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Click here or scroll down to respond to this candidateCAREER SUMMARYUpwards of 20 years of experience as a human resources management (HRM) professional with a dynamic edge and leadership in performance management, compensation, employee relations, and maintaining compliant employee records. Designed HR programs such as onboarding, stay/retention, exiting employees, and talent review processes to ensure the company and HR direction is aligned, accurate, sustainable, and scalable to account for growth. To ensure transparency, developed and implemented change management strategies for policy revisions and strategic changes, including stakeholder analysis, training strategies, and communication, and consulted on critical business initiatives as a trusted advisor and transformational change agent in ways that ensure the preservation of the culture while advancing the mission and visions of the company. Provided direction and governance for HR initiatives to foster a positive work culture, employee success, engagement, and empowerment to build capabilities to help employees do their best work.TECHNICAL SKILLSSAP/SaaSPeopleSoftWorkdayKronosDayforceTotal RewardsEmployee RelationTalent OptimizationCompliance: DOL, EEO, AA, OSHA, I-9Organization Development and DesignCompensation Executive, Variable and IncentiveLeadership Development and Succession PlanningLeave and Disability Management, ADAA, FMLA, Pregnancy Worker Rights and Leave AdministrationMicrosoft Office Professional Suite, Word, Excel, PowerPoint, Visio, MessagingFinancial LiteracyWorkforce PlanningEmployee EngagementTalent ManagementOrganizational EffectivenessWage and Hour ComplianceProcess re-engineering, root cause, and design, Six Sigma GreenChange ManagementACCOMPLISHMENTSStood up the HR talent management function to include the acquisition and implementation of HRIS, ATS, LMS, and Performance technologies. Implement Total Rewards strategy and portal design within nine (9) months. Designed HR analytics and dashboard to enhance data-informed decisions. Reduced turnover by 15% in 9 months.HR integrator on an enterprise IT transformation for Enterprise Platform Services 2500+ resources, designed organizational structure, assisted with test and user acceptance strategy for a $500 million-dollar project.Implemented a non-traditional performance management system to align pay-for-performance incentives with project-based productivity, which resulted in a 78% absorption rate within 60 days of the rollout.Facilitated process re-engineering for DBHDD and Children and Aging Services, which involved 3,500 employees and seven (7) providers. Implementation saw a $ 2.1-million-dollar cost reduction in administrative service delivery.Provided overall HR integration strategy for SAP IT, Accounting, Quality, Manufacturing, and Supply Chain Management projects. As a result, most teams experience a 78% increase in data confidence,Served as the implementation project manager on a Total Reward platform delivered 33 days ahead of schedule.WORK EXPERIENCERiver Edge Behavioral Health 03/2021 to PresentA behavioral healthcare provider specializing in evidence-based care for mental health, substance abuse, and IDD clients.Chief Human Resources OfficerAs the Chief Human Resource Officer, I am responsible for developing and executing human resource strategy in support of the annual business plan and long-term strategic direction of the organization, specifically in the areas of talent acquisition, performance management, change management, culture transformation, succession planning, communication, development, and compensation. Over the past two years, I have provided project management oversight and optimization for Dayforce HRIS implementation recovery and ensured compliance with HR policies, laws, and regulations to mitigate risks and promote a positive work environment. I provided direction and oversight to employee relations, engagement analytics, and recognition through effective communication, conflict resolution, and fostering a culture of respect and inclusion. Designed and executed talent management strategies to equip a more resilient workforce by implementing a performance management process with continuous feedback, goal setting, and enhanced professional development. Executed a talent acquisition strategy to attract and retain top talent while building high-performing teams through a robust talent review process. Provided the framework for the pay equity review and compensation philosophy to be competitive. Administered compensation and benefits programs to enhance employee engagement, retention, and the overall well-being of the workforce.Key ResultsStrengthen communication channels to effectively communicate and support the mission and strategic goals, including