Ana Martinez, PHR, MALM
Long Beach, California, United States
1K followers
500+ connections
1K followers
500+ connections
About
Superpower: Equilibria - Balancing people and policy with purpose.
Versatile Human…
Activity
1K followers
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Ana Martinez, PHR, MALM shared thisYesterday, I had the privilege of attending the LA Rams Chalk Talk Event at SoFi Stadium, thanks to Paycor. The event was truly unforgettable, featuring an inspiring conversation with former Rams QB, Jim Everett. Grateful for the opportunity to be part of such an incredible experience!
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Ana Martinez, PHR, MALM shared thisAs a fellow Executive Assistant, this article resonated and I truly enjoyed reading it. My very own preparedness bag has been dubbed the ‘Mary Poppins bag’ by those who have seen it in action. #Prepared #PlanAtoZAna Martinez, PHR, MALM shared thisA great read about Chynna Clayton's life as Michelle Obama's assistant. So many aspects of this resonated with me not only in my work as an Executive Assistant but as a Board Secretary and the important role we play in being prepared for anything and everything. As an Executive Assistant, or in fact any role where you provide support, you have to anticipate your boss's every move, be the first line of defence and be organised enough that you are ready with a solution. In the words of Chynna "It means having a “ready for anything” mindset...and bag." #leadership #executiveassistants #ealife #bossladymindset
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Ana Martinez, PHR, MALM shared thisThis could be YOU! Opportunity to join our awesome team of HR Leaders! #hrjobs #hrleadershipAna Martinez, PHR, MALM shared thisWe're a close-knit, hardworking & fun HR team, and we're growing! If you're ready to make some major moves, let's connect. #WONTeam #HydraFacialNation #humanresources Ana Martinez, PHR Ruth Chagollan Jessica Solomon, PHR Megan Kelperis
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Ana Martinez, PHR, MALM shared thisAwesome Resource: ThinkHR is openly hosting a "COVID-19 HR Guidance & Best Practices" webinar. Check out the free link below and join the webinar on Thursday 3/19 @ 11am PT/2pm ET Webinar link: https://lnkd.in/geNvad2
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Ana Martinez, PHR, MALM shared thisGrand opening of our new beautiful building in Long Beach. This was such a fun event to plan. Congratulations to our team! Thank you city of Long Beach. #hydrafacial #grandopening #cantstopwontstop #longbeach
Ana Martinez, PHR, MALM commented on a post
6mo
Congrats Rebecca!! 👏
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Ana Martinez, PHR, MALM liked thisAna Martinez, PHR, MALM liked this🌴 In-N-Out Burger is hiring a high level Human Resources leader in Irvine, CA! 🍔 We’re looking for a Regional HR Manager who’s ready to lead, coach, and drive meaningful impact across store regions and corporate teams. If you thrive in a fast-paced environment and are passionate about developing people and navigating complex HR challenges- this could be the role for you 🥤 Ideal candidates will have an HR management background in food service, retail, or other multi-site operations. 🍟 Want to learn more about being a part of this iconic brand? Apply at https://shorturl.at/aFOT0 or message me!
