JENNIFER BIGELOW

As the first VP, People at Planet DDS, led the development and execution of people strategy across all levels of the organization, directly supporting a double-digit employee growth.

• Collaborated with CEO and executive team to design and implement holistic people strategy aligning with organizational goals and growth targets.
• Built and rolled out a scalable compensation framework to support company growth while ensuring internal equity and external competitiveness.
• Implemented a comprehensive talent acquisition program that decreased time to fill by 20%.
• Spearheaded the development and launch of an HRIS system that automated key HR processes, reducing manual tasks and providing scalable, data-driven insights for talent acquisition, performance management, and compensation.
• Designed a talent mobility strategy that provided clear career pathing, increasing employee engagement and career progression based on impact and skills.
• Introduced a holistic benefits strategy, adding wellness programs, mental health support, and flexible benefits options, which contributed to a 10% reduction in employee absenteeism.
• Played a key role in succession planning and organizational design, enabling smooth scaling during periods of rapid growth and change.
• Ensured HR compliance excellence by establishing and maintaining policies and practices that adhered to local, state, and federal labor laws globally.
• Developed and executed an employee engagement strategy that led to a 15% increase in employee satisfaction, as measured by annual surveys with action planning , fostering a more committed and productive workforce.

• Led HR business partner function for a technology solutions firm. Provided expert advice and counsel to leaders on all human capital issues to ensure strategic alignment and development of a high-performance culture, including ongoing coaching and performance management.
• Optimized organizational design by implementing a large-scale talent reorganization and 14% RIF, collaborating with leadership team to achieve strategic goals.
• Developed robust talent programs to improve employee retention, including DE&I initiatives.
• Spearheaded quarterly talent reviews with senior leadership team to present recommendations for recruiting strategy and talent management, as well as analysis of organizational health, talents gaps, turnover, and competitive landscape.
• Managed all compliance, including policies, procedures, compliance reporting, OSHA 300 reporting, SOC 2 audit, affirmative action plan (AAP), and VETS 4212 filing.

• Partnered with executives at a fast-growing robotics software company to foster engagement and employee satisfaction. Created systems and policies for all recruiting, learning and development, compensation and benefits, and performance management activities.
• Became trusted advisor and strategic partner for CEO and C-suite; Partnered with executive teams to make talent decisions by charting gaps in skills, defining talent acquisition strategy, and establishing talent pipeline.
• Promoted engagement and culture of continuous growth by coaching business leaders on performance management, leadership, communication, and development strategies.
• Created and executed a lifecycle approach to talent management focused on forecasting, staffing, on-boarding, development, performance management, succession planning, and retention.
• Ranked Best Places to Work in San Diego, 2020; achieved 68th percentile in employee engagement compared to similar vertical industry software and services companies.
• Recognized by management team and employees for providing proactive and service-oriented talent acquisition, HR operations, and HR business partner experience.
• Managed recruiting and onboarding during a period of rapid company growth, adding 120 employees in 6 months; maintained employer reputation and employee experience during pandemic-caused RIF.
• Enhanced benefit offerings while remaining budget neutral by revamping health and welfare benefit programs, bringing in new carriers, and creating an improved employer cost-sharing arrangement.
• Established comprehensive HR infrastructure from the ground up; created a seamless candidate experience, fair compensation structure, and robust policies and procedures.
• Implemented transition from PEO to in-house HRIS tool (UKG), providing employees and leaders easy access to employee data.
• Created a career laddering and job matrix in all functional areas to ensure company and employee alignment on employee growth, development, and opportunity.

• Company Overview: (Acquired by LifeLock and Symantec)
• Successfully navigated 2 acquisitions for software security company. Managed acquisition integrations and established HR infrastructure during periods of transition and growth. Directed all HR functions.
• Partnered with business leaders to achieve organization and business alignment globally for 1,800 employees after $2.3B Symantec acquisition; ensured consistency across the organization.
• Built strong relationships and influence across leadership and management levels.
• Minimized employee relations issues by keeping workforce fully engaged.
• Ensured complaints, discipline, performance management, and corrective action procedures were handled in a fair, consistent, and legally compliant manner.

• Company Overview: (Acquired by LifeLock and Symantec)
• Managed HR team through LifeLock acquisition, merged company cultures and policies, then helped company grow from 120 to 195 employees.
• Spearhead organizational projects aimed at improving employee morale and engagement, reducing turnover, and enhancing the company’s culture.
• Achieved 95th percentile for employee engagement and top decile for regrettable turnover.
• Created optimized HR strategies for workforce planning, pay for performance, talent management, and succession plans.
• Developed and oversaw immigration program, leave/disability process (PDL, FMLA, CFRA, PFL), affirmative action program, and compliance with federal and state employment laws (OSHA, ADA).
• Built robust total rewards program, including health and welfare, 401k, equity, and ESPP.

• Established comprehensive HR structure for a small business and optimized benefits design.

• Managed 401(k) Plan transactions and annual audits, including employee and employer matching contributions; ensured plan compliance with ERISA, state and federal laws, and company policy.

• Advanced through progressive roles in every HR function. Managed annual benefits budget of $7.1 million. Conducted market studies and analysis on benefit plan design and selected providers.
• Saved $600,000 annually by designing an improved health and welfare plan, including open enrollment.
• Achieved $95,000 annual cost saving by transferring 401(k) assets to new plan administrator.
• Integrated all benefits after a company merger, including healthcare and 401(k).