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Thomas Ayala, Ph.D., SHRM-CP


MEMBER SPOTLIGHT: Thomas Ayala, Ph.D., SHRM-CP 

Meet Thomas Ayala, Ph.D., SHRM-CP, Human Resources Manager at Legacy Mutual

Mortgage in San Antonio, where he has spent the past four and a half years partnering with

executive leadership to align people strategies with business objectives.


In his current role (and previously as HR Business Partner), Thomas provides strategic HR

leadership across multiple states, focusing on organizational effectiveness, high-performance

culture, and sustainable growth. His work spans talent management, performance management,

employee relations, compensation and benefits, workforce planning, HR technology, and multi-

state compliance.


Among his key contributions, Thomas has designed and implemented enterprise-wide

performance management programs that increased accountability and goal alignment, led the

successful implementation and optimization of Paylocity, modernized HR policies and employee

handbooks for multi-state consistency, and used workforce analytics to support executive

decision-making. He is recognized for combining strategic insight with a hands-on approach to

strengthen both business results and the employee experience.


Beyond his professional responsibilities, Thomas is a passionate advocate for second-chance

hiring. His doctoral dissertation focused on the barriers formerly incarcerated individuals face

when reentering the workforce and the role organizations can play in creating meaningful

employment opportunities. Through his research and his work as an HR professional, he is

committed to raising awareness of the value this often-overlooked talent pool can bring to

organizations. He believes that when balanced with thoughtful hiring practices and business

needs, second-chance hiring can strengthen communities while helping employers access

dedicated and capable talent.


Thomas’s goal remains clear: help organizations navigate change, develop future leaders, and

build workplaces where people and business thrive together.

Q: How do you approach the challenge of aligning people strategies with business goals when executives and HR may not always see eye-to-eye? 

Thomas: I believe HR has to earn its seat at the table by understanding the business first. When there's a difference in perspective, my first step is to understand the business priorities and the reasoning behind them before identifying the best path forward. My role is to help bridge the gap between business objectives and the employee experience and not create roadblocks. I rely ondata, compliance, and practical solutions to guide discussions, but I also recognize that every decision impacts people. The best outcomes happen when HR is viewed as a strategic partner that helps leaders achieve their goals while building trust, engagement, and long-term organizational success.

Q: What practical steps do you recommend for building a culture of accountability and continuous improvement without creating fear or resistance among employees? 

Thomas:I believe accountability starts with clear expectations. Employees need to understand what is expected of them, how their performance will be measured, and how their contributions support the organization's overall goals. From there, I believe leaders should provide regular coaching, constructive feedback, and meaningful recognition throughout the year instead of relying solely on annual performance reviews.

Q: After more than four years at Legacy Mutual Mortgage, what have been the most meaningful ways you’ve been able to strengthen both the employee experience and business results in a highly regulated, multi-state environment? 

Thomas: One of the most rewarding aspects of my role has been helping modernize our HR function while supporting the company's growth. I've had the opportunity to implement performance management processes, improve onboarding, streamline HR technology, update policies and employee handbooks across multiple states, and partner with leadership on workforce planning and organizational initiatives. 

What has brought me the most joy, however, is seeing the relationships I've built with employees over the years. I strive to make HR less adversarial and more of a true partner to both employees and leaders. I want employees to feel comfortable coming to HR not only when there's a problem, but also when they need guidance, support, or someone to help them navigate challenges. Building that level of trust has been one of the most meaningful accomplishments of my career. 

 At the same time, I've worked to equip leaders with the tools, processes, and confidence to effectively manage their teams while balancing compliance and business objectives. I believe the best HR professionals create an environment where employees feel valued, leaders feel supported, and business results naturally follow. When people know they are respected and have someone advocating for both their success and the organization's success, everyone wins.


