Ian Ambrosio

As a Human Resources Department of One, I lead the HR function for a rapidly scaling global team of 300+ employees across multiple countries, including the US, Costa Rica, Argentina, the Philippines, El Salvador, Spain, and India. I am a strategic partner who builds and manages the entire employee lifecycle, from recruitment and onboarding to performance management and offboarding. My focus is on creating scalable, compliant, and people-centric HR solutions that support a high-growth environment. Key Responsibilities & Experience I manage all aspects of HR for a diverse and distributed global workforce. My responsibilities include: • Global Headcount Management: I own the full employee lifecycle, strategically scaling US headcount from 100 to 200+ while managing an additional 100+ employees and contractors internationally. • Employee Relations & Performance Management: I serve as the sole point of contact for all employee relations issues, providing guidance and conflict resolution. I also develop and implement performance management frameworks to support employee growth and development. • Employee Engagement & Culture: I design and execute global engagement initiatives, including planning quarterly employee appreciation trips and events that foster a cohesive and positive company culture across all regions. Systems & Operations I leverage advanced HR technology to operate as a lean and efficient HR department. I manage all operations using: • Rippling: This is my core HRIS for all US-based employees. I handle everything from Learning Management and benefits administration to onboarding and compliance within this platform. • Deel: I am the administrator for our international HR operations, managing all EOR (Employer of Record) and COR (Contractor of Record) relationships. I successfully led the migration of over 90 international hires from a previous system (Remote.com) to Deel, ensuring seamless compliance and continuity for our global team.

Talent Acquisition & HR Manager for all departments serving a global function across North America (US and Canada) and AUNZ. In addition to responsibilities held as the sole Talent Acquisition professional within the organization, I also partner with teams to deliver Employer Value Proposition (EVP) programs, while aligning our EVP to our evolving DEIB strategy. Delivered end-to-end recruitment in North America (US & Canada) and AUNZ, identify, source, and support hiring teams to select new team members aligning with the skill set and our core values. (Achieved an AVG Time to Fill of 30 Days across 5 Global Teams) Coach and support people managers on the interview process, and structure, and contribute to activities that help our team identify skill gaps in the hiring space. Owner, builder, and SME on talent systems and tools, including Greenhouse, LinkedIn Recruiter, and Hiretual. Responsible for writing, editing, and delivering all-inclusive job descriptions and job advertisements for teams requesting new team members. Administration, usage, and maintenance of People & Culture HRIS tools and platforms (Sapling and CultureAmp), including onboarding, offboarding, legal compliance, benefits, integration, and compensation review cycles and audits.

Sendle helps small business thrive by making delivery simple, reliable and affordable. Our vision is for a world bustling with creativity and entrepreneurialism, where the friction of physical delivery has been removed so that the best ideas win and small businesses flourish. We are a fast-growing, multi-award-winning startup. Want to work at Sendle? We look for amazing people who represent our core values, called the 5 H's. Learn all about them and our current job openings on our website or simply drop us a line at jobs@sendle.com.

AST SpaceMobile and our global partners are building the first and only space-based cellular broadband network to be accessible by standard smartphones. Called SpaceMobile, this ultra-powerful network is being designed to provide connectivity at 4G/5G speeds everywhere on the planet – on land, at sea and in flight. Corporate/Technical Recruiter and talent acquisition partner for all departments within the organization. Responsible for US Recruitment and Global (UK, Spain, Israel) Provide quality talent, develop sourcing strategy, development of hiring policies and interview workflow. • Responsible for assisting in the development of job descriptions by hosting internal meetings with hiring managers and team members to properly define current needs for the team and how to target ideal candidates. • Recruit, source, and identify top talent for positions on a global scale ranging from entry-level to executive leadership. Positions in between included technical skillsets within a variety of engineering departments. • Average 12 hires per month, 70% Exempt and 30% Non-Exempt • Develop the Interview Workflow across all departments (Kickoff meeting, sourcing strategy, interview templates/guidelines, quantity of stages) to ensure timely, and efficient hiring practices • Design and deliver Hiring/Interview Best Practices training companywide to ensure interviewers are engaging in non-biased and fair interviews with candidates. • Creating sourcing and outreach strategies using various ATS, Job Board, and HRIS Platforms. (JazzHR, Programmatic Recruiting Resources, ADP, and Rippling) • Maintaining consistent communication with all team members involved in the hiring process to further develop sourcing strategy and constantly provide quality candidates. • Evaluation of current key recruitment metrics to ensure appropriate time to fill goals are met and appropriate retention strategies are in place to promote internal mobility and retain quality talent.

