Image of Bella Shimun

Bella Shimun

Head of HR, Consumer Ecosystems Group

Vice President, People at Ancestry

San Mateo, California, United States

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Bella Shimun's Email Addresses & Phone Numbers

Bella Shimun's Work Experience


Head of HR, Consumer Ecosystems Group

2014 to Present

Menlo Park


Director, HR Business Partner

2011 to 2014

San Jose

AMS Consulting


2009 to 2011

Bella Shimun's Education

Fielding Graduate University

Masters of Arts Organizational Management and Development

2009 to 2010

California State University Stanislaus

BA Organizational Communications

Bella Shimun's Professional Skills Radar Chart

Based on our findings, Bella Shimun is ...


What's on Bella Shimun's mind?

Based on our findings, Bella Shimun is ...

57% Left Brained
43% Right Brained

Bella Shimun's Estimated Salary Range

About Bella Shimun's Current Company


As an HR leader at Intuit I support the Consumer Eco Systems business unit. In my role, I partner with the business leaders across the organization to driving the talent and organizational strategy. I seek out purpose driven solutions that address both issues impacting the business and proactive opportunities to create a competitive edge for the business...

Frequently Asked Questions about Bella Shimun

What company does Bella Shimun work for?

Bella Shimun works for Intuit

What is Bella Shimun's role at Intuit?

Bella Shimun is Head of HR, Consumer Ecosystems Group

What is Bella Shimun's personal email address?

Bella Shimun's personal email address is be****[email protected]

What is Bella Shimun's business email address?

Bella Shimun's business email address is b*****

What is Bella Shimun's Phone Number?

Bella Shimun's phone (213) ***-*227

What industry does Bella Shimun work in?

Bella Shimun works in the Human Resources industry.

Who are Bella Shimun's colleagues?

Bella Shimun's colleagues are Jalpa Vasani, Jimmy Liao, Carol Anderson, Haider Khan, Miryana T., Sean Whyte, Darryl Nicholson, Andrew Riley, Noreen Ring, and Sean Enright

