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Heather Robertt


Human Resources Leader & Start Up Advisor

San Francisco Bay Area

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Heather Robertt's Email Addresses & Phone Numbers

Heather Robertt's Work Experience

PeopleTech Partners


Inscopix, Inc.

HR Consultant - Part time VP, People



San Francisco Bay Area

Heather Robertt's Education

Chapman University

Masters, Organizational Leadership

1998 to 2000

California State University, Long Beach

BA, Psychology

About Heather Robertt's Current Company

PeopleTech Partners

About Heather Robertt

📖 Summary

Advisor @ PeopleTech Partners HR Consultant - Part time VP, People @ Inscopix, Inc. Advising growing biotech company on areas of culture, performance, and talent acquisition. Advisor @ TaskHuman Advising wellness start up on corporate strategy San Francisco Bay AreaContract Recruiter @ Red Bricks Media Recruited executive level candidates and facilitated recruiting process. From August 2009 to December 2009 (5 months) Head of People @ Upstart Leading the HR function at a fast growing fin-tech start up including talent acquisition, compensation, benefits, performance, and on boarding. Implemented various policies and procedures in recruiting and HR to set the foundation for the company to rapidly scale.Manage performance management process including training managers on how to give feedback. Lead employee engagement surveys and informal focus groups to measure employee satisfaction.Further develop the recruiting engine by bringing on new channels, creating a sourcing strategy, and working with the hiring teams on implementing best practices. Provide metrics and insights on recruiting activity to leadership team. From 2017 to May 2019 (2 years) San Francisco Bay AreaDirector @ WideOrbit Advised managers and executives on Human Resources subject matters including role definition, leveling, employee feedback, performance management, compensation, on boarding, and retention. Consulted managers on areas of employee conflict and retention.Took ownership of employee engagement projects such as launching our first employee survey which including championing the purpose of the survey and leading engagement with involved executives. Implemented changes based on the survey results.Leads the recruitment function of a VC backed software company across the US with 12 different offices from when the company had 120 employees to currently 600 employees. Established various talent and human resources policies including best practices and process around promotions, relocation, and on boarding. Built all recruitment processes and systems from the ground up including creating recruiting processes checklists to increase effectiveness and transparency throughout the organization, establishing new requisition and offer approval processes, hiring recruitment staff, and training hiring managers on interviewing best practices. Successfully implemented ATS systems (currently on Greenhouse) which included negotiating contracts, ensuring implementation project is managed effectively, or the implementations, training all WideOrbit users on the system, and customizing the software.Lead re-branding of WideOrbit’s talent acquisition philosophy. Launched a career website within the first three months of employment and continuously updated it as well as the content for anything career related. Partners with executive team and senior managers to develop talent strategies and initiatives, and consult the management team on current trends, metrics, and data. Serves as a trusted advisor to management as well as a knowledgeable and trustworthy primary HR contact in the areas of talent management, organizational development, and talent acquisition. From April 2010 to November 2017 (7 years 8 months) San Francisco Bay AreaDivision Director - Finance, Financial Services, Accounting @ Robert Half - Financial Services Manages a team of recruiters to ensure they maximize industry market share, client retention, talent acquisition, and business development while maintaining a full book of clients and candidatesSets annual and monthly goals with individual recruiters to ensure yearly recruiting goals are metSolicited new and existing clients to obtain new positions to work and fill. Facilitates weekly sales training sessions that include topics such as: cold calling, negotiating, closing, and handling recruitment objections.Lead branch wide training for new hires in the areas of recruitment and business development.Developed interviewing skills training material that was presented to candidates in an evening seminar format with approximately 40 attendees. From October 2004 to June 2009 (4 years 9 months) General Manager - Leadership Consultant @ American Capital Group Inc. Leadership Consultant January 2004—May 2004 Lead executive committee and management retreats focused on improving team cohesiveness and quarter goal setting. Facilitated 360 degree feedback performance measurement process for all company managers to improve a baseline for employee perception of departmental leaders. Created leadership training program for Sales Team Leaders which included assessing current and desired skill set, developed training material, and lead interactive training sessions. Met with managers in all departments to discuss department goal setting, employee performance issues, department incentives, streamlining internal processes, and implementation of major projects. General Manager June 2001-December 2004 Lead executive committee and management meetings, conducted management retreats, ran quarterly company meetings, and quarterbacked company shared goal development and the implementation of those goals. Guided all major changes in the company including changes in the company’s strategic direction, overall culture, sales-operations communication, technological advancements, compensation structures, training systems, and internal management communication. Directed major changes in the portfolio management department that resulted in a 110% increase in revenue from the previous year. Handled all company legal issues including: managing formal complaints, negotiating settlement terms, participating in depositions, responding to attorney correspondence, representing the company in court, and strategizing with external counsel. Implemented customer service plans that reduced complaints by 75%, legal expenses by 90%, and cancelled deals by 38% From September 1996 to May 2004 (7 years 9 months) HR Consultant - Part time Head of HR @ BMNT Advising company on HR policies and best practices Palo Alto, CaliforniaAdvisor @ The Caring Village The Caring Village's mission is to give foster youth the opportunity resources, mentorship, and access to thrive as adults. We're using technology to leverage the resources in our local communities and match adults with foster youth. I'm advising the company on our corporate strategy and adult - aka Guide - recruitment.

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Frequently Asked Questions about Heather Robertt

What company does Heather Robertt work for?

Heather Robertt works for PeopleTech Partners

What is Heather Robertt's role at PeopleTech Partners?

Heather Robertt is Advisor

What is Heather Robertt's personal email address?

Heather Robertt's personal email address is h****[email protected]

What is Heather Robertt's business email address?

Heather Robertt's business email addresses are not available

What is Heather Robertt's Phone Number?

Heather Robertt's phone (**) *** *** 111

What industry does Heather Robertt work in?

Heather Robertt works in the Financial Services industry.

Who are Heather Robertt's colleagues?

Heather Robertt's colleagues are Anuj Singh, Edaeni PhD, Mike Schachter, Dan Koppel, Sabrina Xu, Glenn Powell, Shiyu(Natasha) Wei, and Lara Cardy

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In a nutshell

Heather Robertt's Personality Type

Extraversion (E), Intuition (N), Feeling (F), Judging (J)

Average Tenure

4 year(s), 6 month(s)

Heather Robertt's Willingness to Change Jobs



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