Arian Allen, PHR

Experience

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  University of Houston Health Science Center

  Jan 1998 - Jan 1999

  Assessment Center Coordinator
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  Southwest Airlines

  May 1999 - Nov 2003

  Supported the Vice President of the People Department in all areas while providing the best customer service and maintaining the highest degree of confidentiality. Handled Employee Relations matters when VP was not available and reviewed investigative documents as an objective observer. Coordinated the Company scholarship program: accepted applications, scheduled interviews with VP, mailed checks, handled correspondence and internal press information. Maintained the VP’s calendar, scheduled appointments with internal and external customers, coordinated departmental events including quarterly luncheons for 250 people, holiday events, and staff meetings. Completed research for the VP and provided benchmarking data. Assisted in the preparation of speeches. Served as vice president of the departmental Culture Committee. Assisted in the coordination and execution of the Company annual awards banquet for over 2000 employees. Conducted tours of the facilities for special guests. Show less Facilitated Leadership, elective, and new hire orientation classes at the University for People. Encouraged learning through delivery of information and tools, appropriate open-ended questions, and active listening. Provided feedback to class participants on behaviors demonstrated in class. Communicated with customers to follow-up on classes attended and to offer further assistance and support. Determined the needs of intact work groups and develop facilitation pieces based on those needs. Handled delicate and confidential situations involving co-workers and customers. Worked on a variety of special projects including developing a speech request process and compiling information for the Fortune 100 Best survey. Helped organize and conduct special events including the company annual awards banquet, Dallas Message to the Field volunteers, and annual department conference. Show less

  • Executive Assistant

    Mar 2002 - Nov 2003

  • Leadership Facilitator

    May 1999 - Mar 2002
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  Pier 1 Imports

  Dec 2003 - Jun 2008

  Led a team of thirteen responsible for the day-to-day administration of all benefits, compensation, leave of absence, and HR records related activities for the company including: annual merit processing, job and pay changes, annual and monthly benefits enrollment processing, leaves of absence, background screening, educational assistance, rehire and employment verifications, unemployment, I-9 processing, relocation, and employee files. Directly administered the leave of absence process for the Home Office and provided guidance on leave options to Associates and management. Responsible for negotiating and maintaining contracts with third party vendors related to background screening, employment verifications, unemployment, and drug/physical testing. Brought together team members across various pieces of HR to form the Associate Services team and evaluated processes and implemented changes that streamlined activities to make the most effective use of the team's time and talents. Assisted in the development and transition to a new job description database allowing for streamlining of systems. Conducted performance review training for those new to people leadership. Show less Supported the Home Office in employee relations concerns including conducting investigations, people visits, termination of employees, and exit interviews. Worked closely with leaders from the frontline to senior management. Supervised the HR Records Team that maintained active and terminated employee personnel files, employment verification requests, background I-9 screening, and I-9 processing. Developed an automated I-9 solution for the field stores enabling them to complete the I-9s electronically to streamline the new hire process. Supported the Home Office and seven Distribution Centers in the leaves of absence (FMLA, military, company medical, personal) and possess a working knowledge of state and federal leave laws and other laws and guidelines that affect that area including the ADA. Designed leadership development curriculum and facilitated classes to over 200 company leaders. Partnered with intact teams to develop and conduct specialty training sessions, including the Myers-Briggs Type Indicator. Liaison to vendors providing employment verification and drug testing services. Assisted in background screening issues that needed to be addressed or escalated in the HR Manager’s stead. Show less - Conducted new hire orientation and process related paperwork to bring employees onto the Pier 1 Team. - Processed the badging for regular, temporary, and contract employees. - Filled requests for temporary and contract personnel. Processed relocation request, sign-on bonus, referral bonus, and COBRA paperwork for new employees. - Maintained over 200 active and open postings on multiple Internet employment sites, coordinating with Field, Home Office, and Distribution Center Managers to post all job openings and develop and place all employment advertising. - Tracked departmental hiring statistics and generated a weekly report for Executive Vice President. - Conducted reference checks and background verifications on potential new employees. - Assisted in the preparation and maintenance of the Staffing department budget, including specialized items such as employment advertising, third-party recruiting costs, temporary personnel, and customized supplies. Show less

  • Manager of Associate Services

    Jan 2007 - Jun 2008

  • Employee Relations Generalist/ Employee Records Supervisor

    Jul 2005 - Dec 2006

  • Staffing Specialist

    Dec 2003 - Jul 2005
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  Sabre Holdings

