Vicki L. Poulson
Mesa
Summary
Results-driven Human Resources leader with 25 years of experience in strategic planning, human capital management, employee relations, and HRIS. Expertise in leading teams and serving as a trusted advisor to executives. Proven skills in conflict resolution, policy development, and performance management. Committed to navigating complex workplace issues and fostering positive work environments.
Overview
28
28
years of professional experience
1
1
Certification
Work History
Employee Relations Senior Manager, Executive Director
Wells Fargo Bank
Chandler
04.2024 - Current
- Head of Employee Relations for three lines of businesses (Commercial Banking, Corporate & Investment Banking, Wealth & Investment Banking) and Canada.
- Advise the most senior executives on employee relations issues and legal matters affecting their business, recommend strategies for remediation, and implement education opportunities aligned with business needs.
- Led team of senior Employee Relations Consultants to address and resolve performance management issues, employee complaints, conflicts, and disputes, ensuring adherence to company policies and legal requirements.
- Oversee investigations into employee misconduct, harassment, discrimination, and other workplace issues, and recommend appropriate actions based on findings.
- Identified potential employee relations risks through trend data analysis and developed strategies to mitigate them.
- Collaborated with Human Resources divisions and Legal department to address employee relations issues and ensure consistent application of policies and procedures, enhancing risk mitigation efforts.
- Identify and remediate policies to stay compliant with city, state/provinces and federal laws throughout North America.
- Support delivery of Labor Relations training for managers.
- HR Site Leader for Chandler campus (5,000 employees).
Lead Human Resources Business Partner, Vice President
Wells Fargo Bank
Chandler
12.2018 - 04.2024
- Head of HR for the Fraud and Claims division of the bank with approximately 8,000 employees and 400 managers domestically and internationally.
- Advised and influenced executive management on complex HR issues, ensuring alignment with business objectives and addressing sensitive matters effectively.
- Created human capital plan with 5-year roadmap, aligned in support of business initiatives.
- Collaborated with and matrix-managed HR Consulting Partners and other HR Centers of Excellence to execute on the annual Human Capital Strategy and deliver for the business day-to-day.
- Ensured that all hiring, performance, compensation and people-related decisions are made in compliance with all applicable laws as well as the company’s policies and code of ethics.
- Consulted and supported the business leaders in building and maintaining an engaged, inclusive, and collaborative work environment.
- Oversaw annual HR routines, including performance management, salary planning, engagement surveys, and succession planning, ensuring alignment with organizational goals.
HR Manager and HR Consulting roles (progressive responsibilities)
Wells Fargo Bank
Chandler
12.2005 - 12.2018
- Collaborated with senior leaders (4 and 5 levels down from CEO) to develop human capital management strategies that enhanced employee engagement and improved work experience, while monitoring HR dashboard reports for trends and conducting stay and exit interviews.
- Evaluated and recommended compensation strategies that ensured internal equity and supported retention of top talent, while facilitating the annual performance and compensation review cycle.
- Investigated and resolved employee relations issues and responded to legal actions, including EEO charges and litigation. Interpreted and applied company policy.
- Conducted sourcing and selection processes for management roles.
- Delivered training courses on various HR topics, leveraging certification in diversity, Gallup’s Clifton StrengthsFinder, and Q12 employee engagement to enhance team effectiveness.
- Provided coaching to managers on building effective teams. Recommended and facilitated training sessions to improve the work environment and team member experience.
- Facilitated diversity activities in business groups to enhance workplace culture.
- Participated and led various special projects for the business group as well as at the enterprise level (multi-generational workforces, managing change during a merger, designing a talent management process, deploying The Extraordinary Leader model by Zenger-Folkman, recruiting approval consistency and retention).
HRIS Manager
PetSmart
Phoenix
11.2003 - 12.2005
- Directed and managed the activities of the HRIS department, which included 4 direct reports (2 supervisors and 2 analysts) and 10 indirect reports (analysts, specialists and data processors).
- Worked with senior leadership to determine strategic initiatives for development of human resource technology. Also, a member of the Steering Committee to determine and prioritize technology projects in support of HR departments’ strategic plan.
- Analyzed current business processes and recommended workflow changes, implementing solutions to enhance efficiency within HR department.
- Oversaw all personnel transactions for 30,000 employees, which result in approximately 8,000 transactions per month.
- Led PeopleSoft project implementations, ensuring alignment with HRIS objectives and project timelines.
- Developed and executed change management plans for HRIS projects, incorporating feedback from focus group of managers and directors as change agents.efficiency and maximum results within HR department.
- Oversaw all personnel transactions for 30,000 employees, which result in approximately 8,000 transactions per month.
- Managed PeopleSoft project implementations
- Developed and executed change management plans for all HRIS projects, which included a focus group of managers and directors acting as change agents.
HR Analyst
Danone Waters of N.A.
Pasadena
11.1997 - 11.2003
- Administered employee compensation programs
- Maintained HR information system to ensure data accuracy and accessibility.
- Facilitated employee relations initiatives
- Managed HR administrative tasks to support efficient operations.
- Supervised two human resource specialists to enhance team effectiveness.
Education
Master of Human Resources & Employment Law -
Arizona State University – Sandra Day O’Conner School of Law
Tempe, Arizona12-2027
Bachelor of Science - Professional Studies (Human Resources, Business Leadership, Accounting)
Brigham Young University – Idaho
Rexburg, IdahoSkills
- Employee Relations
- Workplace Investigations
- Communication
- Relationship building
- Conflict Resolution
- Problem-solving
- Policy Development
- Employee Engagement
- Strategic Business Planning
- Human Capital Management
- Organizational Effectiveness
- Employee Engagement
- Training and Development
- Executive Development
Certification
• Senior Professional in Human Resources (SPHR), HRCI, certified 2006 - 2026
• Senior Certified Professional (SCP), SHRM, certified 2014 - 2027
• Senior Certified Professional (SCP), SHRM, certified 2014 - 2027
Timeline
Employee Relations Senior Manager, Executive Director
Wells Fargo Bank
04.2024 - Current
Lead Human Resources Business Partner, Vice President
Wells Fargo Bank
12.2018 - 04.2024
HR Manager and HR Consulting roles (progressive responsibilities)
Wells Fargo Bank
12.2005 - 12.2018
HRIS Manager
PetSmart
11.2003 - 12.2005
HR Analyst
Danone Waters of N.A.
11.1997 - 11.2003
Master of Human Resources & Employment Law -
Arizona State University – Sandra Day O’Conner School of Law
Bachelor of Science - Professional Studies (Human Resources, Business Leadership, Accounting)
Brigham Young University – Idaho