Ari Sojo

MEMBER SPOTLIGHT: Ari Sojo

Meet Ari Sojo, a dedicated HR professional and valued member of SHRM San Antonio. With over a decade of experience across human resources and talent acquisition, Ari has established herself as a strategic HR leader and trusted business partner. Following an organizational restructuring, Ari stepped into the role of sole HR Lead, supporting 150 employees across two locations while partnering with leadership to navigate organizational change and drive business success. She excels in aligning people strategies with business objectives to drive organizational success.
Ari brings a strong foundation in employee relations, organizational strategy, talent development, compliance, change management, and business partnership, with experience supporting mergers and organizational transitions. She currently serves as Senior Human Resources Generalist at Micro Matic Inc. (formerly Taprite Inc.), where she partners with leadership to support employees and drive organizational success. A proud alumna of The University of Texas at San Antonio, she earned her Bachelor of Arts in Public Relations/Image Management. Passionate about strategic HR partnership and supporting people in dynamic environments and creating a workplace where employees and businesses can thrive together. Ari is based in the San Antonio area and actively contributes to the local HR community. She believes HR is most impactful when it serves as a strategic partner to leadership while remaining an advocate for employees.

Through our SHRM San Antonio chapter, she enjoys connecting with fellow HR professionals, sharing ideas, and continuing to grow alongside the local HR community.

Q. Why did you join SHRM San Antonio, and what value has your membership and involvement brought to your professional journey?

Ari: I joined SHRM San Antonio because I wanted to continue growing as an HR professional while building meaningful connections with others who understand the unique challenges and opportunities within our field. HR is constantly evolving, and I believe learning from peers is just as valuable as formal education.

Being involved with SHRM San Antonio has given me access to new ideas, practical resources, and a network of professionals who genuinely support one another. It has helped me stay current on employment trends and best practices while also reminding me that, even when you’re the only HR person in your organization, you’re never truly navigating challenges alone.

Q. As the sole HR Lead and Business Partner supporting 150 employees across two locations, what are some of the biggest challenges you’ve navigated recently, and what strategies or lessons have helped you succeed?

Ari: One of the biggest challenges has been transitioning into the role of sole HR Leader is balancing strategic initiatives with the day-to-day responsibilities of HR requires constant prioritization, adaptability, and effective communication.

Through organizational changes and shifting business needs, I’ve learned that building trust with leaders and employees is essential. I’ve also learned that you don’t have to have every answer immediately. Being willing to ask questions, collaborate, and continuously learn has been one of the greatest contributors to my success. Staying organized, focusing on what creates the greatest impact, and maintaining a people-first mindset have helped me navigate even the busiest of times.

Q. What advice would you give to other HR professionals in San Antonio who are looking to grow their impact, whether in their organizations or through greater involvement with SHRM San Antonio?

Ari: Never stop learning, and don’t underestimate the value of building relationships within the HR community. Technical knowledge is important, but some of the greatest growth comes from sharing experiences, asking questions, and learning from others who have faced similar challenges.

I also encourage HR professionals to be confident in bringing their perspective to the table. HR has evolved far beyond administrative support—we play a strategic role in shaping culture, supporting leaders, and helping organizations succeed. Getting involved with SHRM San Antonio is a great way to continue developing professionally while connecting with people who are passionate about making a positive impact in our profession.

Thank you, Ari, for your ongoing contributions and for being part of our vibrant SHRM SA network! We’re grateful to spotlight members like you who embody excellence in HR.


Dr.Diana Garza

MEMBER SPOTLIGHT: Dr. Diana Garza, PhD, SHRM-CP, PHR

Dr. Diana Garza began her career in corporate IT before finding her calling at the intersection of leadership, human resources, and higher education — a path she has pursued intentionally for over 18 years. She holds a Bachelor of Business Administration in Information Systems from the University of the Incarnate Word, a Master of Business Administration with a concentration in E-Commerce, and a PhD in Leadership Studies from Our Lady of the Lake University, where her doctoral research examined the relationship between mentor leadership style and protégé career advancement.

Her teaching and scholarly interests span strategic management, organizational behavior, human resource management, and leadership development. Years spent as an IT systems analyst at USAA inform the way she approaches complex organizational problems — with analytical precision and a practitioner’s eye for what actually works.

