Angelita Reyes

‭Angelita Reyes‬ ‭Summary‬ ‭ dynamic HR leader with extensive experience driving strategic HR initiatives across diverse industries, including healthcare,‬ A ‭technology and financial services. Proven expertise in building high-performing teams, optimizing HR operations and mitigating legal‬ ‭and operational risks. Adept at navigating complex organizational challenges, including M&A, global expansion and organizational‬ ‭change. Passionate about developing and implementing innovative HR solutions that enhance employee engagement, drive business‬ ‭growth, and foster a positive and inclusive workplace culture.‬ ‭Core Competencies‬ ‭‬ ● ‭●‬ ‭●‬ ‭●‬ ‭●‬ ‭●‬ ‭●‬ ‭●‬ ‭●‬ S‭ trategic HR Leadership & Workforce Planning‬ ‭Leadership Coaching & Organizational Development‬ ‭Compliance, Risk Mitigation & Policy Design‬ ‭Employee Relations & Performance Management‬ ‭HR Technology, Analytics & Process Optimization‬ ‭M&A Integration & Change Leadership‬ ‭DEI Strategy Implementation & Employee Engagement‬ ‭Compensation & Total Rewards‬ ‭Talent Management & Succession Planning‬ ‭Professional Experience‬ ‭ irector, People Operations | On Lok | April 2022 – November 2024‬ D ‭Led strategic HR initiatives for a healthcare organization operating in a highly regulated environment, ensuring compliance,‬ ‭operational efficiency and workforce development.‬ ‭●‬ ‭Partnered with cross-functional teams, including Compliance and Risk leaders, to enhance HR policies, mitigating‬ ‭workforce-related risks and ensuring adherence to regulatory requirements.‬ ‭●‬ ‭Reduced Wage and Hour-related legal risks and financial exposure by 86%, achieving approximately $900k in annualized‬ ‭savings through strategic policy updates and enhanced compliance efforts.‬ ‭●‬ ‭Served as a strategic HR advisor during regulatory reviews, ensuring audit readiness and proactive issue resolution.‬ ‭●‬ ‭Developed and implemented a People Operations Generalist model that delivered exceptional client value and built a‬ ‭thriving workforce.‬ ‭●‬ ‭Designed a Performance Management Toolkit, increasing leadership accountability and employee engagement.‬ ‭ onsultant, People Leader | Parks Conservancy via Forshay | October 2021 – April 2022‬ C ‭Provided HR consulting, coaching, and process improvements to support leadership in policy development, employee engagement‬ ‭and cultural transformation.‬ ‭●‬ ‭Partnered with senior leadership to assess and refine HR policies, ensuring alignment with compliance and workforce‬ ‭engagement goals.‬ ‭●‬ ‭Resolved complex employee relations issues and coached leaders through performance management challenges.‬ ‭ R & Operations Officer | The Sarap Shop | March 2019 – April 2022‬ H ‭Managed HR administration and operations for a family food business, ensuring compliance with safety and employment regulations.‬ ‭●‬ ‭Implemented HR best practices to support business growth while maintaining full compliance with safety and labor laws.‬ ‭●‬ ‭Advised on HR-related matters, contributing to a positive and compliant work environment.‬ ‭ roup HR Director | ESI Group | December 2017 – March 2019‬ G ‭Partnered with global leadership to align HR programs across 40+ markets, including the Americas, APAC and Europe.‬ ‭●‬ ‭Collaborated with cross-functional leaders in Operations, Legal, Compliance, Sales and Technical teams to assess‬ ‭organizational health and guide workforce planning strategies.‬ ‭●‬ ‭Provided guidance and resolution strategies for sensitive employee relations situations, including investigations and conflict‬ ‭management.‬ ‭●‬ ‭Developed and implemented HR policies and procedures to ensure consistency and compliance across the organization.‬ ‭●‬ ‭Implemented management coaching programs to enhance leadership accountability and engagement.‬ S‭ enior HR Business Partner, Wholesale Banking & International Group | Wells Fargo Bank | August 2013 – November 2017‬ ‭Led HR strategy and operations across Wholesale Banking and International Group divisions, supporting global mobility, risk‬ ‭mitigation, and workforce growth across regulated, matrixed environments.‬ ‭●‬ ‭Partnered with senior executives to drive talent initiatives, succession planning, and organizational design across multiple‬ ‭regions.‬ ‭●‬ ‭Developed and implemented workforce planning tools, including headcount forecasting, skills gap analysis, to support‬ ‭strategic scaling.‬ ‭●‬ ‭Applied HR data analytics to inform performance enablement, compensation decisions, and restructuring efforts.‬ ‭●‬ ‭Executed employee engagement strategies that improved leadership effectiveness and team productivity by 20%.‬ ‭●‬ ‭Guided HR practices to support global expansion efforts, including mobility programs, policy design, and cross-border‬ ‭compliance.‬ ‭●‬ ‭Advised leadership on complex employee relations cases, ensuring legal alignment and reputational risk management.‬ ‭Earlier HR Leadership Roles‬ ‭ hief HR Advisor | British American Business LEAP and SF Small Business Development | February 2011 – February 2014‬ C ‭Provided HR consulting to local and international businesses navigating complex employment laws, compliance, and workforce‬ ‭strategy.‬ S‭ enior HR Business Partner | IBM Corporation | February 2009 – January 2011‬ ‭Led post-acquisition HR integration for ILOG, achieving 98% key talent retention through targeted alignment, coaching, and‬ ‭communications.‬ ‭ ice President, HR | ILOG, Inc. | April 1997 – January 2009‬ V ‭Built and scaled the HR function for a multinational software firm. Drove global HR strategy with engineering and product leaders,‬ ‭talent management, and M&A integrations to support high-growth objectives across North America, Europe, and APAC.‬ ‭Education‬ ‭Bachelor of Science, Business Administration (Accounting Major) | Philippine School of Business Administration‬ ‭Certifications‬ ‭ uman Resources Business School Program | The Wharton School, University of Pennsylvania‬ H ‭Coaching In the Moment | Cylient‬ ‭Flawless Consulting | Designed Learning‬