Human Resources Business Partner

Advocate Health Care

Human Resources Business Partner-HRBP

Human Resources Manager

Banca Transilvania

As a HR Business Partner at Advocate Health Care, I contributed to the strategic direction and operational excellence of the organization by aligning human resources initiatives with business goals and values. I worked with senior leaders and managers to provide guidance and support on talent management, performance management, employee engagement, diversity and inclusion, and organizational development.

I have over 10 years of extensive experience in human resources, spanning various sectors and industries. I have successfully led and implemented multiple HR projects and initiatives, such as designing and delivering training programs, improving employee retention and satisfaction, streamlining HR processes and systems, and facilitating change management. I hold an SPHR certification and a LinkedIn certification in HR as a Business Partner. I am a proud neurodivergent and a MS warrior, and I am passionate about creating a positive and inclusive work environment for everyone.

Bogdan L.

EveryBusiness HR Essentials, Inc.

EBHR is a boutique HR consulting firm serving start-ups and SMBs with day-to-day client-centered outsourced HR. I contribute to business operations by preparing RFPs, procuring and managing our CRM, contributing to newsletters, and managing social media.

*	Manage entire recruitment process for biotech company.  90% candidate acceptance rate.
*	Conducted several HR audits and used data to explain risks and compliance issues.
*	Successfully implemented handbook software and performance evaluation platforms; manage and optimize HRIS changes in concert with vendor to streamline processes.
*	Performed team-building exercises and assessments in concert with external vendor to enhance productivity and company culture.
*	Project managed day-to-day HR activities for clients which included benefits management, leaves of absence, employee relations, recruitment, performance management, and virtual training.
*	Conducted pulse surveys and exit interviews to gauge employee experience and satisfaction; make recommendations as needed.
*	Created Buddy Program and New Hire Orientation to integrate new hires into company culture.
*	Coached managers on employee performance and development, and employee relations matters.
*	Compiled compensation data for recruitment and establishing pay levels.

HR Consultant / Human Resources Business Partner

AtmosFX

This is a boutique digital decorations company with 90% of its business focused on the Halloween season.  I was recruited by AtmosFX during a time of change and transition to examine people processes and put in infrastructure that would enable them to perform more optimally.  Managed some office management / finance duties.  Position eliminated. Laid off in Nov 2018 and worked as a Consultant until June 2019 on asset liquidation. 

* Began overhauling their HR systems and practices, as well as their office operations. 
* Coached managers to address employee issues and disciplinary matters
* Captured feedback from a climate survey and worked with leadership in instituting changes derived from the results. 
* Created a first draft handbook; worked towards maximizing the HRIS (BambooHR); and participated in administering company events.

Self Employed

I had provided a broad range of fractional HR services to small & emerging-growth companies in between direct-hire employment layoffs.  Here are some brief highlights:

* Partnered with Head of HR for delivery tech company in Australia to set up U.S. HR operations in alignment with their company culture. (this was in 2019)

*  Teamed with senior leadership for a technology services company to define their vision and mission and translate those values to a desired company culture by coaching managers on leadership development, communication, and providing ongoing feedback to employees. In addition, I set up other parts of HR infrastructure to enable the company to scale and created HR metrics to monitor people operations.

*  Sourced and implemented an applicant tracking system and developed workflow protocols for a health-tech company that had ad-hoc hiring processes which consumed leadership time. Coached leadership on interviewing techniques and disciplinary issues; and created the framework for pre-hire, 30 and 60-day onboarding processes.

*  Partnered with the CEO to map out hiring strategy for retail expansion for a high-end antique furnishings company while simultaneously filling understaffed positions at existing locations.  Managed employee relations providing an open-door environment for employees to discuss issues and report incidences, which included exit interviews.

*  Partnered with General Manager to stabilize company culture during several investigations at a non-union flooring company. The location was going through managerial transitions, and I acted as a change agent working with the GM during the transition to improve employee perception of the company and leadership by fostering open communication and working to change office culture.

HR Consultant | Fractional HR

Electric Bat Interactive LLC

This was a small game studio that was closed down by the parent company a few months after I arrived.

*  Heavy emphasis on recruitment of very difficult-to-fill technology positions. Highlights included finding crucial hire within first 40 days
*  Provided direction to HR/Executive Assistant  
*  Worked with head of marketing to plan build-out of recruitment portals on social media and company website
*  Reduced external recruitment costs by negotiating lower rates

HR Director

HR Consultant

MIG & Co.