All Hands, Extended Leadership Meetings, and Onboarding. This resulted in 100% compliance with several audits, i.e., CCBHC, CARF, Joint Commission, and ASO.Designed talent acquisition process and analytics to monitor the effectiveness of hiring and sourcing practices. Ensure continuous improvement based on established KPIs and maintain a vacancy rate below 11%.Designed a performance management and recognition program emphasizing continuous communication between managers and team members. The program has an 88% adoption rate in the first year.Completed a pay equality analysis and designed a strategy to resolve issues, including a total reward statement for executives. Corrections are 90% complete.Walters Group - BW Auto Ventures, Atlanta, Georgia 07/2018 03/2021A subsidiary of Walter Companies, a collection of ten Automotive Dealerships with a US and global presence.Human Resources DirectorDeveloped and implemented the human resource strategy and coordinated the business planning process for sales operations. Work with leaders to establish departmental measurements that support company strategic goals. Implement an operations review process to ensure attention is placed on productivity and profitability, design HR functions and talent management strategies, and develop policies, processes, and procedures to operationalize HR. Serve as the lead for cultural transformation and leadership development. Diagnosed and designed programs and policies to improve organizational effectiveness, cultural initiatives, and talent optimization and served as the Project Manager for a transformational HRM implementation across all businesses. Deployed and assumed oversight for a comprehensive Environmental Health and Safety and compliance program across the platform for a geographically dispersed company.Key Results:A 90% reduction in turnover because of transformational changes to talent acquisition, performance management, and the introduction of leadership development training.A 78% increase in Quality of Hire and a 20-day reduction in time to hire within six (6) months of implementing a new Talent Acquisition Model.Culture change initiatives to improve employee experience and decrease ER complaints and new litigation by 5%.Panasonic Automotive System Co. of America, Peachtree City, Georgia 09/2016 06/30/2018Recognized as a top 20 supplier of the worlds leading automotive infotainment and mobile connective systems.Sr. Manager, Human ResourcesAligned HR and business strategy across several lines of business: accounting, procurement, information technology, global manufacturing, Distribution, and Quality. Optimize organizational effectiveness by designing strategic plans and initiatives to ensure production levels and customer expectations are realized. Collaborate with the business and HR shared services teams to ensure the execution of HR initiatives and leadership programs. Designed HR programs such as rewards, incentives and recognition, employee engagement, development opportunities, and a compensation philosophy to remain competitive in the quality, engineering, and information technology space. Enhanced performance management and coaching strategies to enhance business results. Designed an organizational structure to optimize manufacturing deliverables and quality outputs. Facilitated the design and development of succession planning tools, such as 360 assessments, nine-box, and leadership potential ratings, to ensure management competencies and professional readiness scores met growth plans and the changing needs of the business. Assisted managers and employees at four sites with day-to-day HR activities and compliance issues.Key Results: Designed the organizational structure and recruitment plan for a $54 million SAP-ERP project to transform supply chain management, which aided tremendously in project recovery activities. The identification of all high performers, placement in the nine-box, and assignment on key projects. Ensuring we had our best and brightest on our most challenging work and change initiatives. This resulted in a 22% increase in manufacturing and engineering resource retention after 15 months. Designed an HR dashboard to illustrate how HR strategies affected business results. Documented how workforce characteristics and analytics affected outcomes.T-Mobile USA, Bellevue, Washington 4/2010 08/2016JD Powers awarded wireless service provider of business to business and personal mobile services.Manager, Human ResourcesDesigned HR interventions that provided solutions to talent management and operational business plans. Provided strategic HR leadership and strategy and developed compensation philosophy IT SAP, BI, and Infrastructure teams to retain and attract top talent. Used HR analytics to mature HR programs such as Total Rewards, Talent