Human Resource Business Partner or Human Resources Director or H

8/6/2019 Human Resource Business Partner or Human Resources Director or H

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Career Summary* Certified Senior Professional in Human Resources (SPHR) offering a 12-year HRcareer distinguished by commended strategic business planning and proven results.* Certified Compensation Professional (CCP) negotiated more than 80 salaries offers to include three executive.* Extensive background in HR generalist interactions, expert experience in strategic workforce planning, talent acquisition and retention, staff development, mediation, conflict resolution, performance management, benefits administration, compensation, HR policies, organizational development, analysis, and compliance.* Demonstrated success in organizational design, program management and analysis, human resource project lead on people management portion of issuance technology upgrade, Data Center consolidation and integration, PeopleSoft conversation, VoIP conversion and network outsourcing projects Facilitated fact finding sessions to identify, processes, resources and positions impacted by technology projects. Provided recommendations on human capital planning.

Skills and KnowledgeHR Department StartupEmployment Law & InvestigationsFMLA/EEO/WC/FLSA/ADAAMediation & AdvocacyHRIS Technologies Staff Recruitment & RetentionEmployee Relations

Total RewardsBenefits AdministrationHR Program/Project Management Orientation & On-BoardingLearning & DevelopmentPerformance ManagementOrganizational DevelopmentHR Policies & ProceduresCompensation Disability Management Business Continuity & Communications

Professional ExperienceDEPARTMENT OF DRIVER SERVICES - Conyers, GAProvides governance of federal and state motor carrier compliance guidelines and

issue State of Georgia driver licenses and identification documents for Georgia

citizen.Strategic Business Planning Director, 2/2010 to 12/2010Human Resources Director, 11/2006 to 2/2010Appointed to design and implement a strategic planning program to align business

goals and mission through a common methodology. Developed key performance indicators, and project milestones to monitor strategic growth. Conducted complex analysis of business performance and workforce data. Partner with Division Directors and functional managers to identify and analyze the current business environment for strategic growth opportunities and performance concerns. Conduct data analysis to complete out year service and revenue predictions. Monitored IT projects and initiative associated with strategic objectives. Partnered with project managers to ensure deliverable were on time and within budget.Provided vision and leadership to a full spectrum human resources functions and

programs while executing on strategic objectives. Guided the redesign of human resources service delivery to a consultative model. Provided oversight to the grievance process, and responded to all Equal Employment Opportunity Commission complaints. Conducted dispute resolution planning and mediation. Developed and monitored corrective action plans when appropriate. Administered laws governing allaffected areas of federal regulations and policies and procedures relating to EEO compliance with affirmative action and EEOP, ADAA, ADEA, Section 503 and Section 504, Title VI, and Title VII. Provided workplace violence prevention and intervention strategies. Investigated employee allegations of unfair treatment, manager misconduct, discrimination, sexual harassment, and other complex employee re


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lations issues.Served as the principle human resources program manager for $2.4 million dollars

technology upgrade that impacted 85% of the workforce. Managed job analysis, compensation, classification, and organizational design. Managed the employee notifications and transition processes. Design and implement an employee development

program, which resulted in a flawless technology rollout. Provided consultative services on the final phase of the data center consideration, and network outsourcing project, which included the identifying impacted positions, and costing.

Provided upward communication, and support to the Commissioner.Key Results:* Prepared assessment data, which guided discussions on gaps in productivity. Adiscussion of call center performance resulted in a process reengineering of call center procedures and a 5% reduction in dropped calls in one quarter.* Fostered a teamwork and open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behindthe agency's employee-retention rate of 81% within an industry where high turnover is the norm. Implemented 26 human resources programs designed to reduce turnover by 22%.* Implemented a non-medical reporting process for workers' compensation programthat reduced program cost by 10%. Directed a capital expenditure for new personnel records system, and brought personnel records to full compliance.* Flawless project management and oversight for the training and development phase of a $2.4 million technology upgrade. Designed employee skills assessments, performance based training module template, training, and implementation plan.

