Tara Fournier SPHR, SHRM-SCP

Founder of strategic HR advisory firm delivering tailored solutions in org design, executive coaching, and scalable infrastructure. Supports growth-stage and transitioning organizations through M&A, IPO prep, and cultural transformation.

Client: EV Charging Solutions, Inc. (EVCS) - Los Angeles, CA | May 2025 - Present
Embedded Interim Chief Human Resources Officer

Provider of largest EV fast-charging network on the West Coast, backed by over $100M in public funding

• Provide strategic HR leadership as part of a company-wide organizational realignment, with a focus on structural design and workforce planning.
• Designed and implemented an end-to-end talent acquisition framework, transitioning all recruiting functions in-house and generating $400K in savings from external agency fees.
• Conducted a comprehensive audit of HR operational processes to identify inefficiencies and enhance compliance and scalability.
• Led compensation analysis and developed a formal compensation philosophy; updated compensation programs to include equity grant levels, calibrated pay bands, and external market benchmarking.
• Introduced a performance management system to support goal alignment, feedback culture, and employee development.
• Partner directly with the CEO and interim CFO on budgeting, forecasting, and strategic management related to team.
• Developed and implemented manager training series, including managing within the law, interviewer training and all regulatory trainings.

Client: Lucas Museum of Narrative Art - Los Angeles, CA | July 2024 - April 2025
Embedded Interim Chief People & Culture Officer

Privately-funded cultural institution founded by George Lucas & Mellody Hobson, opening in 2026

• Oversight of the People & Culture division encompassing operational structure development, organizational design, staffing plans, and human resources frameworks to successfully scale operations from 100 to 300 employees in preparation for the museum opening in 2026.
• Collaboration with the executive team to develop a multi-year operational budget, long-term strategy, and start-up guidance supporting seamless organizational growth.
• Redesigning key HR functions for both pre- and post-opening phases, including talent acquisition, onboarding, career development and succession planning, performance management systems, retention initiatives, compensation structures, and benefits administration.
• Implementation of employee engagement strategies through the design and deployment of engagement surveys (new hire survey, exit survey) to inform retention and recruitment efforts based on sentiment analysis.
• Drafting updated policy manuals for both 2024 and 2025, along with revising institution-wide policies and operational workflows, to ensure compliance with regulatory standards and alignment with public policy requirements.
• Development of training programs tailored to enhance employee competencies while providing coaching and mentorship for all levels of leadership.

NASDAQ/TSX: EGLX .TO       Revenue: $100M          Employees: 300 (United States, UK, Canada); 150 Contractors

Handpicked by the CEO to join him in his next venture following a successful M&A integration at Amobee/Tremor to lead organizational transformation at Enthusiast Gaming. Directed cross-functional G&A functions—including People & Culture, Administration, Internal Communications, and Marketing—to support strategic realignment and operational consolidation.

• Partnered with CEO and CFO to execute the strategic plan, lead organizational design, and manage headcount and budget in a declining revenue environment.
• Built an internal talent acquisition function, saving $525K+ in external hiring fees within six months.
• Designed and implemented a compensation strategy, benchmarking tools, job architecture, and refined org structure.
• Completed legacy M&A processes, integrating seven entities into one parent company; harmonized benefits, total rewards, and introduced universal time-off plans.
• Consolidated payroll systems and partnered with Finance to implement NetSuite for accounting, travel & expense, and payroll reporting.
• Led inclusion initiatives - launched four ERGs, signed the California Equal Pay Pledge, and developed an HBCU internship program; tripled number of women in senior leadership in the first six months.
• Introduced quarterly engagement surveys and transparency initiatives including Town Halls, Spotlight meetings, open Q&A, and public Slack channels.

Note: Departed following CEO transition and budgetary restructuring as the company completed delisting from NASDAQ. Role was part of a broader scale-down of executive leadership.

NASDAQ: TRMR         Revenue: $357M           Employees: 1,100 (United States, Israel, UK, Australia, Singapore)

Recruited by the CEO to lead Amobee’s global HR strategy and prepare the organization for a successful sale and M&A transaction with Tremor International. Transitioned into the Chief Talent Officer role post-acquisition to lead integration efforts across five countries and multiple business units. Later joined the CEO in his next venture at Enthusiast Gaming.

