Culture. Communication. Clarification. Change Management.

A Proactive Approach to:

Culture. Communication. Clarification. Change Management

Mariama Brown-Louison is a multifaceted Human Resources professional skilled in HRIS software with a specialty in people. Her goal is to use her ability to archetype aby role and agile skillset to create a smooth and efficient work environment, while creating an enjoyable culture for all. She specializes in working through change management and ensuring a smooth transition.

Areas of Expertise:

Intercultural Sensitivity and Language Skills, Training Facilitator, Recruitment and Onboarding, Results & Data-Driven, Employee Relations, Customer Service, HRIS/ HRM Software Intelligence, ATS, Analytically Driven and Oriented, I9 Compliance, 401K Plan Management, Benefits Management, SOP Creation, Tech Start Ups

Software Knowledge:

PeopleSoft, LabCorp, My e-Sreen123, Equifax, ADP, UKG UltiPro, Microsoft Suite, Paycom, SuccessFactors, BrassRing, Kronos, Career Plug, Abbott Drug Test, First Advantage, Drug & Alcohol Clearing House, Dept. of Transportation (D.O.T), G- Suite, Workday, Bamboo, Labcorp Drug Test, Workforce Management (WFM), People Answers, Fidelity PSW, Ceridian Dayforce, Ameritas, CignaForEmployer, CanadaLife, Principal, Jira, Culture Amp, Sapling, and Namely

Location:

Remote Preferred

System Knowledge

ABOUT ME

Questions You May Have for Me:

• Tell me about your education.

  • • I have a bachelor's degree in research psychology which has allowed provided me with the ability to deep dive into both qualitative and quantitative data. I chose to further my education and receive a Master's in Social Work to refine my people skills, conflict resolution, and documentation skills.

• Why have you chosen this particular field?

  • • Even after receiving my MSW, I decided to continue working with People Operations because I enjoy the analytical side of business operation and the humanistic side of Human Resources, and this provides me the best of both worlds.

• In a job, what interests you most/least?

  • • I am most interested in the tactile day-to-day, although I enjoy managing people I like to ensure I have the same knowledge so I can jump in and help whenever necessary and provide a direct report the opportunity to grow.

    • I am least interested in the redundant task that can be automated.

• What do you consider your best accomplishment in your last job?

  • • My best work accomplishment in one of my last jobs was the creation of the People Operations playbook, Jira dashboard implementation, and reintegration of the systems to increase automation

• Where do you see yourself in three years?

  • • In the next three years, I see myself as a Director of People Operations in a forward-thinking and progressive company. My goal would be to build my own team and design my first people organization from scratch.

• Think about something you consider a failure in your work life, and tell me why you think it happened.

  • • A time I experienced a failure was when I attempted to implement new benefits in an older business with a long-term workforce. The benefit was not successful because I did not survey the employee and collect the proper data before implementation. Although good benefits, the best options would have been benefits that could enhance employees" quality of life and items they would use, not just benefits that are currently popular in the workforce.

• If you were hired, what ideas/talents could you contribute to the position or our company?

  • • This is dependent upon my role within the company, but I will be a subject matter expert (or pretty close) within my first 90 days! I will provide efficiency, and automation when available, and increase morale if given the room to thrive.

• Give an example where you showed leadership and initiative.

  • • A time when I showed leadership and initiative is when I started with a company and noticed that they did not have any documentation for my role. All information was provided verbally or provided via meeting. From day one I started creating a 'People Operations Playbook' for all the knowledge I observed during my tenure and at the end of my employment, I provided a 70-page guide for the team. This allowed for proper succession planning and better training opportunities for future teammates.

• Give an example of when you were able to contribute to a team project.

  • • An example of a time when I was able to contribute to a team project was during the implementation of the Jira HR help desk, I worked with IT to ensure the project was completed properly. I wrote out the necessary "spaces" such as employment verification, benefits, and education reimbursement. Then I defined the service level agreement, escalation routing, notification requirement, and more. I then tested each of the workflows to ensure accuracy. I was also in charge of the change management process in communicating the updates to the company.

• What have you done to develop or change in the last few years?

  • • In the past few years, I have been heavily focused on taking training programs via Linkedin Learning, located multiple mentors throughout the field of People Operations and IT; and have been highly focused on personal development. 

  • How would your coworkers describe you?

    • My coworkers would describe me as the Swiss Army knife of the the team. I’m multifaceted in my talent but my niche is process optimization and increasing systems functionality to max capacity. They would say I’m not afraid go try something new because even if I fail it was juts my first attempt in learning.

    • Recent Learning Courses:

      •  Driving Organizational Accountability for Diversity, Equity, Inclusion, and Belonging

      • Finding New Career Paths with SQL

      •  Data Analytics: Dashboards vs. Data Stories

      • Human Resources: Selecting an HR System

      • Project Management Reinvented for Non-Project Manager

      • Learning Jira Software

      • People Analytics

REVIEWS

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