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Laura Travers, SHRM-SCP

Strategic Human Resources Director | Talent Management | Change Management | Human Resources Business Partner | Coaching | Employee Engagement | Performance Management | Succession Planning

Professional Background

Laura Travers is a highly motivated and experienced leader in the human resources domain, possessing a distinguished career characterized by a remarkable blend of strategic acumen and operational excellence. Her extensive background spans both start-ups and global Fortune 500 companies, highlighting her versatility in navigating diverse corporate landscapes. Laura’s comprehensive expertise includes strategic HR planning, talent management, total rewards and compensation, change management, and employee relations, among other key areas.

Throughout her career, Laura has developed a unique ability to visualize complex situations and craft executable strategies that align HR functions with the overarching goals of the business. Her exceptional leadership style and detailed understanding of HR processes have enabled her to resolve intricate HR challenges effectively. By building strong partnerships with key stakeholders, she ensures that HR strategies are not only relevant but also pivotal for business success.

Education and Achievements

Laura Travers pursued her higher education with a strong focus on human resources management, earning a Master of Arts (MA) degree from The New School. Prior to that, she completed her Bachelor of Science (B.Sc.) degree in Rehabilitation Services from the University of Connecticut. This solid educational foundation has equipped her with the knowledge and skills necessary to thrive in various human resource roles.

Her professional journey is marked by significant achievements, particularly during her time with Tillman Infrastructure and BNY Mellon, where her efforts directly contributed to substantial organizational growth and employee engagement.

Career Achievements

At Tillman Infrastructure: Laura played a pivotal role in establishing the HR organization and leading recruitment efforts that resulted in an impressive employee growth rate of over 200% within the first two years. This achievement was underpinned by her innovative approach to recruiting, which included the effective placement of senior managers while saving the company over $700,000 in agency fees. By her third year at Tillman, Laura successfully transitioned the company from an HR Professional Employer Organization (PEO) to a self-directed HR/payroll/benefits platform. This strategic move not only saved the company approximately $150,000 in administrative costs but also helped avoid a significant 29% increase in health care premiums.

Laura’s commitment to fostering a positive workplace culture led to the introduction of multiple employee engagement and recognition programs, which significantly boosted employee morale and cultivated a sense of belonging. As a result, there was a notable reduction in turnover by 10% year-on-year from 2019 to 2020, underscoring her impactful contributions to employee retention strategies.

At BNY Mellon: Laura collaborated closely with the Chief Information Risk Officer to develop a comprehensive 3-year workforce planning roadmap. This initiative aimed to recruit and build a skilled team specializing in information security, technology, and governance. Furthermore, she instituted a robust job architecture that created more dynamic career pathways and compensation structures for employees. During her tenure, Laura also improved employee engagement scores by an impressive 20 points from 2014 to 2015 through the implementation of effective training programs, career development opportunities, and recognition frameworks.

Her role at BNY Mellon involved managing global projects that included relocating positions to more cost-effective locations within the US and India, as well as overseeing the delicate process of workforce reductions, all executed with a strong focus on compliance and legal ramifications. Laura also supported the 3-year integration initiative that followed the merger of Bank of New York with Mellon Financial Corporation, playing an integral role in ensuring organizational alignment and smooth transitions during this critical phase.

Community Involvement

In addition to her professional accomplishments, Laura Travers is a firm believer in giving back to her community. Her personal interests include being an avid yogi and a pickleball player, which reflect her balanced approach to life and commitment to wellness. Laura recognizes the importance of nurturing both her professional ambitions and her personal growth.

This multifaceted background and impressive experience make Laura a notable figure in the field of human resources. Her strategic vision and dedication to fostering inclusive and growth-oriented workplace environments contribute significantly to her impact on organizations and communities alike.

Achievements

  • Established HR Organization at Tillman Infrastructure: Expanded employee base by over 200% in two years, introducing cost-effective recruiting strategies and saving over $700,000.
  • Transitioned from PEO to Self-Directed Platform: Successfully shifted HR/payroll/benefits system, saving over $150,000 and evading large premium increases in healthcare.
  • Implemented Employee Programs: Launched engagement and recognition initiatives, achieving a 10% reduction in turnover.
  • Developed Workforce Planning Roadmap at BNY Mellon: Collaborated with executive leadership to build a skilled workforce in information security, significantly enhancing job architecture and career paths.
  • Global Project Management: Oversaw critical relocations and workforce reductions without legal complications, enhancing organizational efficiency during the merger of major financial institutions.

Laura Travers continues to reach for new heights in her career, driven by her unwavering passion for human resources and her commitment to fostering inclusive, strategic workplace environments.

Related Questions

How did Laura Travers establish the HR organization at Tillman Infrastructure and lead its employee growth to over 200%?
What were the key strategies that Laura Travers implemented to reduce turnover by 10% year-over-year from 2019 to 2020?
In what ways did Laura Travers’ collaboration with the Chief Information Risk Officer at BNY Mellon impact workforce planning and recruitment strategies?
How did Laura Travers’ initiatives at BNY Mellon improve employee engagement scores by 20 points from 2014 to 2015?
What steps did Laura Travers take to transition Tillman Infrastructure from a PEO to a self-directed HR/payroll system, and what were the impacts of this transition?
Laura Travers, SHRM-SCP
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Location

New York City Metropolitan Area