Recruited to create HR infrastructure to support business growth, reorganize reporting structures, and enhance retention for this Microsoft products software consulting firm. Highlights included:

*	Infrastructure Development:  Developed formalized policies and procedures for a company experiencing increased growth.  Ensured HR compliance, mitigated firm exposure, and minimized employee relations issues by introducing consistent and equitable processes for recruiting, performance management, and job descriptions.
*	Organizational Planning:  Analyzed competencies of employees and maintained a skills matrix database to review talent across the company.  Partnered with CEO to create reporting relationships and develop succession plans.  Introduced metrics to track turnover, time to hire, source and cost of hiring, and hiring projections.
*	Recruitment:  Recruited staff using paid, low-cost or no-cost sourcing strategies and leveraging business and social media networking sites. Introduced formal applicant tracking procedures to expedite the interview process and create a talent database.  Managed internship program with sponsored university.  Worked with immigration attorney in processing and management of visas.
*	Performance Planning:  Partnered with CEO to refine the performance appraisal process to incorporate clearer objectives and more measurable proof of performance. Created a formal disciplinary process to consistently manage performance issues and ensure HR best practices company-wide.
*	Benefits Management:  Trimmed employer costs by 41% ($250K) while simultaneously enhancing benefits package. Introduced LTD, STD, life insurance, and streamlined PTO plans.  Researched and prepared to implement 401(k) program to enhance retention.
*	Learning Database:  Managed firm’s training curriculum and tracked employee certifications to ensure compliance with Microsoft’s partnership requirements.

HR Manager

CAST Software, Inc.

Oversaw the HR function for this France-based software development firm’s 3 U.S. offices.  Managed benefits, leaves of absence, and immigration issues.  Also managed office move and general office operations.  Coordinated recruitment and processes with France office.  Supervised temp staff and  executive/office assistant. Highlights included:

*	Proactively addressed employee relations issues and high turnover by implementing exit interviews and mediating management/employee conflict.  Managed onboarding of French expatriates which included temporary housing and assimilation to U.S. practices. 
*	Developed employee handbook, job descriptions, and performance appraisal/disciplinary process.  Improved benefits package, increased employee perks, and reduced benefit costs by $250K.  Also reduced office administrative costs by $20K.

Human Resources Office Manager

Pro-Media Communications

Full cycle HR generalist and office manager duties for boutique public relations firm.  Highlights included establishing policies, procedures, and performance appraisals. Implemented new contact management software in order to increase productivity at significantly less cost than prior system. Administered and cut benefits costs by several thousand dollars, and decreased operating expenses.  Supervised administrative staff of 4.

HR Office Manager

Vault.com

Office Manager

SUMMARY:
Self-directed, pro-active Human Resources professional developing and leading start-ups and SMBs with HR strategy, infrastructure, process improvement, and full-cycle HR capabilities, with a passion for creating healthy company cultures and engaged employees. SPHR-CA and SHRM-SCP Certified.  

Industries: e-commerce, digital, games, technology (including AI), creative, non-profit, SAAS, and business services environments.  Additional background in business and office operations.

Email: andreatrent.hr@gmail.com

Track record of collaboration with executives to define business goals and develop HR strategy. Proven ability to build meaningful relationships with both employees and management through empathy, excellent communication skills, and a passion for creating healthy company cultures and employee experiences.

SELECT ACCOMPLISHMENTS:
👉 Partnered with Head of HR for Australian-based delivery tech company to set up U.S. HR operations in alignment with their company culture and integrate onboarding with their PEO.
👉 Teamed with senior leadership for a technology services company to define their corporate vision and mission and translate those values to a desired company culture by coaching managers on leadership development, communication, and providing ongoing feedback to employees. 
👉 Sourced and implemented an applicant tracking system and developed workflow protocols for a health-tech company that had ad-hoc hiring processes. Created the framework for pre-hire, 30 and 60-day onboarding processes. 
👉 Partnered with the CEO to map out hiring strategy for retail expansion for a high-end antique furnishings company while simultaneously filling understaffed positions at existing locations.  
👉 Project manage day-to-day HR activities which result in seamless HR operations including benefits enrollment, policy changes, compliance, employee communications, performance management, employee relations, and virtual training.
👉 Performed team-building exercises and assessments in concert with external vendor to enhance productivity and company culture.
👉 Partnered with the CEO to map out hiring strategy for retail expansion for a high-end antique furnishings company while simultaneously filling understaffed positions at existing locations.  
👉 Key contributor to a skills matrix database to review talent across the company in determining learning and development needs.

taplio

The Battle

Bogdan L.

Andrea D. Trent, ACC, SPHR-CA, SHRM-SCP

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