Juliana Corriveau
HR Business Partner · Capital Group
Fullerton, CA
In My Own Words
12+ years of progression serving leaders via strategic program management/planning, and by coaching on employee engagement using performance analytics; Master of Science in HR, and Master of Arts in Anthropology. Dynamic and organized systems thinker who innovates business solutions by using social research to develop actionable strategies that impact the organization and products. Influencing and communication skills coaching senior leadership on leadership, privacy, and systemic improvements, as well as performance management and employee relations.
Work Experience
HR Business Partner
Capital Group2020 – Present
Supported several strategic programs and projects across the HR function, including Benefits, Compensation, HR Technology, and HR Privacy. Coached HR associates in support of privacy program vision and goals. Defined clear goals and outcomes for proposed privacy solutions and guidance, leveraging stakeholder input to identify and address needs and opportunities spanning HR. Led RFP/Vendor quotation, selection, and contract review processes for a new FSA/DCFSA provider, leading to a vendor change to Optum for FSA/DCFSA as well as HSA. Resulted in significant cost savings (~$53K per year), administrative time savings, and increased positive experience outcomes/feedback from participants. Developed a comprehensive HR Privacy "playbook" to provide ~200 HR associates with a robust, streamlined resource inclusive of global HR Privacy guidance on data usage, storage, and transmission for Capital Group's most sensitive people data. Mapped all global HR data elements across the function and for all HR vendors by country to create an inventory detailing where the most sensitive data fields are in use and for what purpose. Inventory serves as critical documentation for CPRA and GDPR compliance, and for conducting annual updates to global Privacy disclosures. Audited and assessed impacts to all downstream non-HR applications currently receiving data from core HR systems. Created a governance process to assess and disposition future requests, reducing risk of accidental data exposure?and bringing Capital into compliance with GDPR and CPRA required controls. For Capital's implementation of Workday, partnered with cross functional HR team to ensure the system implementation leveraged Privacy-by-Design as baseline configuration guidance. Addressed 116 privacy risk areas resulting in process, documentation, security, and privacy efficiencies for global HR function. Established global retention requirements by persona in partnership with: Global Privacy Office, Legal/Compliance, HRIS. Created HR's detailed GDPR documentation around Collection Limitations (which sensitive data fields can/cannot be legally collected in which countries), Workday consent/disclosure verbiage locations by country, and retention limits. Developed and embedded privacy guidance in HR's usage model for collaboration technology, E.g., MS Teams. Addressed privacy areas of risk across HR globally by partnering with HR Privacy Subject Matter Experts (SMEs) to remediate ~94 privacy gaps within their teams.
HR Business Partner
Intel Corporation2010 – 2019
Human Resources Business Partner – HR 8/2017 – 10/2019 Provided strategic employee relations management through effective triage, stakeholder management, and thorough assessments using judgment and evaluation of guidelines, policies, and procedures. Coached, mentored, and advised managers and employees at all levels. Executed programs and influenced managers in performance management, inclusion, and organizational downsizing. Direct, proactive employee relations support to a 2,300+ person global organization as part of a global HR Account Team, supporting all management & employee levels as well as conducting investigations and providing compensation support (including salary action approval, promotions, and job re-leveling.) Drove analysis and delivered key metrics to the business to drive systemic improvements, including Employee Experience Survey data. Developed a tactical development tool enabling global Data Center Group managers to improve their management capabilities based on key positive behavior traits and Intel’s performance standards. Took ownership of a complex Compliance role for Intel Federal requiring high stakeholder management, collaboration, and engagement with all areas of the business unit and HR. Planned and executed a study to understand and document key role constraints, responsibilities, and stakeholders. Study enabled HR to accurately represent the role to the business unit as a non-HR role, resulting in the business taking ownership of the role. HR Innovation Award -- creation of “inclusion grade level expectations”, which were proliferated Intel-wide and used as a resource for employees to build a more inclusive culture and improved employee experience. Workforce Magazine Optimas Silver Award for Innovation Superior Achievement Award, Intel Data Centric Group, New Platforms Group (NPG) – Quickly developed and executed a research study on organizational health data to enable new NPG VP to effectively prioritize org health initiatives. Human Resources Researcher – HR 6/2015 – 8/2017 Part of an innovative new talent connection program at Intel called Freelance Nation. Delivered short term projects across various business groups that resulted in better, faster, and cheaper results compared to alternate resourcing options. Drove employee engagement decisions at CEO-suite level by delivering results of HR Org Health qualitative analysis. Drove research and delivered key insights regarding employee perceptions of HR Guidelines. Resulting internal global news article had 200+ likes and 20300+ reads. Increased team productivity, operational processes, and leadership growth by coaching and driving new approaches and processes to instill a collaborative culture for a 50+ employee group. Superior Achievement Award, Intel Sales & Marketing Group – Creating a collaborative and inclusive org culture. Human Resources Program Manager 4/2012 – 6/2015 Consumer Experience Engagement Program (CEEP) A strategic, flexible user experience program with Intel's customers and an Intel Business Unit to develop new experiences and Intel design wins. Managed 3 automotive and 3 freight engagements, involving rapid prototyping, design thinking, and field research. Program managed, conducted critical field research, and delivered Northgate Canyon product requirements within 7 months, saving Intel and Honeywell 3 years of research work and thousands of dollars; resulting in a $48.5 million dollar Design Win with Honeywell to produce an Intel-based smart freight tracker, an industry first. 12-month, 50 driver, multi-phase study conducted with Chrysler to create an important Intel asset and IP around "Agency and Control" within the car, focused on how the IVI system builds trust with the users over time by surfacing meaningful information based upon users’ needs and usage. Asset and IP established Intel as a thought leader in the automotive technology space. Division Recognition Award, Intel Sales & Marketing Group – Successful completion of Field Trials: Northgate Canyon. Northgate Canyon (NGC) - IA-based smart tracker won a Good Design award for the team's successful completion of Field Trials (real world testing), enabling a move to full production with our manufacturing partner, Honeywell. Published in: Automotive User Interfaces: The Insight–Prototype–Product Cycle Best Practices and Processes to Iteratively Advance In-Vehicle Interactive Experiences Development. Springer, 2017. U.S. Patent No. 10346119. TRUSTED VEHICLE MESSAGING VIA TRANSPARENT DISPLAY. HR Resource Assessment Tool (RAC) Program Revamped original workforce planning capabilities of HR Resource Assessment Tool (RAC). Led tool redesign and defined tool governance process, aligned roles and competencies across engineering groups through datamining & negotiation with technical and business leaders. Re-mapped 44,000 employees to new job roles to enable financial planning processes. Division Recognition Award, Intel Human Resources – Successful implementation & rollout of RAC workforce planning tool. Great Place to Work Program (GPTW) Delivered event programming to increase engagement with employees, their families, and the community. Program managed execution to 18,000+ employees in Oregon, managing a budget of $500k/quarter. Partnered with Communications, Marketing, external vendors, internal stakeholders, and volunteers. Increased Intel’s 2012 position on Fortune 100 “Best Companies to Work For” ranking from 68 to 46. Created annual global “Pi Day” (March 14) event, with videos featuring Intel C-suite Executives that received 16,000+ views worldwide.
