Rebecca's Career Portfolio - Recently Updated Pages

Work History

rwarriner — Sat, 14 Apr 2007 20:35:58 CDT

Rebecca's first job after graduating from Whitman College was as an Inside Sales Representative with Boxlight Corporation in Poulsbo, WA. Rebecca was the10th employee at this original equipment manufacturer of computer projectors. Rebecca was responsible for approximately $100,000 in monthly sales and quickly became the top sales representative. She then transitioned into a new position for the company recruiting and training sales representatives and then became the Recruiting and Training Manager for the entire company. During this time, Boxlight was on the Inc. 500 list of the fastest growing privately held companies in the United States for four years in a row and is in the Inc. 500 Hall of Fame as a 5-time honoree. During Rebecca's tenure there, the company grew to approximately 150 employees world wide.

After five years at Boxlight, Rebecca moved to Seattle and joined Optiva Corporation as their Recruiting & Training Coordinator. Optiva is the company that invented, developed, and manufactured the sonicare toothbrush. The company was growing very quickly and Rebecca was busy filling approximately 140 positions in 18 months. During this time, she also earned her Certificate in Human Resources Management from the University of Washington.

Rebecca was then offered the Human Resources Manager position at C Me Run Corporation, a start up application service provider. Rebecca was employee number three and was responsible for developing the Human Resources department from scratch. C Me Run grew very quickly and then moved its headquarters to Hudson, MA. Rebecca was offered the opportunity to relocate with the company, but decided to stay in Seattle. Rebecca helped transition the Human Resources role to the east coast and then joined LizardTech, Inc. as their Human Resources Manager.

Rebecca joined LizardTech when they had about 95 employees. She was their first Human Resources employee and she was tasked with centralizing the HR function. Because they were growing very quickly, Rebecca first centralized recruiting and built a strategic program from scratch, which helped the company double in size in 8 months. Rebecca also pulled all of the HR functions into the new HR department - employee relations, compensation, benefits, training, and compliance. This required a complete audit of the personnel files and making changes to procedures to ensure those were maintained appropriately. Rebecca also evaluated third party benefits administrators, chose a new vendor, and strengthened the benefits package offered to employees. During this time, Rebecca was promoted to Director of Human Resources and grew the department to four employees.

Unfortunately, LizardTech was hit by the high-tech crash in 2001. The company downsized 80% of its employees and Rebecca was responsible for coordinating the reductions in force with corporate culture and respect for employees as top priorities. She also proposed and implemented alternatives to downsizing, which saved the company over $40,000 in a three-month period.

Rebecca left LizardTech in March of 2002 when they downsized to about 25 employees. She went back to LizardTech in June of 2003 and coordinated and led the transfer of the company's CRM database from Onyx to UpShot, a web hosted, software as a service CRM. Rebecca's role at LizardTech grew and she became the Sales Operations Manager, managing 10 direct reports in Sales, Licensing, Technical Support, Facilities, Shipping, Customer Service, and Operations.

In 2005, Rebecca left LizardTech and started her own company, Woodland Recruiting, providing recruiting consulting services to employers and candidates.

About

rwarriner — Sat, 14 Apr 2007 20:33:34 CDT

Rebecca has nearly 15 years of Human Resources experience and has held corporate HR positions in several Seattle high-tech companies, including Director of Human Resources and Recruiting Manager. Her expertise is in recruiting, employee relations, and training. She has worked with several industries, including software, hardware, medical device, and bio-tech.

Rebecca earned her Senior Professional in Human Resources (SPHR) certification in December of 2000 and is a member of the Society of Human Resource Management. She is active in the local community as a member of the Human Resources Committee for the King & Kitsap County Chapter of the American Red Cross and is a member of the Greater Seattle Chamber of Commerce.

Rebecca holds a BA with Honors in Anthropology from Whitman College and earned her Certificate in Human Resources Management from the University of Washington.

