| Candidate Information | | Title | Human Resources Business Partner | | Target Location | US-TN-Memphis | | Phone | Available with paid plan |
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Click here or scroll down to respond to this candidate1702 Goldsmith Court, Collierville, TN 38017 PHONE NUMBER AVAILABLEA results-driven, highly adaptable HR professional who plans strategically and executes tactically with the grit needed to build, execute, and scale human capital management strategies and departments that drive profitability. A proven record working at, and across, all levels (C-suite to front-line), across different business models, and within all disciplines of HR. Exceptional knowledge of employment law and the regulatory landscape across multi-state and multi-countries.COMPETENCIESAcquisition Due Diligence & PMIConflict ManagementPerformance ManagementProgram Development & DeploymentStrategic PlanningTraining & DevelopmentData Analysis & Problem-SolvingData Analysis & ReportingPeople LeadershipSuccession Planning & Org DesignCultural AcumenCoaching & MentoringInfluence & Change ManagementInitiative, DriveRecruiting & OnboardingPROFESSIONAL EXPERIENCECES POWERPrivate equity-owned start-up provider of temporary event power and HVAC solutions for festivals, films, broadcasts, and industrial projects with 15 locations across the U.S. & Europe.20242024 Now VP, Human Resources Memphis, TNServe as a strategic advisor and hands-on executor of people strategies through a team spanning recruitment, talent strategies, onboarding programs, performance management, talent assessment and development strategies, investigations, conflict resolution, promoting positive employee relations, compensation and benefits, organizational design and development, and key engagement and retention initiatives.Work with leadership to develop and implement policies and programs that support business growth.Provide expertise in the areas of interview skills, policy interpretation, employee relations, development and coaching, compensation evaluations, total rewards and org design.Develop/execute HR programs for recruiting, recognition, retention, engagement, comp & benefits, and learning.Champion DEIA initiatives to drive a culture of engagement/inclusion, inspiring employees to deliver their best coupled with value-added programs (i.e. training/development, career mobility/paths).Analyze data (compensation, job levels, turnover) to guide leadership direction.Key Accomplishments:Successfully deployed the remaining modules of the Human Capital Management system, including recruiting, onboarding, training, performance management, and talent assessment.Executed post-acquisition integration strategies across acquisitions (8) spanning platform consolidation, policy harmonization, scaling contracts, onboarding, and digital storage access for dispersed teams.POWER & TELFamily-owned manufacturer & distributor of telecom infrastructure hardware with 17 locations, 500 employees in the U.S., Canada, & Mexico and exports to 60+ countries.2017 20247 Years2018 2024 Director, Human Resources [PROMOTION] Memphis, TNLed the HR team (3), partnering with leadership on daily needs, developing and executing talent programs, improving selection process, developing staff, and coaching on employee issues while building a scalable HR infrastructure and executing day-to-day HR operations.Key Accomplishments:Built-out HR function, moving from a tactical payroll function to full-life-cycle HR function.Deployed a Human Capital Management (HCM) system spanning recruit-to-retire functions, eliminating data entry across 4 platforms, creating scale, and cutting $80,000/year in costs.Restructured the HR team to key HR business partner functions: recruiting, coaching, engagement, training, leadership development, onboarding, training, and comp and benefit management.2017 2018 Director, Talent Management Memphis, TNRecruited to support day-to-day management needs and establish strategic talent acquisition and development programs to increase productivity, performance, and ultimately profitability.Developed cultural, competency, and behavioral models, performance reviews, engagement programs, and talent risk strategies to position the company for high growth.Established programs to reduce time-to-fill, improve quality-of-hire, fill key leadership roles, and build a talent pipeline and an internal bench of talent.Key Accomplishments:Launched a full life cycle recruitment function, identified high conversion channels, developed feeder roles and career paths for a perpetual talent pipeline, reducing ad spend