A recognized contributor to business education publishing, Dr. Garza has authored and co-authored numerous case studies for McGraw-Hill's globally adopted textbooks, Crafting & Executing Strategy and Essentials of Strategic Management, featuring analyses of industry leaders including Spotify, Yeti, Electronic Arts, FIFA, and the Energy Drink Industry.

Dr. Garza holds active professional certifications as a SHRM Certified Professional (SHRM-CP) and Professional in Human Resources (PHR) and has aligned multiple degree programs with SHRM curriculum standards throughout her career. She is bilingual in English and Spanish and has led international curriculum initiatives, including the translation and launch of a graduate organizational development program for university campuses in Mexico.

Her peer-reviewed scholarship has appeared in journals including the Journal of Workforce Development, the International Journal of Business Research and Information Technology, and the ACM Transactions on Computing Education. Dr. Garza is an active member of the Society for Human Resource Management (SHRM) and has served as Director of Professional Development for the San Antonio SHRM chapter.

Q. What inspired you to pursue a career in leadership development and strategic human resources, and how has your academic background as a PhD shaped your approach to mentoring emerging leaders?

Diana: My path into leadership development was not a straight line — and I think that is part of what makes it meaningful. I spent almost eight years as an IT systems analyst at USAA, where I learned to think systematically, bridge technical and human complexities, and translate what’s complicated into what’s actionable. When I transitioned into academia, I brought that mindset with me. My PhD dissertation explored the relationship between mentor leadership style and protégé career advancement, so in a real sense, my research and my career origin story are the same question: how do the people who guide us shape who we become?

Doctoral training taught me to ask better questions rather than supply comfortable answers — and that discipline carries directly into my mentoring work. When I chair dissertations, I am not handing candidates a roadmap; I am helping them develop the intellectual confidence to build their own. That distinction matters, especially when the research touches real communities, as it did in studies on COVID’s impact on Hispanic-owned businesses and on the lived experiences of informal caregivers.

Q. You’ve done significant work in bilingual academic programs and enhancing online learning experiences. What do you believe are the biggest opportunities today for HR professionals to bridge cultural divides and develop more inclusive leaders?

Diana: When I led the launch of a graduate organizational development and leadership program in Spanish for UIW’s campuses in Mexico City, the most important lesson was not about translation — it was about access. We were not simply converting course materials into another language; we were opening a credential pathway for professionals who would otherwise have been locked out of it entirely. That experience crystallized something I had long believed: bilingual HR professionals are among the most underutilized strategic assets in any organization, and the profession has been slow to recognize this.

The same principle applies in online learning design: when courses are built without cultural intentionality, certain learners are disadvantaged before the first module begins. My work with the San Antonio Area Foundation — presenting on retention, employee engagement, and HR essentials to leaders of community-serving nonprofits — reinforced for me that inclusive leadership is not a soft concept. It is a measurable outcome shaped by deliberate decisions at the curriculum and culture levels.

Q. As a frequent volunteer with SHRM San Antonio and a dedicated mentor, what advice would you give to other HR professionals who want to grow their careers while giving back to the profession?

Serving as Director of Professional Development for the San Antonio SHRM Chapter from 2023 to 2025 was one of the most professionally stretching experiences of my career — and I say that having also chaired doctoral dissertations and launched graduate programs across two countries. Volunteer leadership is genuinely different, and the difference matters. Here is what I would pass on:

  • Volunteer leadership teaches you things a paid role will not, because you must earn buy-in without positional authority.
  • Contribute from your area of depth, not just your availability. The most impactful volunteer work I did was not organizing events — it was designing programs that directly connected HR practitioners to current research, trends, and one another. Bring your expertise to the table, not just your time.
  • Holding a SHRM-CP or PHR is a commitment, not a credential you file away. Maintaining certification while actively applying these skills creates a productive feedback loop: the questions students and practitioners ask keep your knowledge sharp, and your preparation makes their learning more relevant. The two activities reinforce each other in ways that purely individual study rarely does.
  • The chapter platform opened doors I did not anticipate, including speaking invitations, publication ideas, and curriculum work shaped by real conversations with practitioners. Start at the local level, and the reach and impact will follow.


