15 years of broad-based HR experience offering a unique blend of leadership expertise in human resource operations, talent development, and technology innovation. Solid track record of instituting HR practices that improve corporate culture, engage employee commitment, and increase employee retention.
n9 years of hands-on HR generalist experience
n5 years of organizational development experience
n9 years of project management and training development experience
n3 years of PeopleSoft HRIS consulting experience
nMaster’s degree in Managerial Sciences (organizational development), and SPHR certification, conflict management and paralegal training
Sept 2008 to Dec 2011 – Georgia State University (Atlanta, GA)
Graduated with an MS in Managerial Sciences (GPA: 4.16). Coursework ran the gamut of organizational development and change: financial statement analysis, leadership and organizational behavior, work team design and development, leadership and coaching skills, negotiations, HR recruitment and selection, business intelligence, and strategic compensation.
May 1998 to Oct 2007 - CPT International Inc. (Marietta, GA)
HR Director ~ HR Manager ~ HR Generalist
Joined IVR technology company at critical growth stage and advanced through increasingly challenging roles in humanresource management, staff recruitment and training, benefits and compensation, employee relations, and organizational restructuring. Pioneered innovative change management programs focused on core productivity and operational efficiency improvements. Pivotal in transforming traditional labor functions into an integrated, comprehensive HR practice.
nEmployee Relations: Built rapport and provided proactive guidance and counsel to employees and management on all HR-related issues. Standardized, maintained, and communicated HR policies and procedures that ensured uniform and equitable practices, including personnel actions, benefits, salary/compensation guidelines, performance rating and review processes, promotions, and conflict resolution. Educated mid- and senior-level management on proper administration of- and compliance with all Federal and State laws and regulations. Created on-boarding program that was often complimented by new hires as “better than large enterprises.”
nBenefits Administration: Established and administered core foundation of processes, procedures, and training tools for benefits administration. Negotiated with vendors. Matched benefits to larger company offerings to attract and retain qualified employees. Enhanced plan features for retirement and 401K plans. Expanded health and welfare benefit programs, including vision care, short-term disability, voluntary and dependent life insurance, and flexible spending accounts. Held annual increases to medical insurance to 4% while the national average was 10%.
nWorkforce Planning & Recruitment:Initiated and conducted strategic planning that aligned workgroups with corporate business goals. Introduced recruitment and selection processes that grew workforce by 60% over two-year period and achieved 10% increase in quality of hire. Standardized job descriptions, assisted in evaluating candidates, processed background checks, negotiated offers, provided relocation assistance, and provided H-1B visa support to overseas new hires. Partnered with recruiter to develop results-oriented operating team by hiring better qualified, top-performing employees. Annual work performance and competency ratings were 10% higher.
nCompensation: Established and administered new competitive, salary, incentive and recognition programs. Performed job analysis, benchmarked compensation, and facilitated and reviewed Annual Compensation Planning.
nPerformance Management: Evolved annual review process into full performance management system. Transitioned entitlement compensation structure into pay for performance. Educated and supported management on in the consistent application of performance management policies, processes and tools.
nOrganizational Restructuring: Instituted “discipline without punishment” process and removed bottom 10% of employees. In Company’s final year, executed multi-faceted workforce reduction and business exit strategy that effectively eliminated 85% of employee base without negative publicity or threat of lawsuits. Established goals, processes, and procedures for termination packages, severance payouts, retention bonuses, and delivery of outplacement services.
nLeadership Development: Increased Company's leadership capacity through team building, training, and coaching/mentoring. Implemented training in interviewing, hiring, terminations, promotions, performance review, negotiation, conflict resolution, and diversity awareness.
nPayroll: Upgraded error-ridden payroll system with ADP PC/Payroll system, decreasing payroll errors 75% while transactions increased 250%. Eliminated timekeeping errors by implementing a web-based system integrated with payroll.
Sept 1997 to April 1998 - The Hunter Group (Atlanta, GA)
Led project teams to deliver complex PeopleSoft HR implementations on time, within budget, and with maximum quality for clients, including Walt Disney World, The Coca-Cola Company, Times-Mirror and Federated Department Stores.
nAwarded highest customer satisfaction ratings by Walt Disney World
nRequested by The Coca-Cola Company to manage return engagement
nIncreased consultant productivity 300% by developing reusable curriculum and courseware
May 1989 to Aug 1995 - GE Information Services (Atlanta, GA)
Training and Development Manager
nInstituted use of needs assessment and creation of individual training and development plans
nDeveloped in-house training, negotiated vendor on-site training, and scheduled off-site training
nCreated Subject Matter Expert (SME) University, on-boarding, and mentoring programs
nChampioned “Putting People First” culture change project
nMS, Managerial Sciences, Organizational Change, Georgia State University, graduated 12/2011
nBA, Journalism, University of Georgia, with honors
nCertificate in Conflict Management for HR Professionals, Kennesaw State University
nParalegal Certificate, National Center for Paralegal Training
nSPHR, Senior Professional in Human Resources
nCCP, Certified Compensation Professional (in progress)
nSix Sigma Green Belt –equivalent through Business Intelligence course of MS, Managerial Sciences