Melonie Parker

Lead engagement at Google, driving a sense of purpose and collaboration that align googlers with our mission.

Lead a global team responsible for driving large-scale impact across Google.

Responsible for leading a global diversity, equity & inclusion team across the enterprise to increase representation in hiring, progression & retention and to drive a more inclusive and equitable culture through influencing, partnering and re-imagining pathways to tech.

Led talent strategy and manage a global team of HR professionals in support of the Cloud COO organization and the 24/7 team which includes 7500+ employees across global data centers; Hardware Operations; Network Operations, Site Reliability Engineering, Supply Chain & Corporate Engineering.

Responsible for the leadership and labs-wide management of human resources, health, benefits, and employee services. Also responsible for Sandia's communication efforts which include planning, strategy, executive communications, media relations, external branding, community affairs and internal communications.

Lead human resources for the MST Undersea Systems line of business supporting 2000 employees spread across ten U.S.locations. Undersea Systems has $1.1B in annual sales and provides systems engineering, software development and complex program management for defense electronic systems. Specific products include sonar systems, C4ISR systems, submarine combat and control systems, unmanned submersibles and positive train control. Also lead human resources for the MST Business Development and Legal functional areas. Lead team with 10 direct reports.

Establish competitive external & internal strategic programs that strengthen our ability to attract, assess, select & integrate an optimal blend of skills across all types of labor to include exempt, non-exempt, contingent, highly cleared, etc.. Work with Business Area & HR Leadership to transalte business strategies into human captial needs & overall strategic workforce plans. Serve as a trusted advisor to business leaders. Serve as an Executive Coach to high potential talent with LM at the Director level and above.

Responsible for meeting the staffing requirements of 10 business units in the Washington, DC metro area. Support customer requirements associated with experienced professional staffing, new business / proposal activity, incumbent capture, Task Order / IDIQ staffing and ELP/Intern staffing. Manage staff of 4 managers and 65+ employees. Manage operations and budget for two recruiting centers in Crystal City & Tysons Corner. Ensure the team provides outstanding customer service focused on filling positions with high caliber candidates in a cost effective manner.

Responsible for all aspects of human resources including employee relations, performance management, talent management, staffing, compensation, EEO/Diversity and community outreach for 400-employee LOB which; Provide strategic HR guidance to the Vice-President of Mission and Unmanned Systems and the leadership team. Ensure alignment of HR initiatives to business objectives. Build relationships and exercise influence with operating management (functional and program). Ensure the successful implementation/closure of HR initiatives such as Talent Management, Succession Planning, Performance Management, Salary Planning and DMM. Serve as Co-Lead of the Electronic Systems EEO/Inclusion Team.

Provided strategic leadership for the MS2 staffing organization Developed strategic recruiting strategies that attracted a qualified and diverse talent pool consistent with the business needs. Responsible for driving and institutionalizing the recruiting strategy for the group. Provided oversight of New Employee Orientation Program. Managed a $4M relocation budget. Led virtual staffing team of six employees who were geographically dispersed across eight (8) states.

Managed EEO Compliance & Workforce Diversity Programs Led the business unit Diversity Maturity Model submission. Developed and implemented an action plan; engaged subject matter experts, held regular reviews with key stakeholders and developed appropriate push/pull mechanisms to engage employees. The 2006 results yielded a one percent growth in diversity maturity. Served as a member of the ESBA Inclusion Team and led a sub-group to develop an affinity group resource guide. Managed a $750K Diversity budget. Managed and led geographically dispersed staff of five employees. Led EEO Compliance Programs to include AAP development, quarterly analysis & monitoring, management & employee training, OFCCP Audits and investigating internal/external complaints. Partnered with management and functional HR areas (Compensation, Staffing, Talent Development) to ensure progress against affirmative action goals. Successfully closed two OFCCP audits in 2006. Provided oversight of enterprise-wide educational school mentoring programs. The 2006 K-12 school mentoring programs included 873 employee volunteers that mentored 3,678 students.

Provided strategic leadership for the MS2 staffing organization Developed strategic recruiting strategies that attracted a qualified and diverse talent pool consistent with the business needs. Maintained responsibility for driving and institutionalizing the recruiting strategy of the group. Met or exceeded corporate and business unit staffing objectives. Provided oversight of New Employee Orientation Program. Served as a member of the Lockheed Martin Corporate Staffing Advisory Board. Managed and led virtual staffing personnel geographically dispersed across eight (8) states. Evaluated and developed recruitment and staffing related processes, and performed process improvements where necessary. Served as consultant to management on all staffing issues. Worked with the leadership team to ensure a continuous pipeline of diverse talent to meet staffing projections.

Provided HR Business Partner support for the Undersea Systems (USS) line of business. Led HR Communications for USS. Ensured smooth roll out of new HR programs and practices. Utilized change management techniques to ensure full and effective implementation of the MS2 transformation while maintaining employee morale. Led HR K-12 Initiatives for the MS2 Undersea Systems Manassas site including Junior Achievement, National Engineer's Week and USA Today pilot program. Coordinated 2004 Talent Review program, mentoring programs to include Exec Mentoring and Roundtable programs, and support MS2 L&D activities. Supported the execution of succession planning for key positions in ESBA and MS2. Assisted with program administration and communication of general compensation programs. Supported implementation of merit increase program with meaningful pay differentials. Supported redesign of USS org structure including delayering, re-leveling, span of control and proper job code/control point classification.

Managed compensation programs for the Undersea Systems line of business and provided virtual compensation program support across MS2. Served as a Talent Assessor within the organization. Coordinated salary administration, promotion planning, merit planning, awards administration and job evaluations. Coordinated 2003 Focal Point Program for Undersea Systems. Assisted MS2 EEO team with transition to common processes including job group restructuring; audit readiness, and EEO compliance. Coordinated K-12 outreach activities; implemented the first Junior Achievement program in Prince William County.

Managed several HR functions to include compensation, EEO/AA, diversity and workforce planning. Developed national submission packages for 2003 Women of Color Awards conference which resulted in two national winners and three certificate winners from Undersea Systems Coordinated 2003 Leadership Excellence Awards program which recognized 102 awards recipients Developed and trained management on EEO/AA and diversity on an annual basis to keep managers abreast of latest developments in EEO arena. Led OFCCP audits and compliance activity. Ensured periodic auditing of site hiring, promotion patterns and salary equity

Responsible for full life cycle recruiting for technical staffing for experienced professional and college recruitment programs. Coordinated participation in national conferences and college job fairs. Coordinated new hire orientation; developed strategies for new employee retention. Coordinated K-12 outreach activities to include school mentoring, career fairs and ad-hoc events Managed co-op and intern program and increased participation in formal co-op program; served as company liaison to INROADS. Coordinated welfare to work program which resulted in placing welfare recipients in permanent positions that afforded career mentoring and work/family support