Rachel Aldaz,

MA, SPHR, SHRM-SCP

RACHEL ALDAZ, Celebrating 20 Years of SHRM San Antonio Leadership & Workforce Impact

Rachel Aldaz has been a valued SHRM San Antonio member since 2006. A United States Air Force veteran and Master Sergeant, Rachel brings decades of leadership experience and a strong commitment to empowering people and organizations.

She is the owner of Aldaz HR Solutions LLC, providing HR consulting and contract services to support over-extended HR teams. Rachel also served as Vice President of Human Resources for the Austin Lighthouse – Travis Association for the Blind and has held senior HR leadership roles across multiple industries, including nonprofit, manufacturing, and financial services.

Her career highlights include leading large HR teams, improving employee retention, managing complex employee relations issues, and overseeing organizational change initiatives. Rachel’s dedication to service, leadership, and workforce development makes her a trusted resource for HR professionals in the San Antonio region and beyond.

Q: What has motivated you to remain a long-standing member of SHRM San Antonio?

Rachel: The opportunities to meet and share experiences with others in the HR profession have been invaluable over the years, and the frequent educational sessions.

Q: What do you currently do in human resources, and how has SHRM San Antonio supported you in your role?

Rachel: I have attempted to retire multiple times, but it’s apparently not for me. Currently, I own my own HR consulting business, Aldaz HR Solutions. I enjoy filling in as an interim HR leader at nonprofit organizations when they need someone on a short-term basis. I’m currently supporting HR at Prospera Housing Community Services. SHRM San Antonio has provided excellent networking opportunities for me as a small business owner. 


Q: What would you say to someone considering joining or becoming more involved in SHRM SA?

Rachel: HR is a continuously evolving profession, so we can’t allow ourselves to stop learning and growing. Organizations like SHRM SA provide resources, information and inspiration to grow and remain up-to-date in our field. 

Aranaya De Sola, MBA,

SPHR, SHRM-SCP

ARANYA DE SOLA, A SHRM San Antonio HR Leader & Strategic People Champion

Aranya De Sola is a strategic HR leader focused on aligning people practices with business impact. She brings a mission-driven approach to professional growth and community; values that reflect SHRM San Antonio’s commitment to advancing the HR profession. 

Q: You’re known for aligning people strategy with business transformation. How has your involvement with SHRM supported or strengthened that approach? 

Aranya: SHRM has helped me stay connected to what’s changing in our field, new regulations, new technology, and better ways to build organizations where people and performance both thrive.  Being part of SHRM‑SA gives me a network of peers who are solving similar challenges, and those conversations often spark ideas I bring back to the business. It keeps my approach grounded, current, and aligned with what truly drives impact

Q: As a leader who develops HR Business Partners and drives enterprise initiatives, what insights or resources from SHRM have been most impactful in your work?  

Aranya: I rely on SHRM’s research and competency frameworks to help shape HRBPs into strategic partners. The guidance on employee relations, compensation, and compliance gives my teams a strong foundation so they can focus on influencing leaders and driving outcomes. SHRM’s tools make it easier to build HR teams that think beyond transactions and operate with an enterprise mindset.

Q:Your leadership blends data-driven strategy with human empathy. How has being part of the SHRM community influenced the way you lead and make decisions?  

Aranya: Being part of SHRM has reinforced my belief that effective HR leadership requires both analytical precision and genuine connection because data informs decisions, but empathy shapes outcomes.  The SHRM community brings together leaders who care about using insights to guide decisions while staying grounded in the human experience. Hearing how others navigate change, risk, and culture challenges has shaped how I show up as a leader and how I support others through transformation.


Q: Looking back on your professional journey, how has SHRM membership contributed to your growth as a senior HR leader and what would you say to others considering getting more involved?  

Aranya: SHRM has been part of my journey from early career to senior leadership. The certifications, resources, and community have driven me to keep growing and stay ahead of what the business needs from HR. For anyone thinking about getting more involved, I’d say: do it! The more you engage, the more value you’ll find—whether that’s learning something new, expanding your network, or finding ways to give back to the profession.

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