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Tara A Fournier, SPHR, SHRM SCP

Human Resources Leader | Organizational Design Strategist | Change Management Expert

Summary

SPHR and SHRM-SCP-Certified Human Resources Leader with MS in Human Resources Management & Organizational Leadership offering diverse experience and proven results throughout a 20+ year career. President of the Professionals in Human Resource Association (PIHRA), SHRM's largest affiliate based in Southern California with 4,500 HR professionals, and member of the California SHRM Board of Directors.

Extensive background in Human Resources Management & Development, including experience in: change management, mergers & acquisitions, public offerings (IPO readiness), talent acquisition and retention,  benefits and compensation, benchmarking, performance management, employee relations, HR operations management, HR policy development, immigration compliance, state and federal employment law, training and development, conflict resolution,  and legal compliance.

Tech/Start-Up/IPO/Mergers & Acquisitions/Growth Organizations

Work experience

10/2019Present

Vice President, Human Resources

VIZIO - Irvine, CA

NYSE: VZIO             Market Cap: ~$4.0B          Employees: 850 U.S.-based FTEs; 200 Global Contractors

  • Lead and scale end-to-end Human Resources function for VIZIO, driving strategy and culture, overseeing Talent Acquisition, HR Operations, Benefits, Compensation, Payroll, Talent Management, HRIS, Compliance, Learning & Development, and Diversity, Equity & Inclusion.  Oversight and management of HR team of 26 full-time employees and 8 contractors, as well as 8 administrative employees (reception, office management, executive administration).  
  • Led VIZIO through initial public offering (IPO) and transition from private to public entity (IPO date 3/24/2021). Developed and rolled out enhanced post-public Total Rewards philosophy, designed executive and employee equity structure, enhanced benefits offerings to attract and retain talent in a competitive talent market (expanded time off, paid leave, 401(k) matching, tuition repayment program and ESPP). Updated HR operations function to align with SOX compliance, process documentation, operational controls and segregation of duties. 
  • Partner with C-Suite (CEO, COO, CFO, CTO, CRO) on transformational organic headcount expansion (95% growth in 24 months) driven by the software engineering and media/entertainment verticals; ramping up talent acquisition and employer branding to scale for efficiency and process flow improvements.  
  • Develop short- and long-term strategic planning for each element of the employee lifecycle: acquisition, onboarding, ongoing/retention, offboarding.
  • Built and scaled Talent Acquisition function, including expanding employer branding efforts (BuiltIn, LinkedIn, The Muse, Glassdoor), engaging and optimizing social media interactions, streamlining interview processes, truncating time to fill metrics by 35% YoY (from 84 days to 54 days) by analyzing pipelines to pinpoint areas of improvement. Developed reporting to illustrate gaps in efficiencies and highlight candidate flow in the funnel.  
  • Evaluated and upgraded HR systems and tools to scale and improve efficiencies, including Workday HRIS, iCIMS (Talent Acquisition), Certent/Fidelity (Equity Administration), ReturnSafe (COVID safety), and LinkedIn Learning.
  • Enrich people analytics and provide data-oriented solutions to employee engagement through implementation of quarterly pulse surveys, 30/60/90-day new hire check ins, exit and stay interviews, people health index analysis, etc.
  • Expansion of DEI program, including developing diversity hiring strategy, launching internal affinity groups and championing veterans' hiring initiative and women in leadership development programs. 
  • Negotiated and secured $1M in savings for the organization through reduced employer benefits costs and discounted broker fees for 2022 benefits.
  • Created and led cross-functional COVID-19 Task Force to transform business operations from in-office to virtual during the pandemic; developed policies and protocols to ensure employee health and safety, including testing, vaccinations, accommodations and compliance with local, state, and federal regulations and ordinances.  Partnered with outside counsel to co-present series of podcasts/webinars/conferences as an expert in COVID-19 employer best practices and policy compliance guidance for the HR community. (Building Airplanes in Flight series with Eric DeWames of Michael Sullivan & Associates). 
11/201610/2019

Director, Human Resources

C2 Education - Irvine, CA and Atlanta, GA

Revenue: $100M        Employees: 1,800 in 185 locations - 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 during a period of organizational hyper-growth, expanding from 800 employees to over 3,000 through both acquisition and organic expansion.  Led the implementation of key HR programs and process with client groups in Sales, Technology, Engineering and Business divisions, including performance, total rewards, employee engagement, leadership assessments and talent planning.  Analyzed business challenges and HR programs to identify improvement opportunities and integrate/define organizational culture. Reviewed and analyzed business data to identify trends and recommend solutions to improve employee engagement, productivity, retention and employee experience. Partnered with organizational and divisional leaders 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/total rewards and HR operations/policies as well as managing redundancies and reorganization of client groups and leadership structure.
  • Continuously led the employee experience and employment life cycle for California tech offices in Irvine and San Francisco, including employee on-boarding, orientation and exit processes. Developed exit interview program for Inside Sales organization, 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 to mitigate risk.  
  • 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 common language for organization through Insights Discovery program, a Jungian-based skills/strengths assessment designed to increase cross-functional communications and bridge multiple organizational cultures during hypergrowth and 9 acquisitions.
  • Created and implemented comprehensive manager training program for Sales client group, including employment law, interviewing & onboarding, positive employee relations, communications and diversity/inclusion.
2/20124/2014

Manager, Human Resources Member Engagement

Society for Human Resource Management (SHRM) - Alexandria, VA

As a designated expert in Human Resources practices and philosophies for the organization, conducted research into workforce trends, current and proposed state and federal employment laws, and other Human Resource industry-related topics.

Educated thousands of Human Resources young professionals across North America as part of an educational outreach effort to attract/retain future HR leaders through presenting educational sessions, delivering keynote addresses and leading Twitter/Facebook chats and webinars on a 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.

  • Served as the editor and publisher of StudentFocus magazine, a quarterly e-publication targeting SHRM student members.  Researched and drafted articles.
  • Developed and implemented strategic plans to recruit and retain SHRM student members, young professionals and volunteer leaders; sourced and developed innovative engagement and educational opportunities; planned, managed and delivered educational content at six yearly student conferences; oversaw the Society’s student chapter affiliate program with 450 chapters and 19,000 student members.
  • Developed and implemented strategic engagement and retention initiatives to acquire and retain 35,000 Young Professional members.  Increased number of student members converting to professional membership by 22% in one year 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.

*Previous employment from 6/1999 - 6/2000 as Recruiter/Human Resources Coordinator

9/20086/2009

Corporate Recruiter

AppleOne (Corporate) - Santa Ana, CA

Sourced, interviewed, and placed qualified candidates in client organizations, from entry-level to executive roles.  Responsible for full-cycle talent acquisition processes, including identifying talent, drafting job postings, conducting pre-employment screenings, drafting and delivering job offers, managing onboarding processes, conducting immigration verifications, responding to staffing-related inquiries to candidates and assisting with various talent acquisition projects related to expanding candidate pools to attract higher level talent.

2/20049/2008

Human Resources/Business Development Strategic Consultant

TCC - Surprise, AZ & Irvine, CA

Consulted small business/start-up clients in retail/e-commerce and tech industries by helping devise and implement business development and talent strategies, providing recommendations for compliance with state and federal employment laws, drafting policies and advising on organizational structure and design for scaling.  Provided consultation for customer and talent acquisition, including strategic branding, public relations, communications and online presence.