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Ana Martinez, PHR, MALM liked thisAna Martinez, PHR, MALM liked thisThe CFO said he would approve our $1 million HR system upgrade if my boss gave him a resignation letter. I do not know if he was joking, testing her confidence, or dead serious. But I remember the moment because the stakes were real. We were on an outdated legacy system that had been delayed for more than 10 years. The HRIS was built into the company’s ERP system, so this was not a simple HR software upgrade. It touched the entire business. And we had finally reached the point where the vendor was no longer going to support payroll if something broke. That changes the conversation. Because if you cannot run payroll, you do not have an HR problem. You have a business continuity problem. For years, the upgrade had been too big, too expensive, too disruptive, too complicated, and too easy to push off. But every year we delayed it, the cost kept going up and the risk got bigger. By the time the decision had to be made, we were under pressure from every direction. Hard implementation deadline. Vendor cutoff date. End-of-year pricing pressure. Discounting threats. A million-dollar agreement sitting in front of us. And then the CFO put the weight of that decision directly on HR. He would sign it. But if it failed, he wanted her resignation letter. I still think about that because HR technology often gets treated like back-office administration until the business realizes what breaks without it. Payroll. Compliance. Benefits. Timekeeping. Reporting. Workforce data. Employee records. Decision-making. Those are not just “HR things.” They are business infrastructure. The project ended up being a huge success, but the lesson stayed with me. When companies delay HR infrastructure long enough, the decision does not get cheaper. It gets riskier, more expensive, more urgent, more political, and more personal. And too often, HR is left carrying the risk of decisions the business postponed for years. That is why HR has to get better at translating these projects before they become emergencies. Not “we need a new HR system.” But “here is what breaks if we do not fix this.” That is a very different conversation.
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Ana Martinez, PHR, MALM liked thisAna Martinez, PHR, MALM liked thisUPDATE: NO LONGER ACCEPTING EMAILS. I am so honored that so many HR professionals are interested in this position. I have received over 300 emails and messages and therefore am unable to accept any additional candidates at this time. If that changes, I will update this posting. Thank you to everyone who liked, commented, shared and have expressed interest! I'm excited to share that we are growing! We are looking for an HR Consultant who is interested in helping small businesses. If interested, email melissa@hrexcellenceconsulting.com. USA candidates only.
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Ana Martinez, PHR, MALM liked thisAna Martinez, PHR, MALM liked thisA CFO opens the call. 80 employees. A great HR person. But she's been asked three compensation questions this week she's never faced before. "How should we handle pay compression?" "What do we do when a top performer discovers a new hire is making more than they are?" "Should we create salary ranges before we make these offers?" The CFO looks at me and says: "She's fantastic. Works hard. Cares about the people. But she doesn't know how to answer these questions yet." And that's the challenge so many small businesses face. They don't have a bad HR person. They have an HR person who has outgrown the level of support around them. At some point, every HR Generalist, HR Specialist, or HR Manager runs into situations they haven't experienced before. Compensation strategy. Employee relations. Organizational design. Leadership coaching. Succession planning. The list goes on. Most business owners assume the solution is hiring an HR Director. Sometimes that's the answer. But often, what the business really needs is someone who can mentor the HR person they already have. Someone who can help them navigate difficult situations, build confidence, and develop judgment. Because experience isn't learned from a handbook. It's developed through guidance, coaching, and exposure to real-world challenges. The best HR departments I've worked with weren't built by replacing people. They were built by investing in them. Before you start searching for a new HR leader, ask yourself: Does your HR person need to be replaced... Or do they simply need someone in their corner?