• Directed global HR functions—including Talent Acquisition, L&D, HR Business Partners, DEIB, Compensation, Benefits, and Culture—during a period of strategic transformation.
• Led a global team of 28 HR professionals and 8 administrative/facilities staff, fostering collaboration and operational excellence across regions.
• Partnered with executive leadership to align culture with business outcomes, drive change management, and advise on short- and long-term strategic initiatives.
• Architected and executed the People strategy for the M&A transaction on behalf of Amobee, in close partnership with Tremor’s Chief People Officer; led due diligence, headcount planning, financial forecasting, and legal/regulatory preparations.
• Facilitated executive alignment across both organizations pre- and post-close, advising on leadership continuity, talent mapping, and cultural integration to ensure a unified transition
• Spearheaded post-merger integration, harmonizing systems, structures, and talent strategies across acquired entities.
• Designed and implemented a talent retention strategy to address attrition, improve engagement, and stabilize the workforce during transition.
• Led “Amobee Forward,” a global return-to-office initiative that redefined hybrid culture and re-engaged employees post-pandemic.
• Evaluated and redesigned the organizational structure, including job families, levels, classifications, and compensation benchmarking to support long-term scalability

NASDAQ: VZIO          Revenue: ~$2.0B           Employees: 850 U.S.-based FTEs; 200 Global Contractors

Recruited to build and scale VIZIO’s HR function through hypergrowth and IPO readiness. Partnered closely with Finance, Legal, and the executive team to lead the company through a successful public offering in 2021, hitting all major milestones within six months. Elevated the People function to support rapid expansion, operational rigor, and public company compliance.

• Built and scaled the HR organization from the ground up, overseeing Talent Acquisition, HR Operations, Compensation, Benefits, Payroll, HRIS, Compliance, L&D, and DEIB.
• Led VIZIO through its IPO, partnering with Finance and Legal to meet all SEC, SOX, and equity-related requirements; implemented post-IPO Total Rewards philosophy and executive equity structure.
• Achieved 95% headcount growth over 24 months through strategic workforce planning and in-house recruiting; reduced time-to-fill by 35% YoY.
• Negotiated and secured $1M in employer savings through benefits redesign and broker fee reductions.
• Implemented enterprise-grade systems to support scale and compliance, including Workday (HRIS), iCIMS (TA), Certent/Fidelity (Equity), ReturnSafe (COVID), and LinkedIn Learning.
• Modernized HR operations to align with SOX compliance, including process documentation, operational controls, and segregation of duties.
• Enhanced benefits offerings to attract and retain talent, including expanded leave, 401(k) matching, tuition repayment, and ESPP.
• Launched quarterly pulse surveys, stay interviews, and a people health index to drive data-informed engagement strategies.
• Expanded DEIB initiatives, launching affinity groups, veterans hiring programs, and women in leadership development.
• Led the cross-functional COVID-19 Task Force, transitioning operations to virtual, ensuring compliance, and providing thought leadership across the HR community via podcasts, webinars, and conferences.

Following VIZIO’s successful IPO, was recruited into an elevated executive role to replicate and expand strategic HR leadership across high-growth, post-transaction environments.

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

Strategic HR leader for a private equity-backed tutoring and test prep company during a period of rapid expansion and sale preparation. Operated remotely with extensive travel across the U.S. and Canada to support multi-unit operations. Partnered with the CEO, CHRO, and CFO to build scalable HR infrastructure, reduce turnover, and drive talent development aligned with investor expectations and future transaction goals.

• Led HR Business Partners, HR Operations, and Talent Acquisition teams to deliver on acquisition, engagement, retention, and compliance goals across 185 locations.
• Partnered with executive leadership to design and implement a multi-year talent strategy, reducing turnover in key roles from 53% to 25% and increasing internal promotions by 50% within two years.
• Developed and launched a talent development program, rewards and recognition framework, and succession planning tools to support workforce readiness and leadership continuity.
• Created proprietary tools including the “People Health Index” and “Operational Health Index” to assess talent, skills gaps, and business performance—used by field leaders to improve EBITDA and staffing outcomes.
• Delivered customized management training programs to field leaders, including “Management Style Under Stress,” “Crucial Conversations,” and “Managing Within the Law.”
• Served as strategic advisor to U.S. and Canadian field operations leadership on succession planning, professional development, and workforce optimization.
• Oversaw national employment law compliance, including wage and hour regulations, payroll, leaves, harassment prevention, and municipal labor laws.
• Partnered with legal counsel to mitigate risk, resolve employment matters, and draft/amend the Employee Handbook in alignment with evolving regulations.