Acquisition, Leadership Development, Talent Review, Employee Engagement, and Performance Management. Demonstrated professionalism as a trusted advisor and consultant to Engineering, IT Support, and Development teams. Demonstrated independent judgment and discretion in all matters related to employee relations and performance improvement and engagement. Anticipated problems whenever possible and developed, recommended, and initiated appropriate steps for resolution. Led key organizational initiatives such as talent assessments, re-structures, organizational transformations, and the development of new job families. Facilitated compensation and bonus planning for a $2-million-dollar annual allocation. Provided workforce analytics to ensure the right employee mix, processes, and systems were in place to optimize functional capabilities. Served as the day-to-day contact for HR programs, safety and immigration services (USIS), and investigations for a large, geographically dispersed client group.Key Results:Introduced engagement and cultural initiatives to increase morale, commitment, and retention rates, Attrition Management Program (AMP) to maintain employee engagement numbers above 89% during unstable times and continued to refresh the program after the decision to grow the TMUS brand.Designed an organization that maximized my client groups readiness for IT DevOps implementation and agile project management model to support continuous delivery.Provide executive coaching and development plans that resulted in a 4% increase in churn rate in middle management to executive-level promotions over 18 months.Georgia Department of Driver Services, Conyers, Georgia 11/2006 12/2009Georgias enterprise provider of Secured Drivers License Identification documents and public safety data.Director, Human ResourcesEnsured the efficient administration and direction of all human resources functions, including policy development, recruiting, organizational learning, employee relations, compensation and benefits, onboarding, business continuity, and strategic and workforce planning. Drove implementation of critical HR programs such as succession planning, workforce planning, performance management, and compensation programs. Served on the executive leadership team, introduced a strategic planning model, and provided ongoing support for 800+ employees. Led transformational projects assigned by the Commissioner. Investigated and provided direction and guidance on EEOC claims. Assess company exposure to liability, perform cost/benefit analysis, and recommend next steps to field manager and HR team.Key Results:Led an $8 million HR project to integrate a new Real ID-compliant license issuance system, which required the design, development, and implementation of a competency-based employee development model. Led the implemented performance-based learning solutions, which integrated six (6) separate backroom issuance functions and automated the work of 14 data entry positions.Monitored all strategy progression, risk, and mitigation associated with initiatives and projects identified in the annual strategic plan, which resulted in a 99% decrease in wait times. Communicated outcomes in the agency scorecard and reported plan progress to leadership.Georgia Department of Health and Human Service, Atlanta, Georgia 2/2004 11/2005Georgias enterprise provider of health care and human services policy and governance.Senior Organizational Development ConsultantPerformed as a strategic human resources professional conducting organizational assessments and efficiency studies. Conducted process re-engineering analysis in MHDDAD involving 3,500 employees and seven (7) providers, resulting in recommendations and improvements that resulted in a $2.1 million reduction in cost. The assessment impacted 5,500 employees and upward of 200 providers. Developed a strategic and workforce plan to support the change model. Introduced a change management model, communication plan, and readiness assessment to facilitate commitment to recommendation and change adoption. Partnered with the Office of Planning and Policy to conduct evidence-based research that governs policy change for strategic and workforce planning for the State of Georgia.Georgia Technology Authority 7/2000 2/2004Georgias enterprise provider of information technology, sourcing, policy, planning, and governance.Senior Human Resources Consultant/Business PartnerPerformed as an HR Consultant emphasizing employee relations, compliance, policy development, and training for a client group of 660 employees. Designed a performance management system, talent review, and planning processes. Responded to all sensitive EEOC, DOL, worker's compensation, and executive discipline. Served as a strategic partner with senior management on all actions related to the management