by 41%oReduced time-to-fill from 100+ days to 31 days and an average of 112 roles filled yearly.oIncreased internal promotion rate from 10% to 40% across all positions.Created onboarding and training programs that reduced time-to-productivity by 90 days.Developed a competency model, performance management structure, talent assessment and succession program, achieving increased productivity and profitability per head.SERVICEMASTER$2.7B consumer services company with 12 business units, 40,000 employees, and 5,100 locations (branch/franchise) across the U.S. & internationally.1999 - 201617 Years2014 2016 VP, Talent & Organization Development [PROMOTION] Memphis, TNLed enterprise-wide team (67) of Talent Acquisition, Organization Development, and corporate shared services HR Business Partners to develop and implement strategies to attract top talent, build leadership pipelines, and enhance the culture to drive engagement.Led enterprise-wide recruiting initiatives achieving ~6,000 hires annually.Led all organizational development programs and development spanning performance management, assessments, engagement surveys, HiPo identification, leadership coaching, succession planning, career pathing, competency and behavioral models, interview guides, executive and top talent business simulations and development programs.Led HR business partner relationships across corporate enterprise functions: IT, HR, Legal, Finance/Accounting, Procurement/Supply Chain, Marketing, and Communications.Key Accomplishments:Consolidated and unified the 3 HR functions of shared services Business Partners, Recruiting, and Organization Development without voluntary turnover and increased team engagement.Led the digital brand refresh achieving a broader digital footprint, improved sourcing volumes, and achieving a 30% increase in hiring year-over-year.Reorganized the talent acquisition team to upgrade talent and insource recruitment marketing, reducing vendor costs by $540,000/year and job postings costs by $300,000/year.Developed and launched the new employment brand positioning, including websites, referral programs, RJP videos, and microsites that increased impressions by 1m in year 1 across all media.2013 2014 Sr Director, Human Resources [PROMOTION] Memphis, TNLed the corporate HR Business Partners (3) for enterprise shared services to coach, advise, and collaborate with leaders to meet HR program deadlines and develop strategies to assess talent gaps, investigate/identify team dysfunction, mitigate barriers to team effectiveness, and build cohesive teams to improve individual and team performance within partner groups.Calibrated with leaders on performance, talent assessments and succession strategies.Developed change management strategies for shared services' change initiatives.Worked with the team to deploy employee engagement strategies and actions plans from the employee engagement surveys; proactively recognize undercurrents; investigate complaints, provide investigative findings and work with leaders on mitigating resolutions.Interpreted, coached, and counseled leaders on HR policies, procedures, and programs.Collaborated with the executive team to identify performance gaps and propose, implement, and monitor agreed-upon solutions for improvement.Key Accomplishments:Led IT insourcing strategy to transition IT staff and key system knowledge into the organization.Identified and developed key talent for leadership roles - 30% promoted year 1.Led talent strategy of large-scale business spinoff negotiating retained talent and redesigning the organizational structure to support a smaller enterprise.Maintained zero Ethics cases, external charges, or internal reviews in client groups.2010 2013 Sr Organization Development Consultant, III [PROMOTION] Memphis, TNDeveloped and managed programs covering all aspects of talent and leadership development (mentoring, performance management, top talent, and succession planning).Delivered assessment feedback, leadership coaching, and identified agreed-upon development plans with regular check-ins on progress.Led cross-functional/business unit projects for enterprise-wide consolidation initiatives.Worked with business unit leaders on team challenges by observing, diagnosing, and recommending solutions to mitigate/resolve issues including organization design/re-design.Key Accomplishments:Led a cross-functional, business unit project team to document and execute a full performance management and merit process across all business units with a merit pool budget spend of $18m.Created and implemented the first enterprise-wide mentoring program.Developed