• Managing the complete onboarding lifecycle for new employees from offer letter to the first day, shaping the future of new employee onboarding experiences by helping to automate and streamline the process. • Responsible for assisting in the development of job descriptions by hosting internal meetings with hiring managers and team members to properly define current needs for the team and how to target ideal candidates. • Creating sourcing and outreach strategies using various ATS, Job Board, and HRIS Platforms. (iCIMS, Dayforce, Indeed, LinkedIn Recruiter, Glassdoor) • Average 6 hires per month, 80% Exempt and 20% Non-Exempt • Maintaining consistent communication with all team members involved in the hiring process to further develop sourcing strategy and constantly provide quality candidates. • Responsible for managing/developing an Internship Program between the University of Arizona and Mister Car Wash. • Assist and lead additional projects within the HR and Talent Acquisition teams to streamline and automate recruitment processes • Evaluation of current key recruitment metrics to ensure appropriate time to fill goals are met and appropriate retention strategies are in place to promote internal mobility and retain quality talent. • Managing compliance of various state and federal requirements including I-9 authorizations and background checks and responded to requests for employment verifications and unemployment claims.

*Impacted by COVID-19 Layoffs* • Managed the complete onboarding lifecycle for new employees from offer letter to the first day, shaped the future of new employee onboarding experiences by helping to automate and streamline the process. • Average 10 hires per month, 90% Exempt and 10% Non-Exempt • Developed job descriptions by hosting internal meetings with hiring managers and team members to properly define current needs for the team and how to target ideal candidates. • Maintained consistent communication with all team members involved in the hiring process to further develop sourcing strategy and constantly provide quality candidates. • Run weekly and monthly reports evaluating Talent Acquisition KPIs, metrics, diversity efforts and overall performance to help improve sourcing strategy and reduce time-to-fill for requirements. • Maintained and updated data within the Human Resource and Payroll System, Paycom, ensured a high degree of accuracy and provided a high level of support to employees, responded to questions and escalated issues as necessary. • Managed compliance of various state and federal requirements including I-9 authorizations and background checks and responded to requests for employment verifications and unemployment claims. • Managed employee files and responsible for uploading new hire documentation and supported the integrity of the data by running regular audits and reporting. • Led and hosted weekly CEO staff meetings reporting on the overall status of the business • Primary point of contact for Social Media, company page profiles, and daily posts of content on behalf of the organization on various media platforms.

*Phoenix Market shut down - 4/19* JUMP is building the future of urban mobility: shared electric mobility that makes for an empowering way of getting around town. Cheaper than public transit and faster than cars in traffic, JUMP is a game-changer for local transportation. JUMP launched the first dockless, shared electric mobility systems this summer in San Francisco and DC, and people keep telling us it’s the most fun they’ve ever had commuting. Our goal is to bring this experience to more people and to expand sustainable transportation everywhere. *Developed Budgeting and Staffing tool for tracking overtime, breaks and cost week-over-week *Proposed and implemented a new schedule for Lead Staff in order to promote better work-life balance, efficiency and mitigate overtime Selected to be a main point of contact, keeping an open line of communication both by phone and email and providing reports to ensure accuracy. Created and maintained accurate customer records and documentation database. • Managed the complete onboarding lifecycle for new employees from offer letter to the first day, shaped the future of new employee onboarding experiences by helping to automate and streamline the process. • Maintained and updated data within the Human Resource and Payroll System, Workday, ensured a high degree of accuracy and provided a high level of support to employees, responded to questions and escalated issues as necessary. • Managed compliance of various state and federal requirements including I-9 authorizations and background checks and responded to requests for employment verifications and unemployment claims. • Managed employee files and responsible for uploading new hire documentation and supported the integrity of the data by running regular audits and reporting. • Trained and mentored staff ranging from Technician and Marketing roles, provided support for marketing and strategizing peak brand recognition in the area.

