Kp A.

About Kp A.

I am a strategic Human Resources leader with more than 15 years of experience partnering with executive and operational leaders to align people strategy with business priorities, strengthen organizational effectiveness, and support growth across multi-site, global, and regulated environments. My experience spans HR business partnership, employee relations, talent strategy, organizational change, compliance, and HR operations. Throughout my career, I have led complex employee relations matters, coached leaders through performance and workforce challenges, supported talent reviews and succession planning, and helped build scalable people practices that improve engagement, retention, and business performance. I am known for translating strategy into action and for bringing structure, clarity, and consistency to fast-paced organizations. I have supported leaders and teams across manufacturing, healthcare, and global business environments, with experience ranging from frontline and operational support to executive partnership. I bring a balanced approach that combines sound judgment, strong business alignment, operational discipline, and a focus on employees. At the core of my work is a commitment to helping organizations build strong leaders, high-performing teams, and workplace cultures where people and business results can grow together.

Experience

1. Sr Human Resources and Labor Relations Manager (Corporate Offices)

   Lightera

   Mar 2020 — Present

   Lightera LLC | Atlanta, GA / Norcross, GASenior HR / Labor Relations Leader2020 – PresentServe as a strategic HR Business Partner supporting executive and operational leadership across multiple business units and operational locations. Provide guidance on workforce strategy, leadership effectiveness, employee relations, and organizational performance while partnering with leaders to drive talent development, workforce stability, and organizational change initiatives.Key ContributionsAct as a trusted advisor to senior leaders on organizational health, workforce risks, employee relations, and leadership capability.Partner with leadership to translate business priorities into integrated people strategies including workforce planning, talent development, and succession planning.Lead complex employee relations investigations and conflict resolution while ensuring consistent application of company policy and employment law.Analyze workforce data and engagement trends to provide leadership with insights that guide business and workforce decisions.Coach leaders on performance management, employee development, and leadership effectiveness to strengthen team performance.Implement HR analytics dashboards to track workforce performance indicators, engagement trends, and organizational risks.Facilitate leadership development initiatives designed to strengthen management capability and performance accountability.Support large-scale organizational transformation initiatives including restructuring, workforce realignment, and operational change programs.Partner with HR Centers of Excellence to implement enterprise talent programs including leadership development and performance management frameworks.

Education

• Reinhardt University

  BS, Management

  2001 — 2003

• University of Phoenix

  MAOM, Organizational Leadership

  2003 — 2005

• University of Phoenix

  MBA, Marketing

  2007

• Sandra Day O’Connor College of Law at Arizona State University

  Master of Laws - LLM, Conflict Resolution