DEPARTMENT OF HUMAN RESOURCES - Atlanta, GAProvided governance over a full spectrum of health and family services.Organizational Development Consultant 2/2005 to 11/2006Appointed to perform organizational analysis and implement change initiatives to

enhance performance. Conducted process reengineering sessions employed a fullrange of facilitation techniques to reach consensus on critical decisions. Identified process improvement opportunities to minimize manual and redundant practices so as to ensure efficient and safe service delivery. Provided day-to-day performance management guidance to business owners. Lead results-oriented special

and cross functional project teams to develop grant response, social policy andservice delivery. Demonstrated an ability to independently manage multiple ass

ignments, multiple sites with conflicting priorities. Demonstrated an ability to

analyze and resolve operational problems, as well as develop decision-making and evaluation criteria to assess the effectiveness. Assessed the use of the useof contingency workers in hard to fill positions, which resulted in a change inthe recruitment and sourcing processes. Demonstrated an ability to identify problems and solutions to drive the business result without detailed guidance.Key Results:* Performed organizational assessments and efficiency studies. To determine the

optimal staffing model and provided cost saving scenarios for the use of contingency staff in hard to fill positions.* Conducted two process reengineering analyses in Mental Health Division (MHDDAD) resulting in an implementation plan for consistent hiring practices in the seven regional hospitals.* Partnered with the Office of Planning and Policy to conduct evidence-based res

earch which governed policy development and strategic planning for the State ofGeorgia, which resulted in two completed studies, and a $1.5 housing grant.

GEORGIA TECHNOLOGY AUTHORITY - Atlanta, GAProvided governance over an information technology and telephonic services for the State of Georgia.Human Resource Consultant 7/2001 to 1/2005Performance Development Consultant 4/1998-6/2001Appointed to spearhead the talent management and employee relations programs. Implement change initiatives to enhance performance during a technology outsourcin


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g exploratory project. Provided leadership coaching, performance analysis, strategic and workforce planning, and process reengineering for changes to the information technology delivery systems. Designed human resources interventions to retain, motivate and attract key staff.Delivered human resources programs, which were timely, effective and beneficialto the needs of the business. Served as a strategic business partner by providing coaching and consulting services during the development and implementation ofperformance and business standards. Provided effective human resources interventions that built integrity and confidence in the capabilities of the Human Resources Division. Communicated sensitive information with tact and discretion. Maintained confidentiality when appropriate. Provided upward communication to the Human Resources Director, Division Directors and General Counsel. Implemented human resources policies, procedures, and practices by analyzing trends in employment laws, salary administration, attendance, work place injuries and managers' reports of employee's reactions to policy changes. This was a highly visible roleproviding coaching, mentoring, and consulting services to managers, and the senior executive team while maintaining confidentiality of critical and sensitive information.

Key Results:* Served as subject matter expert for learning technology implementations for external customers.* Devised creative and cost-effective rewards and recognition program, which boosted morale (included special events and a tiered awards structure) that increas

ed employee engagement and loyalty.* Reworked new-hire orientation program to represent all aspects of the companyculture.* Co-developed and implemented standardized disciplinary procedures and tracking

system that insulated company from legal risk and ensured consistent and fair discipline processes.* Provided project management and oversight to the State's implementation of the

training and development phase of the 1999 PeopleSoft implementation.

EducationCENTRAL MICHIGAN UNIVERSITY - Mt Pleasant, MIMasters of Art (with honors), 2005 Business Administration - Human Resources Management

CHRISTOPHER NEWPORT UNIVERSITY - Newport News, VABachelor of Art 1985 - Business Administration - MarketingHR Designations:* CCP (Certified Compensational Professional), 2014* SPHR (Senior Professional in Human Resources), 2013

Professional Development:* Ongoing training in the areas of project management, compensation, total rewards, EEOC Compliance, employee relations, FLSA - Wage and Hour, strategic workforce planning, Disability Management-Healthcare Reform and workplace safety and security.Affiliations:* Society for Human Resource Management (SHRM)

* Girl Scouts of America, Greater Atlanta Chapter* World at Work* Human Resources Institute

Documents

Human Resource Business Partner or Human Resources Director or H