of and attendance at administrative hearings and mediation, fact-finding conferences and on-site audits by OFCCP & EEOC, and preparing witnesses. Prepare timely/effective responses to discrimination complaints & OFCCP audits, including evidentiary documents, data & correspondence in partnership with legal & HR leaders to demonstrate a good faith effort to comply with agency requests; conduct investigations of other issues raised. Managed the organization's skills management program and identified areas needing development. Designed the talent acquisition process and training, initiated diversity and inclusion program design, and submitted it for approval.Cameron and Associates 1/2000 - PresentHuman Resources, Leadership Development, HRIS Implementation project management consulting firmPresident and Contributing PartnerProvide consulting services for emerging non-profits and small to medium for-profit businesses. Design capital strategies to include but not be limited to identifying staffing models and aligning fund sources to support program goals. Provide strategic planning, value alignment, fiscal resource planning, and coaching: design analytics and dashboards to monitor success.CERTIFICATIONSSenior Professional in Human Resources (SPHR) 2006 - PresentSHRM Senior Certified Professional (SHRM-CSP) 2015 - PresentCertified Compensation Professional (CCP) 2011 - PresentLean Six Sigma Black (Technology) 2014 PresentSix Sigma Green (Manufacturing) 2018 - PresentEDUCATIONMaster of Administration, Human Resources ManagementCentral Michigan University, Mt. Pleasant, MichiganBachelor of Science, Business Administration - MarketingChristopher Newport University, Newport News, VirginiaCertificate, Six Sigma Green BeltGeorge State University School of Business, Executive DevelopmentAFFILIATIONSSociety for Human Resources Management 6/1998 PresentActive Member, National ChapterGirl Scouts of America 8/1995 PresentTroop Leader and Council VolunteerPROFESSIONAL DEVELOPMENTSHRM California HR: Applying CA Law to Employment Practices 11/2019Society for Human Resources Management Conference 6/2008 thru 6/2023The Disney Way Leadership Academy 6/2009Presented in a 2.5-day format during the SHRM ConferenceStrategic Human Resources Management SHRM Professional Development 6/2011A comprehensive program in a 2.5-day format during the SHRM ConferenceHuman Resources Business Partners SHRM Professional Development 6/2013A comprehensive program in a 2.5-day format during the SHRM ConferenceSHRM Workplace Investigation Specialty Credential SHRM Conference 6/2022Presented in the 2.5-day format.Managing Change - SHRM Professional Development 6/2023Presented in the 2.5-day format SHRM ConferenceSHRM Specialty California HR: Applying CA Law to Employment Practices 9/2020Demonstrated proficiency in applying California labor law to the day-to-day employment practices for a dispersed workforce in 16 counties.SHRM Specialty Managing Change 9/2023Demonstrated proficiency in using workforce analytics to investigate relevant business issues and effectively communicate data-supported findings.SHRM Specialty People Analytic: Taking Data-Driven Action 9/2021Demonstrated proficiency in using workforce analytics to investigate relevant business issues and effectively communicate data-supported findings.HRI - Certified Strategic Workforce Planner 3/2018Demonstrated proficiency in using workforce analytics, position segmentation, and business strategy to design and execute a strategic workforce planning roadmap.World at Work Certification Certified Compensation Professional 12/2010Demonstrated proficiency in ten classes that concentrated on compensation, communication, and measurement to receive my designation of a Certified Compensation Professional (CCP), as governed by World at Work, with rights to title and privileges thereof. Recertified in 6/2013Equal Employment Opportunity Commission, Washington, DC 8/2014, 5/2015, 8/2016Increased proficiency in HR legal environment related to Title 7, EEOC guidelines, ADAA, ADR, healthcare reform, labor relations, and investigations.SPHR - Human Resource Certification Institute 5/2001 2022Demonstrated mastery of skills and knowledge of the body of Human Resources knowledge to earn the designation as governed by the HRCI, with rights to title and privileges thereof.Legal Requirements and Conducting EEO Investigations, Atlanta, Georgia 8/2009, 8/2016, 8/2019Increased proficiency in conducting internal investigations and recommendations for preventing EEO actions.Creative Leadership and Strategic Thinking 7/2008University of Georgia Executive Leadership Program2024 Employment Law Updates Georgia SHRM Event 9/2023 and 4/2024Marghuerite (Rita) Wright-King,MSHR, CCP, SPHR, SHRM-SCP, SWPhttp://www.linkedin/in/rwrightkingEMAIL AVAILABLEPHONE NUMBER AVAILABLE/pre> |