Rebecca is the Owner of Woodland Recruiting, which provides consulting services for employers and candidates. For employers, Woodland Recruiting provides recruiting program development, independent candidate evaluation and shared risk placement services. For candidates, Rebecca provides free resume and job search tips to candidates, which can be heard on her podcast, which is also available on iTunes. More in depth and targeted coaching is provided in Rebecca's one on one Job Search Strategy sessions.

Rebecca's LinkedIn Profile.

Compensation & Benefits

rwarriner — Sun, 18 Mar 2007 16:30:14 CDT

Rebecca's philosophy regarding Compensation & Benefits is to develop a strategy and approach it from three directions:

External Salary Surveys: Learn what the market is paying and determine where your company is going to fall within the range. Do you want to pay above or below the market? Can you be competitive with compensation and benefits, or do you need to attract candidates through other strengths (e.g. mission of service, corporate culture, location, potential growth and opportunity)? Make a conscious and strategic decision and communicate it internally and to your candidates.
Internal Equity: Ensure that employees with similar experience in similar roles are earning similar pay.
The Individual: Look at what the individual brings to the table. What are the unique skills and experience that the candidate has and determine where they should fall within your targeted salary range.

Rebecca has over 12 years experience developing compensation plans, determining salary ranges, extending job offers, negotiating salaries, and managing salary increases. Accomplishments include:

Evaluating and choosing third party benefits administrators
Reviewing, negotiating, and choosing annual benefit plans
Managing open enrollment process
Conducting review of corporate wide compensation plans
Working with executive team to determine compensation strategy
Developing performance review programs in which compensation is tied to performance

Community

rwarriner — Sun, 18 Mar 2007 16:12:28 CDT

Giving back to the community is extremely important to Rebecca and she incorporates this in her professional life.

Rebecca is on the Human Resources Committee and the Diversity Committee for the Seattle chapter of the American Red Cross. In the past, Rebecca served as a Community Disaster Education volunteer for the Red Cross, training people how to prepare and respond to a disaster.

A percentage of Woodland Recruiting's sales are donated to five local non-profit agencies:

Woodland Recruiting offers a $500 referral bonus for people who are on the Job Alert email list. People who earn the referral bonus have the option of donating it to one of these agencies.

Rebecca is also a member of the Greater Seattle Chamber of Commerce, the Northwest Recruiters Association, and the Professional Business Builders Chapter of BNI Northwest.

Resume

rwarriner — Sun, 18 Mar 2007 16:00:41 CDT

Rebecca's resume can be opened as an attachment below the comments section at the bottom of this page.

Education

rwarriner — Sun, 18 Mar 2007 15:52:48 CDT

Rebecca graduated from high school in Yarmouth, ME and enrolled at Whitman College in Walla Walla, WA. She studied abroad her Junior year at the University of Manchester in Manchester, England. She graduated from Whitman in 1993 with a Bachelor of Arts Honors Degree in Anthropology.

When Rebecca chose Human Resources as her career, she enrolled in the Human Resources Management Certificate course at the University of Washington. This is a nine month program with courses in Human Resources Management, Employee Relations, Training, Recruiting, Compensation, and Benefits.

After completing the course, Rebecca began to study for her Senior Professional in Human Resources certification (SPHR), which is offered through the Society for Human Resource Management (SHRM). Rebecca passed the test on her first try in December of 2000. The test has an average pass rate of 57%. Out of 210,000 SHRM members, 17% have earned their SPHR. 2% of SHRM members in Washington State have earned the SPHR.

The SPHR needs to be renewed every three years, which entails earning 60 credit hours in a combination of continuing education, professional instruction/training, on the job experience, research or publishing, holding a leadership position, and professional membership in a national or international HR organization. 15 of the credit hours need to be in strategic management.

Rebecca has attended many seminars relating to all of the functional areas of Human Resources Management and continues to develop and grow her skills through her involvement in local and international Human Resources organizations.