Recruited into an elevated role at VIZIO to lead HR through hypergrowth and IPO preparation, leveraging proven success in scaling HR operations and supporting transaction readiness.

NASDAQ: TTEC      Revenue:  $1.4B        Employees:  40,000 Global  (NA, APAC, LATAM, EMEA)

Recruited based on post-M&A culture integration work at Zillow Group to lead HR for Revana Digital, a boutique digital advertising firm newly acquired by global enterprise TTEC. Served as the divisional HR head, reporting to the parent company’s global HR leadership. Focused on preserving Revana’s entrepreneurial culture while aligning with enterprise-wide compliance, systems, and talent strategies.

• Partnered with business leaders and TTEC HR leadership to develop and execute a comprehensive People strategy focused on engagement, retention, and cultural continuity.
• Led post-acquisition integration of HR policies, systems, and practices, ensuring alignment with TTEC’s global standards while maintaining Revana’s distinct identity.
• Reduced median time-to-fill from 47 to 33 days within three months by redesigning talent management processes and streamlining recruiting workflows.
• Trained leaders and employees on TTEC’s corporate policies, compliance obligations, and cultural expectations, facilitating a smooth transition into the parent organization.
• Ensured full compliance with federal, state, and local employment laws, including wage and hour regulations, onboarding/offboarding protocols, and recruiting practices.
• Partnered with legal counsel to mitigate risk and resolve employment matters through proactive documentation, policy amendments, and handbook revisions.
• Acted as a cultural ambassador, translating Revana’s values into scalable practices that could thrive within a 40,000-employee global enterprise.

Transitioned to C2 Education following the successful integration of Revana Digital, bringing post-M&A culture expertise to support a PE-backed organization through growth and sale preparation.

NASDAQ: ZG       Revenue: $3.5B       Employees: 5,000 United States & Canada

Served as a strategic HR partner during a period of hypergrowth and transformational change, supporting the expansion from 800 to over 3,000 employees through nine acquisitions—including the major integration of Trulia (1,000+ employees) and additional roll-ups such as HotPads and StreetEasy. Embedded within the California tech offices (Irvine and San Francisco), provided hands-on HR support and culture integration across Sales, Technology, Engineering, and Business client groups.

• Collaborated with HR leadership and cross-functional teams to support post-M&A integration efforts, including HRIS alignment, total rewards harmonization, policy adoption, and organizational restructuring.
• Played a key role in culture-building initiatives, including the rollout of Insights Discovery (Jungian-based strengths assessment) to unify teams and bridge acquired cultures.
• Supported the implementation of scalable HR programs in performance management, talent planning, leadership assessment, and employee engagement.
• Designed and launched a manager training curriculum for Sales leaders covering employment law, onboarding, DEI, and employee relations.
• Developed and analyzed exit and stay interview programs, contributing to a reduction in Inside Sales attrition from 48% to 26% within six months.
• Acted as the California employment law lead for assigned client groups, managing compliance, policy creation, investigations, and risk mitigation.
• Owned the employee experience lifecycle for Irvine and San Francisco offices, including onboarding, orientation, and offboarding.

Following the successful integration of Trulia and other acquisitions, and unable to relocate to corporate offices in Seattle or San Francisco, was respectfully included in the post-M&A reduction in force. This transition catalyzed a shift toward transformation-focused HR leadership roles.

Recruited to SHRM following impactful volunteer contributions to its legislative advocacy initiatives, this role focused on expanding HR engagement among college students and emerging professionals.

Served as a national ambassador for the profession, delivering HR education, resources, and strategic programming to cultivate the next generation of HR leaders. This foundational role deepened expertise in workforce trends, employment law, and member engagement, laying the groundwork for future leadership in scalable HR strategy.

