong foundation.  In addition to being an SME within Skillsoft/Academia and other learning platforms.

Senior Consultant/Learning & Development Business Partner

Deloitte

Investigated 300+ moderate to complex cases from start to finish, determined risk and selected methods and techniques to appropriately address.  Coordinated with performance management teams to review and assess involuntary separations. Responsibilities also included researching complex background investigations, crisis matters such as missing persons, death notifications, medical emergencies and conducted well-being checks across each entity.  Partnered with Office of General Counsel, Security, Risk and business leadership to identify and mitigate risks.

Lead Employee Relations Specialist

Successfully managed the end-to-end delivery for Deloitte’s largest learning program from infancy to the volume of 400+ sessions delivered annually of 18,000+ new hires (experienced, campus and special populations).  Yielding an average 95% positive feedback score.  Led team of Specialists serving 126 offices and providing direct oversight of day to day management activities (e.g., faculty sourcing, prep material, logistics, development of material, SWAG, etc.).  Ensured national policies, programs and guidelines were followed.  Creatively resolved in-depth queries in a methodical manner in line with annual plan and budget to execute learning and talent development activities.

Manager - Learning and Delivery (L&D | Onboarding)

Effectively teamed with Talent Acquisition, Onboarding, ITS, Hoteling, scheduling teams and other business partners to deliver learning program to new hires on a weekly basis. Coached and developed best practices for client service professionals and peers (e.g., faculty training, new hire checklist, internal database step-by- step-procedures, onboarding communications, etc.).  Effectively delivered orientation, which included assisting with general HR and benefit related inquires. Within three months of obtaining this role, had national responsibilities, which led to managing the US program.

Lead - Learning and Delivery Specialist (L&D | Onboarding)

Coordinated communications, facilitation and logistical support for multiple projects across the numerous regions.  Worked strategically with leadership and Administrative Assistant (AA) Leaders (10K) to ensure successful completion of projects on a timely basis.  Executed launch of internal database (TOUCH) to support AA services. Worked strategically with overseas counterparts.

National Project Coordinator (Management & Delivery for Administrative Support Advisory Team)

Motivated managers and supervisors to create plans and execute toward those to meet goals and metrics, providing regional analysis.  Responsible for owning all Administrative Assistant (AA) related analysis (financial, headcount, PTO, expenses, etc.), developing tools and processes surrounding AA support and communication within the Regional Management team and Service Line Leader.  I provided regional support with AA strategies, policies and procedures and provided project assistance for regional AA associated initiatives.

Regional Project Coordinator

Coordinated  administrative support for leaders in the M&A group.  Interacted with key client executives and handled sensitive and confidential information daily. Developed and wrote content for weekly informative communication guides.  Recognized by supervisors as a critical component to their project success.

Lead - Mergers & Acquisitions Administrative Assistant

A seasoned professional with a proven track record of leading People Operations and delivering exceptional onboarding experiences for new hires. Recognized for driving seamless transitions, ensuring new employees feel valued, and contributing to long-term organizational success through thoughtful planning and execution. A critical thinker and self-motivated leader with a strong command of strategic HR operations and workforce planning, enabling effective talent management across the organization.

Key Strengths & Achievements:  Successfully partnered with C-suite executives and business leaders to align HR strategies with overall organizational goals, ensuring optimal workforce planning and development.  Delivered well designed onboarding programs that elevated new hire engagement and retention rates, fostering a strong company culture from day one. Spearheaded innovative approaches in people operations, driving process improvements and enhancing operational efficiency across multiple departments. Adept at analyzing complex data for financial reporting and strategic decision-making, using expertise in Excel and reporting tools to inform business outcomes.

Core Competencies:   Led high-performing teams in developing and executing people strategies that drove organizational growth and culture transformation.  Developed and implemented workforce strategies that aligned with business objectives, optimizing both employee experience and operational performance.  Leveraged advanced Excel skills for in-depth analysis, forecasting, and data-driven decision-making, ensuring that people operations align with financial goals.  Partnered with various business functions, ensuring people operations initiatives are in sync with company-wide objectives.  Skilled in using data analysis and reporting tools for comprehensive financial assessments and workforce planning.

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Alex Paz

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The Battle

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Alex Paz's LinkedIn Performance

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