Recruiting

rwarriner — Sun, 18 Mar 2007 15:34:16 CDT

Boxlight Corporation
- Responsible for company-wide recruiting program at a company that was on the Inc. 500 list of the fastest growing, privately held companies in the U.S. for four years in a row
- Launched “Build with the Best” program, which helped decrease sales force turnover from 57% to 21%
- Recruited and hired employees for new U.K. office; traveled to the U.K. to train employees and help open the office
- Managed recruiting and training staff of three
- Designed and conducted new hire orientation

Optiva Corporation
- Responsible for sourcing candidates, conducting interviews, and filling positions in all departments and at all levels in a rapidly growing company
- Working with one other recruiter, successfully filled 140 positions in 18 months
- Developed and administered applicant database
- Organized corporate job fairs
- Designed and implemented new hire orientation program

C Me Run
- Developed recruiting program and successfully hired key technical positions in tight labor market
- Successfully grew company from three to over 20 employees in six months

LizardTech
- Centralized and managed in-house recruiting program, which grew the company from 95 to 190 employees in eight months
- Managed executive level searches and successfully hired EVP of Marketing, EVP of Sales, and EVP of Products
- Developed and implemented new hire orientation program
- Managed relationships with outside recruiters

Woodland Recruiting
- Successfully conducted contingent search for high-tech companies. Searches include:
  - Database Architect
  - Database Developer
  - Sr. Technical Project Manager
  - Program Director
  - Sr. Technical Writer
  - Sr. Software Developer
- Provided guidance and training for start up companies on how to effectively interview, evaluate, and select candidates
- Consulted with company during downsizing event to help ensure they were complying with Federal and State laws; Ensured company was conducting the downsizing event in a respectful way that reflected their corporate culture and helped ensure greater retention of remaining employees
- Acted as Director of Recruiting for Ontela

Compliance

rwarriner — Sun, 18 Mar 2007 15:31:34 CDT

Rebecca has experience working with companies to ensure they are complying with Federal and State employment laws.

ADA
- Worked with management to ensure employment decisions complied with the Americans with Disabilities Act
COBRA
- Ensured employees were educated about their right to continue to participate in the company's group health plan in the event of voluntary or involuntary termination
FLSA
- Conducted job analyses to ensure employees were appropriately designated as exempt or non-exempt
FMLA
- Established Family Medial Leave Act program, communicated it to employees, managed program, and ensured compliance
Sexual Harassment
- Conducted sexual harassment prevention training for executives and employees
- Responded to employee reports of sexual harassment
- Working with outside lawyers, investigated and resolved sexual harassment complaints
Uniform Guidelines on Employee Selection Procedures
- Ensured that selection practices did not result in an adverse impact on applicants or employees based on race, color, religion, sex, or national origin
WARN
- Worked with inside Corporate Counsel and executive team to ensure downsizing events complied with the Worker Adjustment and Retraining Notification Act
Federal and State Posting Requirements
- Researched Federal and State requirements regarding posting information about laws and employees' rights
- Ensured posters were visible and kept up to date
Personnel Files
- Conducted audits of personnel files and ensured they were organized and maintained appropriately

Career Highlights

rwarriner — Sun, 18 Mar 2007 00:09:56 CDT

Rebecca has experience in all areas of Human Resources with expertise in Recruiting.

Training

rwarriner — Sat, 17 Mar 2007 23:11:14 CDT

Developed & conducted 4 week sales training program, which included training on product, procedures, and sales skills
Zenger Miller certified trainer, 1998
Developed and conducted sexual harassment awareness training
Developed and conducted OSHA training for ESL employees in a manufacturing environment
Developed and conducted employee interview skills training
Conducted Community Disaster Education training as a volunteer for the American Red Cross

Employee Relations

rwarriner — Sat, 17 Mar 2007 22:09:43 CDT

Developed and maintained employee recognition programs, including the "Leaping Lizard" award at LizardTech, in which employees recognized each other for exemplory team work and accomplishments
Organized annual picnics and holiday events
Managed employee relations budget