• Researched and analyzed workforce trends, employment legislation, and HR best practices to inform educational content and member programming.
• Delivered keynote sessions, webinars, and workshops nationwide on core HR topics including succession planning, salary negotiation, workplace investigations, generational dynamics, and the impact of political measures on employment practices.
• Designed and implemented strategic initiatives to recruit and retain 35,000+ young professional members and 19,000+ student members, increasing student-to-professional conversion by 22% in one year.
• Chartered 43 new student chapters and drove a 14.7% increase in student membership through targeted university outreach and collaboration with SHRM’s Academic Initiatives program.
• Served as editor and publisher of StudentFocus magazine, curating HR content and research for SHRM’s student audience.
• Increased student conference attendance by 85.5% and website traffic by 60% year-over-year through enhanced programming and digital engagement.
• Partnered with internal stakeholders to improve data integrity, refine communications, and align engagement strategies with SHRM’s broader talent pipeline goals.
• Recognized as a top 20 guest on podcast DriveThru HR for thought leadership on emerging HR issues.

Note: Relocated from California to Virginia for the role; returned to California in 2014 for family reasons at a time where remote work was not supported. 

Since departing SHRM, have remained an active volunteer leader within the organization, serving in roles including PIHRA President, SHRM Advocacy Team Captain, and currently as SHRM California’s Deputy Director—continuing to advance the HR profession through public policy, education, and strategic engagement.

Supported post-M&A integration following MeriCal’s acquisition of VitaPak, including talent acquisition, immigration compliance, handbook development, and workforce relocation strategy across three facilities. This role marked the first exposure to HR’s strategic role in mergers and operational alignment, and served as a launchpad for future transformation-focused leadership. Joined SHRM during this tenure and began advocacy efforts that would later evolve into national volunteer leadership.

• Partnered with executive leadership and legal counsel to support post-acquisition integration, including talent acquisition, handbook development, immigration compliance, and workforce relocation strategy for 100+ employees.
• Created and implemented company-wide recruitment and talent management program, including careers website, ATS implementation, and sourcing strategy.
• Recruited, hired, trained, and onboarded 144 exempt and non-exempt employees across three facilities, reducing turnover from 32% to 16% over two years.
• Re-drafted employee handbook to align with federal and California employment law, covering wage and hour policies, disciplinary procedures, social media, and benefits.
• Led a 14-month I-9 audit in partnership with DHS and legal counsel, bringing immigration practices into full compliance and saving over $100,000 in potential fines.
• Revised and rolled out internal investigation protocols, including report templates for harassment, workplace violence, and safety violations.
• Managed 40–60 temporary employees weekly, overseeing payroll, retention, and agency contracts—renegotiating terms to achieve 6% cost savings.
• Supported benefits administration and open enrollment in English and Spanish; maintained leave programs and personnel records using HRIS platforms.
• Collaborated with legal counsel to respond to DFEH complaints, EDD appeals, and lawsuits, with the company prevailing in 83% of cases.

Previous tenure (1999–2000) as Recruiter / HR Coordinator, supporting early-stage hiring, onboarding, and HR administration—laying the groundwork for future strategic roles.

Managed full-cycle talent acquisition for diverse client organizations, supporting staffing needs from entry-level to executive roles. Strengthened candidate pipelines and improved recruitment outcomes through strategic sourcing, compliance oversight, and relationship-building.

• Successfully sourced, screened, and placed qualified candidates across multiple industries, fulfilling critical staffing needs and improving time-to-fill metrics.
• Drafted compelling job postings, conducted pre-employment screenings, and facilitated onboarding processes to ensure a seamless candidate experience.
• Expanded candidate pools by implementing innovative sourcing strategies, resulting in a 20% increase in high-level talent applicants.
• Conducted immigration verifications to ensure compliance with legal requirements and support onboarding for international hires.
• Maintained accurate documentation of recruitment activities in alignment with company policies and compliance standards.
• Contributed to process improvement initiatives across talent acquisition projects, enhancing efficiency and candidate engagement.

Handpicked by the VP of HR to return to MeriCal, Inc. and lead talent acquisition and compliance efforts following its organizational transformation—marking the beginning of a career-long focus on post-M&A integration and scalable HR strategy.