About Bella Shimun

馃摉 Summary

HR leader with a business orientation and demonstrated history of success in leading transformation through all phases of an organizational life cycle, including high growth periods of expanding global businesses. Effective at understanding the business environment and matching the right leadership / talent based solutions. Deep expertise in Change Management, Executive and Leadership Development, Mergers and Acquisitions, Organizational Effective and Development, Data savvy, Operational Management and building end to end Talent Management strategies.Head of HR, Consumer Ecosystems Group @ As an HR leader at Intuit I support the Consumer Eco Systems business unit. In my role, I partner with the business leaders across the organization to driving the talent and organizational strategy. I seek out purpose driven solutions that address both issues impacting the business and proactive opportunities to create a competitive edge for the business and our people. Creating and implementing an end to end Talent Strategy based on the business strategy and needs. Driving innovation and delivery of value back to the business enables the business cultivate the best possible talent and drive employee engagement to highest levels. In my work to building the people strategy on a global scale to attract, develop, reward and retain top talent, I partner with our business leaders to architect and drive sustained transformation across the business and drive deeper integration of our latest acquisition target. From 2014 to Present (1 year) Menlo ParkDirector, HR Business Partner @ Partner with Business Leaders and Executives to significantly improve employee and people manager effectiveness. Partnerships involve working within the engineering organizations to drive the effectiveness and engagement of teams. Navigating through substantial business transformation in which change management / adoption play a significant role to the success of the business going forward to realize the strategy. All groups have OD / people strategic plan in play, which is built from the tech-wide vision. Through macro economic changes, redesigned the orgs to evolve the leadership team for each of each function to match business circumstances and opportunity and inject leadership talent / expertise in critical areas and develop improved succession. Developed and implemented an approach to align culture (norms, behaviors, values) with the goal of dramatically accelerating the rate of performance improvement for tech org. This is broader and bold vision of what the technology organization. A tactic of this includes work working across Technology to develop and drive the Global Talent Strategy to get the right people, in the right roles across the various global locations. This effort enabled us to achieve even higher levels of attracting, growing and further engaging top talent at PayPal. From 2011 to 2014 (3 years) San JosePrincipal @ HR experience in partnering with executives which includes advising and driving business strategy to align with the work force efforts, resulting in higher levels of productivity and profitability. Successes include: to drive change and develop leaders who will lead or participate in sustaining change effectively. Experience spans from start-ups, developing and scaling for high growth the people side of business processes, programs and infrastructure to large, complex multi national Fortune 500 organizations. HR Org Design and Development Business Partner, Providing Consulting Services including: Organizational Change and Transformation Organizational Design Organizational Development and Effectiveness Mergers and Acquisitions Integration Talent Management / Leadership Development Executive Coaching and Development Team Development / Building Facilitation Business Planning Process Improvement Program Architecture and Implementation Credentials Include: Fielding Graduate University鈥檚 Organizational Management and Development program, certified Six Sigma Greenbelt, and process expertise and credentialing in Facilitation, Change Acceleration Process (CAP) and Organizational Design. From 2009 to 2011 (2 years) Talent Development Director (Organizational Development and Learning) @ End to end Talent Management Strategy which included: 路 Organizational Design and Development 路 Facilitation (C Level Vision, Business Strategy, Priorities development and execution) 路 Executive Coaching and Development 路 Talent Management, Succession Planning and Management and Employee Development 路 Training Development and Implementation 路 Program / Process Architecture, Improvement and Management From 2006 to 2008 (2 years) Sr. HR Manager / Sr. HR Business Partner @ Focus on: Executive Coaching Organizational Effectiveness / Development Participate in strategic planning Utilizing Metrics to understand business and drive improvements Program Management focused on reward, recognition and retention From 2001 to 2006 (5 years) HR Manager @ - Designed and drove compensation programs, including pay for performance, incentive / variable pay and rewards programs, such as bonus, stock, MBOs, etc. - Developed and implemented new salary structure, and variable pay, including Sales and other functional incentives, commissions and a variety of unique and singular bonus programs resulting in improved levels of retention. - Developed and implemented a web-enabled 鈥淐areer Pathways鈥 development program, created for the global Field Service Engineering population. This was launched to global sites for approximately 600 eligible employees. - Designed a 360掳 component to the Career Development website. Facilitated a cross functional team of high potential employees who developed the survey questions to customize the instrument which enhanced 鈥淐areer Pathways.鈥 - Designed and program managed global employee survey with a minimum response rate of 95% three years in a row. From 1996 to 2000 (4 years) San Francisco Bay AreaSr. HR Representative @ Wholly owned subsidiaries: Origin Medsystems and Devices for Intervention - Core team HR member for the Guidant IPO. - Managed successful recruiting program, including minimizing the use of fee related searches to less than 10% overall, for all levels of positions (executive to administrative) growing from 90 to 350 employees in a 14 month period. - Created first Succession Planning & Career Development program, which eventually was used across Guidant's enterprise. - Developed content and led training of managers for conducting performance appraisals, providing 360-feedback, career development process training, and safety training, resulting in meeting all compliance obligations. - Facilitated the updated Organizational Effectiveness 鈥淥z Principle Training鈥 across business unit. - Re-engineered a process for prescreening candidates, which resulted in almost immediate time to fill open positions. From 1992 to 1996 (4 years) San Francisco Bay AreaMasters of Arts, Organizational Management and Development @ Fielding Graduate University From 2009 to 2010 BA, Organizational Communications @ California State University Stanislaus Bella Shimun is skilled in: Talent Management, Organizational..., Succession Planning, Leadership Development, Executive Coaching, Employee Relations, Organizational..., Organizational Design, Leadership, Strategic Planning, Talent Acquisition, Strategy, Change Management, Employee Engagement, Management, Human Resources, Coaching, Recruiting, Workforce Planning, Performance Management, Mergers & Acquisitions, Deferred Compensation, Executive Development, Management Development, Team Building, HR Consulting, Consulting, Start-ups, Career Development, Organizational Change, Mentoring, Business Process..., Onboarding, Technical Recruiting, College Recruiting, Culture Change, Interviews, HRIS, Employer Branding, Workshop Facilitation, Temporary Placement, Business Strategy, Compensation, HR Strategy, Mergers, Process Improvement, Change Leadership

Bella Shimun鈥檚 Personal Email Address, Business Email, and Phone Number

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In a nutshell

Bella Shimun's Personality Type

Extraversion (E), Intuition (N), Thinking (T), Judging (J)

Average Tenure

3 year(s), 0 month(s)

Bella Shimun's Willingness to Change Jobs



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