  Jul 2008 - Dec 2013

  HR Business Partner - Travel Network

  Partnered with business unit leaders to develop the HR strategy and initiatives that support the global workforce strategy across the business. Client focused support for over 2,500 employees, partnering with senior executive business leaders on workforce planning, leadership development, salary planning, employee relations, and succession management initiatives. Strategically partnered with senior business leaders to reach goals regarding staffing, leadership training, succession management, merit and incentive planning. Engaged with global HR counterparts to implement HR and business unit initiatives and to resolve issues. Analyzed trends and metrics to develop solutions, programs, and policies. Implemented and managed successive waves of our rotational New Grad Leadership Program to develop the future bench strength of leaders for the business.Assessed leadership development training needs within the business unit and developed and facilitated customized sessions to address those needs. Worked closely with management and employees to improve employee engagement, build morale, and increase productivity and retention. Partnered with Global Mobility on expatriate assignments, cross country transfers, and temporary duty assignments to provide employee growth and development and meet business needs. Participated in HR due diligence, negotiations, and integration efforts for mergers, acquisitions and divestitures. Liaison between business and corporate HR on key initiatives such as pay and incentive programs, sales plan design, talent management system implementation, employee engagement survey, and the succession management process. Show less

• 

  Microsoft

  Jan 2014 - now

  Member of the Global Employee Relations (GER) Leadership Team responsible for the triage of concerns that come to the team through partnership with the Workplace Investigations Team (WIT), HR Consulting, D&I, and offices of the CEO/CHRO. Partnered closely with head of GER Team Analyze trends in the data to inform resourcing, caseload balancing, and reporting to senior leadership. Partnered on overarching projects for the GER team that establish more consistency within the function, better understanding of employee sentiment, and data integrity and tracking related to investigations and implementation of disciplinary actions. Partnered with global colleagues to ensure effective implementation of the GER model. Influence through partnership with HR, ELG, WIT, and business leaders to balance employee experience, business needs, and risk to advance Microsoft culture and ensure compliance with our policies. Engaged with employees (current and former) who have escalated concerns to the SLT level to better understand the concerns and address the need/ask, ensuring all parties involved are kept informed. Show less Manage the workloads, mentor, and coach the US Digital, Services, and Success (DSS) HR Line Solutions team on day to day activities. • Mentor and coach our HR Line Solutions team on HR processes in scope, managing complex employee relations cases, demonstrating and facilitating buy-in with Microsoft values and compliance with HR policies while following guidance from our legal partners. • Triage concerns as they come in and assign out to appropriate team members to ensure workload balance and timely issue resolution. • Partner with managers and employees in the organization to address and resolve complex HR matters across the organization. • Drive HR data analytics and reporting within Line Solutions to identify trends and opportunity areas in the data to effectively address and develop needed solutions. • Ensure that all HR policies covering managed processes are up to date and fully documented with the team and organization. • Partner closely with our AskHR team leadership to ensure concerns brought by managers and employees are addressed at the right level in the right time. Show less Developed and drove the strategic people plan for divisions within the Americas Enterprise Services organization in partnership with executive leaders. Plans encompassed talent management, senior and front-line manager coaching, organizational design, diversity & inclusion, leadership onboarding and development, succession planning, performance management, and core people processes and programs impacting employees across US. Key Accountabilities:Business Partner – Served as a key member of the business leadership team to assist in driving business results by driving organizational and people strategies that are aligned to the business strategy.Leadership and Management Development – Diagnosed manager capability needs, designed and delivered ongoing learning and development plans. Consulted with leadership teams to implement manager capabilities that result in a supportive, open, inclusive, and diverse work environment. Ensured a talent pipeline, succession planning, management development, and career development for leaders and employees across the organization.Change Catalyst - Partnered with and coach the business leadership team to facilitate organizational and cultural change. Acted as a catalyst for building Organizational Effectiveness within the business. Educated the business on HR trends that affect the business using data analytics.Program Management - Led implementation of core HR programs into the business ensuring an effective and sustainable people strategy. Provided business-specific feedback to the HR team for design and delivery improvement of client-ready solutions, including improved self-service models.Employee Relations - Built management capability to facilitate an open and inclusive environment in line with Microsoft culture and values that enables effective employee relations. Ensured objectivity so role is an effective employee resource and escalation path for unresolved issues. Show less

  • Global Employee Relations Director, Business & Program Management

    Sept 2021 - now

  • Sr. Employee Relations Manager

    May 2020 - Sept 2021

  • Sr. HR Manager/Team Lead HR Line Solutions

    Oct 2015 - May 2020

  • HR Manager

    Jan 2014 - Oct 2015