Jerry McCreary

Human Resources Director at Redis Labs

How does this work?

CREATING SUCCESS FOR PEOPLE & ORGANIZATIONS HR expert that offers a symphony of HR, Talent Acquisition, Total Rewards, Employee Relations, Retention, Employee Engagement, and Mergers & Acquisitions.  I love to build a business-oriented People function to have an organization thrive and offer an exceptional Employee Experience.   I value trust, development, inclusion, and equal pay.  Experienced in both large organizations and start-ups of all stages (Seed, Series A through D to IPO).      Technology expertise: Workday, BambooHR. Zenefits, SuccessFactors, Reflective, BetterWorks, Lever, Jobvite & Greenhouse, LinkedIn Recruiter, and Hiretual.   Building organizations and Employee Experience by:  o-Developing People Managers and holding them accountable o-Driving ongoing performance/career conversations for clarity, commitment & appreciation o-Ensuring competitive & transparent Total Rewards programs aligned with the market o-Targeted & cost-effective Talent Acquisition o-Measure impact & success with data Specialties: International experience in HR, Leadership Development, Coaching, Talent Acquisition, Learning & Development, Total Rewards, Benefits,  Mergers & Acquisitions, Post-Merger Integration, and HR Technology.

Work experience

Sep 2020 - Present

Redis Labs

Human Resources Director

Responsible for People and Places in North America


Apr 2020 - Present

HR Futures

Senior Consultant

Dec 2017 - Present



Advisor to stealth AI startup http://syd.ai/

Jan 2008 - Present

Coach-OnTheGo SV

Career Coach

Meet Career Goals By Making Connections Daily! Coach-OnTheGo is a group focused on meeting goals by making connections. If you are ready to take action and need support and structure, then this group is for you. The COTG playbook will help support you. The focus is envisioning a goal, developing a "Go To Market" plan, and connecting with people. The most important part is to be positive and to work on your goal daily and relentlessly.

Mar 2019 - Apr 2020

Ruckus Networks

Sr Director Human Resources

Ruckus Networks was acquired by Commscope. and my position was impacted by this and COVID. Overall responsibility for 2200 people worldwide including the US, India, China, Taiwan, Israel & Singapore. • Visible HRBP. Coaching and counseling at all levels of the organization in areas of performance management, career growth, culture, leadership skills, and driving company performance. • Managed all day to day and strategic Human Resources activities, Performance, Total Rewards and hiring and supported acquisition integration.

Apr 2011 - Mar 2019


Founder & Principal Consultant

Leader with broad experience in Coaching, Development, Talent Acquisition, Total Rewards & HR technology. I am experienced at every stage of Pre-IPO company, an IPO and large company experience. I can build and lead a team, implement the technology, ensure market compensation, enable Recruitment and build an impactful HR function. Perform global, full-life-cycle Human Resources. Accomplished at HRBP, Total Rewards, Talent Acquisition, HR Technology, and projects. Work with large global and start-up companies in High Tech, IoT, Cyber Security, SaaS, Software, Hardware, Wireless, and Robotics.

Mar 2009 - Sep 2011

DemandTec (Acquired by IBM)

Director Human Resources

DemandTec, Inc. is a Science-Based software platform to understand consumer behavior. Acquired by IBM 2011. Position managed Human Resources, Talent Acquisition, Total Rewards, Benefits, HR Systems, Immigration, Employee Relations, Learning, and Career Development. -Business Partner for over 500 (from 330) global employees including North America, India, China, Russia, and EMEA. -Rolled out Organization Development programs to educate the leader and create higher self-awareness. -Selected and implemented SaaS-based Performance Management, MBO/Objectives 360 -Feedback & Compensation Management. Eliminated the paper process worldwide and increased alignment of CEO’s company goals. -Evaluated training needs; Launched Learning & Development programs for a global workforce in first 60 days. Built “Leader as Coach”, “Own Your Career” and Coaching Certificate to drive career conversations. Developed, rolled out and analyzed the results of the Employee Engagement survey. Presented results and recommendations to Executive team and company. Engagement scores increased over time. Participated in Radford Surveys for compensation to determine the market value of positions. Market data drove our “Pay for Value” Total Rewards Philosophy. Responsible for reviewing 401k performance and evaluate providers to recommend to Investment Committee. Rebuilt the Talent Acquisition; Enhanced search capability and capacity to hire more quickly with higher quality. CPH was 5000 USD and time to fill 10 weeks or less. Zero Agency fees. Active in merger and acquisitions, due diligence and integration. Three (3) companies acquired. Left after acquisition by IBM and began independent consulting.


Feb 2007 - Mar 2009

Mattson Technology

Director Human Resources

Recruited to develop a new role to globalize Human Resources. Global locations included Germany, Canada & Korea. Developed and implemented a plan to unify HR, Talent Acquisition, Performance Management, Succession Planning, Learning & Development and connect the activities to the business worldwide. Rebuilt performance management and implemented plan that established one process and cycle worldwide. Changes better-aligned goals and core competencies with the company business plan. Launched and facilitated formal talent assessments for succession planning and leadership development for business units to assess current talent and long-term needs worldwide. Implemented sustainable global recruitment infrastructure in first 30 days, by launching SasS based ATS replacing the manual processes & decreased time to fill significantly from 187 to 42 days. CPH 6000 USD. Zero Agency Fees. Built dashboard metrics to measure the impact of HR programs. Measurements included revenue per employee, Engagement, High Performer percentage, quality of hire, High Potential turnover, compa-ratio and, retention. Because of the economic downturn, I was part of a company-wide layoff.

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