Meet Juliana Pugliese, an HR Project Manager based in Austin, Texas. Juliana facilitates collaboration between teams to deliver technical solutions for our people organization. In today’s blog, she shares how Snowflake’s values came to life on a recent launch.

What attracted you to Snowflake?

I was drawn to Snowflake’s immediate post-IPO energy of fast growth, and the opportunity to help build out the project management function. After completing my MBA and PMP, I knew I wanted to put both to good use in the human resources space of a technology company. My biggest takeaway from my graduate program at UC Berkeley Haas was that people are the most important resource a company has, and I wanted to focus my work on delivering solutions that would help employees to be the best, most efficient, versions of themselves for a common mission.

What is a typical day like for you?

My day to day consists of coordinating collaboration between human resources, contingent workers, and our internal technical teams to improve and evolve the functionality of Workday and ServiceNow and other integrated systems.

What excites you about your role?

The best part of my role is getting to collaborate with so many smart, kind members of different teams. I am excited that we have expanded our Project Management team in recent months and plan to continue to strive for a transparent, systematic, and proactive PMO.

Is there a project you’d like to share that exemplifies this?

On July 15th, we launched Offboarding through ServiceNow, a global digital transformation that automates processes related to voluntary and involuntary terminations. Our project started in late 2020, as our Process Excellence expert worked with 57 people involved in interviews to map the current process and identify pain points. From there, our core team of leads from IT, HR Information Systems, and Employee Relations came together to define the scope and plan to induct our larger team with additional representatives from 20 cross-functional teams. These folks showed how to “Get It Done” as our 28 testers stepped up to the plate and conducted testing in May and June. Ultimately, we were able to cut down HR manual steps for voluntary terminations by 25% and, through the elimination of checklists for IT, cut down on their deprovisioning manual steps by 43%. Anecdotally, this has made a huge difference for our Employee Relations and Shared Services teams as well.

How do you see Snowflake values show up in your project work?

In the example of Offboarding, “Think Big” comes to mind since it was a major cross-functional effort to deliver a solution at global scale. The collaboration between Human Resources and IT was the epitome of “Make Each Other the Best” because the team collaborated to not only “Own It” as they served as subject matter experts for their vertical, but also to check one another’s work, support testing in different functions, and provide a broad range of experience from executing similar projects in the past. Our culture and projects are both led by Snowflake values which allows the team to execute without drama, no matter what is thrown our way.

Any advice you’d like to share with potential Snowflakes in your region?

As someone who joined Snowflake remotely a year ago, my biggest piece of advice is to begin by building relationships. Take time to virtually meet as many Snowflakes as possible to not only better understand their jobs and where they fit into the organization, but also how they approach their work as people. Since I work in Texas in Central Standard Time, flexibility is critical. I try to be considerate of my partners in other regions from California to India when planning ways to collaborate.