SMG-HR Consulting

Sandra Morales Gonzalez, SHRM-CP, is a Strategic Bilingual HR Leader with over 25 years of experience 

delivering people-focused, HR compliance, and results-driven HR solutions across corporate, public-sector, and large enterprise environments. 

 I have built my career at the intersection of HR strategy, talent development, and workforce transformation. My experience spans corporate, public-sector, and large enterprise environments, including Toyota North America, Magna International, and the Texas Workforce Commission. 

Throughout my career, I have partnered with leadership, recruiters, and workforce agencies to support workforce planning, assessment centers, internal mobility, and employee transition initiatives — guiding individuals through promotions, restructuring, and career change with clarity and confidence.

Education:

Master’s Degree – Organizational Development & Leadership

University of the Incarnate Word

Bachelor’s Degree – Business Management

Sul Ross State University

Career & Workforce Development:

 Provide individualized, no-cost career transition coaching and strategic HR advisory services, supporting professionals across industries in navigating career change, building confidence, and securing meaningful employment opportunities. 

• Guide candidates through structured career transition programs including skills assessment, career exploration, goal clarification, and market positioning.
• Develop customized career marketing plans aligned with candidate experience, strengths, interests, and current labor market demand.
• Deliver résumé optimization and LinkedIn profile development aligned with Applicant Tracking Systems (ATS), AI platforms (ChatGPT, Copilot) and recruiter search strategies.
• Provide interview preparation coaching (behavioral, panel, video, executive-level) and salary negotiation guidance.

Operational & Program Management:

Conduct organizational assessments to identify workforce gaps, compliance risks, operational inefficiencies, and opportunities for improvement.

• Develop and implement HR priority plans aligned with business objectives, culture, and growth needs.
• Deliver hands‑on support in policy development, compliance reviews, process optimization, and HR infrastructure build‑out.
• Advise leaders on employee relations matters, workplace investigations, and risk mitigation with legally defensible documentation.
• Ensure compliance with federal and state employment regulations, including FLSA, FMLA, ADA, ACA, ERISA, COBRA, HIPAA, OSHA, and E‑Verify.
• Use data‑driven analysis and workforce reporting to guide decision‑making and demonstrate organizational impact.
• Mentor emerging HR leaders through coaching, capability‑building, and strategic guidance.