An HR professional with over 15 years of experience in both generalist and specialist roles. She has worked for major oil and gas companies including Shell and ExxonMobil in the US and internationally, gaining experience in areas such as compensation, recruiting, employee relations, and talent management.

1. Laura T. Swinden
1054 W. 42nd
St.
Houston, TX 77018
(713) 241-3045
Laura.fifolt@shell.com
SUMMARY
An accomplished HR professional with experience that includes specialist, generalist and international exposure.
EMPLOYMENT HISTORY
Shell Global Solutions/Projects & Technology Houston, TX January, 2014 - Current
HR Account Manager – Contracts & Procurement
Highlights (in addition to day to day HRAM activities):
• Active member of the Change & Engage team for the CP Organization Re-design.
• Provide HR support to the CP Talent forums with a focus on diversity, development and building community
within CP.
• Assist managers in identifying appropriate team or individual interventions related to competency gaps as
identified through the CP Transformation assessment.
• Co-created a pilot for Supervisor Essentials training targeting basic information necessary for new supervisors
in the US.
• Managed the resourcing, selection and severance process for ~100 impacted CP staff.
Shell Oil Company/Corporate Functions Houston, TX October, 2011 – December, 2014
HR Account Manager – Central Finance & Tax
• Created a framework for Leadership Mentoring Circles with a target audience of individual contributors who
may soon move into JG3+ supervisory/managerial roles.
• Created and delivered a Leadership Transition workshop to the U.S. HR Operations community.
• Partnered with US Tax leaders to determine necessary organizational changes and OE interventions post
migration activities.
• Worked with CFFL (Country Finance Functional Lead) as HR Focal Point for JG3-5 Finance Talent Forum to
improve the overall functionality (i.e., more proactive vs. reactive focus on cross business moves and talent
related issues crossing all Finance businesses, right leaders in right seats, etc.).
Shell Oil Company/Corporate Functions Houston, TX January, 2010 –October, 2011
HR Account Manager – Downstream Information Technology
• Provided HR Generalist support for approximately 500 employees with two direct reports
• Supported leadership teams with succession planning, annual performance/ranking processes, diversity
initiatives, team building, people strategy, etc.
• Liaise with local and international managers on U.S. policy and legal issues, performance management and
employee relations/investigations
• Inclusion sessions, Diversity Network support, individual/leadership development sessions, internal/external
interview participation, graduate rotation panels, expatriate assistance, FMLA/Disability Management, job
evaluations, campus recruiting
• Counseled “at risk” staff affected by business reorganization regarding options, resourcing & people
principles, posting strategies and resume creation
• Coordinated & facilitated selection panels related to reorganization efforts
• Steward reduction process for all affected staff
Shell Oil Company/Corporate Functions Houston, TX April, 2009 – December, 2009
HR Generalist – Real Estate & Aircraft

2. • Provided HR Generalist support for approximately 200 employees
• Assisted the leadership team with competency refresh, global learning strategy, succession planning, annual
performance/ranking process
• Prepared a cost analysis to evaluate potential outsourcing initiatives
• Assisted in creating a global Real Estate Learning Strategy
• Conducted transition/teambuilding workshops for management & staff
• Provided leaders with change management tools and advice to aid in planning for the Houston hanger move
and arrival of the new airplane
• Counseled “at risk” staff affected by Shell reorganization regarding options, resourcing & people principles,
posting strategies and resume creation; coordinated & facilitated selection panels
Shell Trading Services Company Houston, TX December 2005 – April 2009
Acting HR Manager Shell Trading Barbados, October 2008 – February 2009
• Provided HR Generalist support for approximately 100 employees, including 20 expatriate employees
• Assisted with immigration issues for incoming and outgoing expatriate employees
• Processed monthly payroll for local and expatriate employees
• Assisted with coordination/logistics for the local Trader Development Program
• Facilitated structured interview panels for local positions
• Delivered Performance Management sessions, revised competency profiles and introduced staff and
management to Shell development tools
Remuneration Analyst/HR Generalist, December 2005 – April 2009
• Provided HR Generalist support for approximately 100 employees
• Facilitated annual performance process including ranking, estimated potential and Performance Share
allocation
• Participated in leadership team meetings, town halls, safety meetings and annual employee survey sessions
• Involved in succession planning, employee relations and disciplinary/compliance cases
• Assisted with the implementation of Global Onboarding initiative and standardized experienced hire processes
• Participated in a global competency refresh for the Shipping population
• Stewarded pay programs for Trader & non-Trader populations within the U.S.
• Annual projects included salary survey coding & analysis, AAP, Records Management
implementation/adherence, pre-employment credit check tracking and SAP education
ExxonMobil Houston, TX February 2002 – November 2005
Recruiting Consultant, February 2004 – November 2005
• Coordinated graduate and experienced recruiting efforts for the Global Services Company, Staff Functions
(including Tax, Treasurers, Controllers, Medical, Security, Public Affairs, etc.) and Upstream Computing
business lines
• Served as the liaison between approximately sixty campus recruiting teams and the respective site recruiting
coordinators
• Maintained contact with employment candidates and advised on inquiries related to benefits, relocation and
pre-employment requirements
• Attended annual diversity career fairs to develop network contacts and interview possible candidates
• Assisted with the campus team member selection process for business line recruiters in order to ensure
appropriate diversity and demographic representation
Compensation Analyst, February 2002 – February 2004
• Prepared annual salary recommendations for more than 3,000 U.S. employees and several hundred expatriates
• Consulted with managers on ad-hoc and future salary planning issues
• Participated in the annual salary survey process, which included research and coding for various surveys
• Provided compensation overview sessions for management and employees

3. • Assisted with the development of the early increase program, which was designed to transition short-service
employees from the campus recruiting starting salaries to the ExxonMobil salary curves
• Transitioned approximately six hundred employees from an acquired company's pay curves to the ExxonMobil
pay curves
ExxonMobil Torrance, California June 2001 - September 2001
Human Resources Intern
• Compiled and analyzed data for employees with 0-5 years of experience for a New Hire Perceptions report
presented to the refinery leadership team
• Worked with the Joint Health and Safety Committee in creating a Peer Advisor Safety program
• Compared the Torrance refinery safety programs against the requirements for the Voluntary Protection
Program (VPP) and provided recommendations for additional safety programs
• Assisted with wage employee testing/interview process
• Participated in employee investigations
EDUCATION
Bachelor of Arts in Psychology, Ohio University, May 1999
Master of Arts in Labor and Human Resource Management, The Ohio State University, December 2001 (3.77 GPA)
Skills & Accomplishments
Change Management: Transition workshops, IOPT sessions, change/communication plans
Compensation: Base pay /bonus administration, job evaluations, salary survey coding, market analysis
Performance Management: Manager coaching for employee feedback, Performance Improvement Plans
Recruiting: Structured campus and experienced hire behavioural interviews
Employee Relations: Affirmative Action Planning, EEOC position statements, disciplinary/compliance investigations
Talent/Learning: Learning strategies, competency models, leadership program nomination process