TEKsystems is the nations leading IT Staffing and Services Provider. We focus on fields such as Applications, Network Infrastructure, Communication and End User Support. I support the Bay Area with a focus in DevOps and Network. **Achieved promotion from Sourcing Specialist to IT Technical Recruiter in 6 months** Recruited top professional IT talent and matched career goals with clients’ hiring needs. Developed recruiting strategies to identify qualified candidates by utilizing specialized networking tools. Partnered with TEKsystems sales team to identify top accounts and target skill sets. • Evaluated the strengths and weaknesses of candidates through a professional screening process. • Negotiated unique compensation packages including wages and benefits to attract and hire qualified candidates. • Communicated details of new assignments and manage consultants while on assignment. • Maintained relationships with consultants to gain additional industry knowledge and obtain referrals.

At ATG, we are ambitious, engaged and excited about transforming the way the world moves. With locations in Pittsburgh, San Francisco, and Toronto, the Advanced Technologies Group is comprised of Uber’s self-driving engineering team dedicated to self-driving technologies, mapping, and vehicle safety. Our teams are passionate about developing long-term technologies that advance Uber’s mission of bringing safe, reliable transportation to everyone, everywhere. Our work doesn’t end with transporting people. We are also developing self-driving truck technology to move goods more safely and cost effectively around the world. We are working to make the process of moving people and goods safer and more efficient. • Monitor, evaluate and report on the self-driving technology • Complete driving tests in order to collect data for engineering team • Interact with the public as an ambassador for Uber’s self-driving technology • Perform mapping and offline analysis of vehicle-system performance Supported the refining and executing of test plans for complex cyber-physical systems. Developed a strong knowledge base of modern automotive electronics and diagnostic procedures. Coordinated the consistent performance of vehicle-operator level preventative maintenance, checks, and services. • Worked on assigned projects independently and overcame challenges without supervision. • Skilled in isolating, documenting, and tracking issues systematically, provided troubleshooting and problem solving before escalating the issue further. • Proficient in communicating with vehicle technicians, software engineers, and executives

Our stores are on the front lines of our mission to accelerate the world’s transition to sustainable transportation. Store Coordinators are the backbone of our stores and the jack of all trades. • Procurement and maintenance of store merchandise and staff uniforms • Marketing event coordination: ensuring we have staffing, cars, supplies and agenda planned for events • Marketing fleet coordination: moving cars between store locations or into service centers for maintenance as needed • Outside vendor coordination: office supplies, food/beverage service, store maintenance, flowers, janitorial, car detailing • Create weekly staff schedules, onboarding and training of new staff. Track overall spending, overtime and projected costs week-over-week • Distributing store operations policies and updates to team • Oversees the Product Specialist team and acts as a direct point of contact for questions or concerns • Assisting team with running reports and compiling weekly store analysis • Store Maintenance: overall store appearance/condition, dealing with IT issues, etc.

The primary goal of the Product Specialist is to provide a fun educational experience for customers who come into the Tesla retail store. The Product Specialist will accomplish this by handling all walk in store guests, answering questions, educating the public about the electric drive experience. An implicit responsibility of the Product Specialist is to conduct educational conversations and business dealings in a way that creates a superior customer experience that represents the Tesla brand values. • Engage walk in guests promptly, personally and with the goal of opening the conversation and ensuring they feel welcome • Understand who our guests are, what brought them to Tesla, their intent and timeline to purchase, thus creating a robust Customer Profile • Educate and excite guests by answering their questions and providing a tailored experience based upon their interests and agenda • Help Tesla maintain a healthy sales pipeline by collecting customer contact information and scheduling Test Drives for individuals who exhibit purchase intent or potential • Provide the highest level of customer service to all current and future owners