and delivered training, performance management methodologies, and tools that increased rating consistency across the organization while improving performance rating distribution.2005 2010 Regional Field & Branch HR Business Partner [PROMOTION] Orange, CA[Business Units: Terminix, TruGreen ChemLawn, TruGreen LandCare, Merry Maids]Relocated as an HR business partner to field operations covering multiple locations (21), states (8), business units (4), and 3,200 employees, to implement strategies aligned to business goals.Strengthened the talent pipeline with recruitment, on-boarding, and training tools.Investigated employee complaints, external charges, internal reviews; created and implemented retention initiatives; coached leaders on discipline administration.Developed and facilitated leadership and technical training.Created and implemented tools to identify talent; analyzed skill talent gaps and created development plans to enhance potential and succession planning readiness.Managed national safety program; created safety guidelines, policies, and practices.Key Accomplishments:Created digital new hire packets, eliminating print vendors to achieve $270,000/year in savings.Developed a succession planning tool to analyze talent gaps and assign development plans.Integrated 11 acquisitions, retaining key staff through increased due diligence and post-integration support driving higher customer retention than prior benchmarks.2003 2005 Human Resources Metrics Manager [PROMOTION] Memphis, TN[Business Units: TruGreen ChemLawn, TruGreen LandCare]Created and managed an HR metrics program to measure trends, compliance and risk.Managed pre-employment testing and revamped program to eliminate contingent hiring.Created and implemented harmonized policies across both business units.Developed and managed key projects across business units including a recognition program for 20,000+, monthly turnover reporting, manager dashboards, and HR Audits.2001 2003 Human Resources Generalist [PROMOTION] Memphis, TN[Business Units: American Residential Services (ARS)/Rescue Rooter/American Mechanical Services (AMS)]Provided technical guidance and support to managers on benefits, employee relations, policy interpretation, employment law, training needs, and recruitment tools.Assisted with creating a new compensation program, commission pay structure, policies and procedures, and created 220+ job descriptions.Tracked and analyzed disability program trends, researched industry standards, and proposed and implemented plan design changes reducing cost by $650,000 per year.2000 2001 Leave of Absence Administrator [PROMOTION] Memphis, TN1999 2000 Bilingual Benefits Administrator (English/Spanish) Memphis, TNEDUCATIONBachelor of Arts (BA)Master of Business Administration (MBA)University of MemphisMemphis, TNMajor: Foreign Languages (Spanish)Minor: Sociology*Magna Cum Laude*Christian Brothers UniversityMemphis, TNMajor: Organizational LeadershipCERTIFICATIONSCertificationCertifying BodySenior Professional in Human Resources (SPHR)*HR Certification Institute (HRCI)PDI Executive Profiler CertificationPersonnel Decisions International (PDI)PDI Profiler CertificationPersonnel Decisions International (PDI)Hogan Assessment CertificationHogan Assessment SystemsChange Management CertificationProsciStandout Certified CoachTMBCDDI Learning Systems Certified TrainerDevelopment Dimensions InternationalLean Six Sigma Yellow Belt CertificationServiceMasterLean Six Sigma Green Belt CertificationServiceMasterHUMAN CAPITAL MANAGEMENT SYSTEMS (HCM/HRMS/HRIS)HCM/HRIS SystemRole with SystemUKGLed configuration & deployment; post go-live: full system & payroll adminPaycomLed configuration & deployment; post go-live: full system & payroll adminWorkdayTalent configuration & deployment; post go-live: talent admin & HR userADPPayroll admin & HR userCelergoPayroll admin & HR user (Mexico)PeopleSoftTime keeping admin & HR userJD EdwardsTime and labor, HR management admin & HR userAS400Time and attendance adminPaychexLed configuration & deployment; post go-live: full system & payroll adminHalogenLed configuration & deployment; post go-live: full system & performance adminSkillsoft/SkillportFull system, learning & certification management adminAWARDS LANGUAGESLeadership Innovation Award2022Spanish(Fluent Read, Write, Speak)HR Leadership Impact Award2016English(Fluent Read, Write, Speak)Cross-functional Team Lead Award2014STUDY & VOLUNTEER ABROADUniversidad de Puerto RicoRecinto Ro Piedras, San Juan, Puerto RicoAmigos de Las AmricasSan Francisco Lachigol, Oaxaca, Mxico*SPHR certification expired retaking exam |
