Oscar Escobar

About Oscar Escobar

I\'m a \"people person\" that found an amazing career empowering a company\'s most important asset: the people.In almost 14 years in people operations, I have come across some incredible and talented individuals. I\'ve found great careers for marvelous candidates through thoughtful consideration of their dreams, their current set of skills, and skills they are looking to acquire. This has enabled me to build teams and grow companies, preparing me to develop my skills in strategic sourcing, technical recruiting, engaging in crucial conversations, and full-cycle recruiting. It is addicting to match high performing and aspiring professionals with the right opportunity in management, marketing, sales, web development, software engineering, UX/UI design, and customer engagement. The happiness I have found in people operations, so far, has been in engaging with and empowering our workforce to thrive and be successful at work, and equally important, at home. I have spent the last several years utilizing my diverse background (a heat-loving Texan living near the beautiful but frigid Utah mountains that has learned discipline and strong communication skills from the love of sports) to carry on meaningful conversations with our associates and get to know what makes them tick and dream, and be a contributor to that growth. If you want to chat about people operations, recruiting, or your love of sports (especially about the mighty Manchester United), I would love to get in touch! Drop a line on LinkedIn!

Experience

1. Human Resources Business Partner

   Amazon

   May 2020 — Present · Salt Lake City, UT, US

   Specializing in launching 3 Amazon Logistics delivery stations in Northern Utah, directly impacted over 1200+ associates in onboarding and supporting through entire associate lifecycle. •Instrumental in building partnerships with Site Leadership across Pacific Mountain region spanning 13 sites in 3 states acting as Point of Contact for appropriately handling interactions with associate population. Implemented Engagement mechanisms at each site and reported on effectiveness via daily reporting of people metrics resulting in higher retention from 9% attrition to below 4% for region.•Survey and discuss with associates to help determine the optimal solution to reduce attrition, helping operations solve peak volume, and offsetting risk while working through additional solutions. This involved working with planning team and HR systems to get the Labor Dashboard to correctly represent the extended shifts. Site attrition improved from 11% down to 4.3% end of year 2020, a 60% improvement, and capacity increased for peak. •Maintain Promotions and interview preparation via resume and interview workshop on a weekly basis. Weekly Interview Prep and Resume Workshop to help Tier 1 associates to L5 managers prepare to pursue new opportunities. Help associates leverage workshop and apply it to their promotion efforts.•Serving as the Compensation Trigger POC for West Super Region, and leveraging partners outside normal scope, develop relationships, and deal in larger scope. Of 41 sites that were supported, 14 sites required day to day assistance. Through precise execution and follow through with all 14 sites, there were zero pay defects on the bonuses paid out to the associates base.•Establish Site Newsletter that allows all associates to receive site news for the week. Site Newsletter impacts attendance by announcing site activities, site achievements, and recognizing associates for their contributions in keeping our promises to our customers.

Education

• The University of Texas at El Paso

  Bachelor of Health Science, Kinesiology and Exercise Science

  2007 — 2012