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Ana Martinez, PHR, MALM liked thisAna Martinez, PHR, MALM liked thisA week after graduation, I'm finally slowing down enough to reflect on what the past two years have meant. When I started the UCLA Anderson School of Management Executive MBA program, I knew it would require sacrifice. What I didn't fully appreciate was how many small daily choices would add up along the way—late nights, weekends spent studying, and constantly balancing a full-time career, school, and life. Looking back, I realize just how much I put on hold in pursuit of this goal. Recently, I heard a question that stuck with me: If someone watched your daily routine, would they be able to tell what your goals are? Today, I'd like to think the answer was yes. There were plenty of moments when the finish line felt far away. But this experience reinforced something I'll carry forward: meaningful goals aren't achieved through motivation alone. They're achieved through consistency, especially on the days when it's easier to choose comfort over progress. To my classmates who became friends, the professors who challenged us to think differently, the colleagues who supported me through busy seasons, and the friends and family who understood when school had to come first— thank you. This degree may have my name on it, but I didn't earn it alone. Last week, I graduated from UCLA Anderson. Today, I'm appreciating what it took to get there. Go Bruins. 🎓
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Ana Martinez, PHR, MALM liked thisAna Martinez, PHR, MALM liked thisI have never been an HR Director I have never been an HR Business Partner I have never been an AVP or VP of HR. I’ve never held an executive HR level title. I’ve never sat for the SHRM-CP. I’ve only sat for either SHRM exam one time in my lifetime. I have worked in coordinator roles, senior or otherwise, for 4 years. I decided to take the SHRM-SCP exam because I was tired of being held back by the HR profession and the marketplace for HR. One shouldn’t need 13+ years of experience to get a decent paying job and take care for their family. There should never be such a tall mountain to climb in this profession Alas, there is. This is why I did this #SHRM #SHRMSCP #HumanResources #HRLeadership #ProfessionalDevelopment #CareerGrowth #LifelongLearning
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Ana Martinez, PHR, MALM liked thisAna Martinez, PHR, MALM liked thisIKEA used AI to replace 8,500 customer service roles. Then did something most companies wouldn't. They retrained the people. Instead of removing jobs, they moved employees into interior design advisory roles. The result? A new service line that reportedly generated $1.4 billion in revenue. That's the part worth paying attention to. AI is very good at repetitive work. Humans are still better at judgment. Relationships. Taste. Trust. The companies that win with AI won't be the ones that automate everything. They'll be the ones that automate the right things. And then move their people closer to where they create the most value. That's a much more interesting future than humans versus AI. It's humans with AI. How is your company thinking about AI: cost reduction or value creation? Share this with someone navigating AI at work. Follow Helene Guillaume Pabis for human first leadership and smarter systems. If you're looking to get started with AI 1o1, book your free discovery call here: https://lnkd.in/eSKqyEA3 . What you'll learn in a few hours will make you confident you don't have to just wait and see
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Ana Martinez, PHR, MALM liked thisAna Martinez, PHR, MALM liked thisI’ve learned a lot throughout my career, but the most important lessons that I always come back to and are true pillars to my core that allow me to stay grounded: Don’t dwell on the past - allow yourself to learn from it and grow - then move on more determined than ever. Focus on the present - it is the only thing you can “control.” Stay consistent, work harder than anyone, and no matter how much success you’ve had or think you’ve had - always keep a beginners mindset. Complacency is a silent killer. I promise you - if you focus on these key pillars day in and day out - your future will take care of itself. Your story is always being written and YOU are the main character, don’t ever forget that. Disclaimer: no, this was not written with AI - this is from the heart. Feel like in this day and age you almost have to notate that now, but that’s a topic for another day… #WednesdayWisdom
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Ana Martinez, PHR, MALM liked thisAna Martinez, PHR, MALM liked thisI have added People Operations to my responsibilities at Collectors, where we continue to experience incredible growth. I am looking for a leader who will build on the impressive work already done and take this function to the next level as we scale and evolve. Open to remote for the right person. Please share!
Experience
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Education
Licenses & Certifications
Courses
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Administrative Human Resources Fundamentals
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Ethics dilemmas and decisions in Criminal Justice
330
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How to Set Team and Employee Goals
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Legal Aspects of Corrections
420
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Policing
301
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Project Management Fundamentals
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Time Management Fundamentals
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Test Scores
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Notary Public Exam
Score: Passing
Licensed Notary Public
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Broad Based Clerical Written Examination
Score: 80.5 and 31
MINIMUM PASS POINTS:
Attention to Detail: 45 or higher
Following Instructions + English Usage: 22 or higher
YOUR TEST RESULTS:
Test Section: ATTENTION TO DETAIL
Points: 80.5
Test Section: FOLLOWING INSTRUCTIONS
Points: 14
Test Section: ENGLISH USAGE
Points: 17
Languages
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English
Native or bilingual proficiency
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Spanish
Native or bilingual proficiency
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French
Elementary proficiency
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