| Candidate Information | | Title | Human Resources Talent Acquisition | | Target Location | US-GA-Powder Springs | | Phone | Available with paid plan |
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Click here or scroll down to respond to this candidateDear Hiring Personnel:Attached, youll find my resume submission as a letter of application for the Human Resources (HR) opportunity within your organization.In my extensive HR career, I have consistently demonstrated excellence in key areas vital for success in HR. My diverse skill set aligns perfectly with the requirements outlined for this position. Allow me to highlight some of my key accomplishments:Global HR Perspective: Successfully led the navigation of intricate global HR issues, addressing cultural differences. Formulated and implemented strategies for managing a diverse and geographically dispersed workforce, contributing to a harmonious and inclusive global workplace aligned with organizational business objectives.Strategy Delivery & Management: Implemented organization design and change methodologies, aligning operational objectives with HR strategy. Played a pivotal role in establishing work priorities, ensuring accountability for performance against goals.Leadership: Implemented and maintained high-performance HR and OD practices, guiding, and developing HR professionals, COEs, and senior leaders. Aligned HR functional action plans with organizational goals and initiatives, focusing on safety and quality targets.Trusted Business Partner: I pride myself on superior interpersonal and communication skills, consistently delivering results with unwavering integrity. I excel in influencing through building strong relationships, demonstrating a willingness to make decisions, even if they are occasionally unpopular. Additionally, I am proactive in anticipating and addressing challenges before they escalate.Collaborating and Influencing: I excel in fostering discussions and encouraging collaboration among diverse stakeholders. My priority is cultivating robust relationships with key players, actively engaging in dialogue to collectively reach impactful conclusions. This collaborative approach consistently proves effective in achieving successful results.Operational Executor: Proven proficiency in the implementation of policies, processes, and HR technology. Recognized for identifying and capitalizing on opportunities to streamline and enhance various HR processes, encompassing talent acquisition, talent management, and compensation.Culture and Change Steward: Played a vital role in shaping and communicating the desired culture within organizations. As a change advisor and implementer, assessed change readiness levels, determined impacts, and implemented action plans for successful change initiatives.Organization Development: Provided organization development solutions, collaborating with managers and leaders to improve employee engagement and connect people priorities to organizational mission, vision, and values.Talent Acquisition: Collaborated with the management team to establish a strategic talent mindset among hiring managers. Owned metrics, analyzing and interpreting data and trends for effective talent acquisition aligned with the business strategy.Talent Management/Planning: Focused on talent assessment, development, succession management, and reward efforts. Consulted proactively with leaders on organizational change strategies, talent management strategies, and effective talent development, workforce planning, and sustainability strategies.Employee Relations: Demonstrated adept management of complex employee relations issues, implementing effective conflict resolution strategies to sustain a positive work environment. Contributed to fostering a healthy organizational culture, promoting employee satisfaction, and maintaining a workplace conducive to collaboration and productivity.Data-driven Decision-Making: Championed a data-driven approach in HR, leveraging analytics to make informed decisions. Successfully implemented robust HR metrics, enhancing organizational effectiveness, and aligning HR practices with key business objectives.Compliance and Risk Management: Ensured meticulous compliance with labor laws and regulations, proactively mitigating HR-related risks, and legal issues. Contributed to the establishment of robust frameworks for legal adherence and risk mitigation within the HR domain.Strategic Communication: Established clear and impactful communication channels for disseminating HR strategies and initiatives. Enhanced employee engagement, contributing to a more informed and aligned workforce.Technology Integration: Pioneered seamless integration of HR technology, optimizing processes and elevating efficiency. Maintained a forward-thinking approach by staying abreast of emerging HR technologies, resulting in a technologically advanced HR framework.Strategic Compensation and Benefits: Aided in the strategic design and implementation of competitive compensation and benefits programs. Contributed significantly to fostering a culture of excellence and supporting the attraction and retention of key talent.I am excited about the prospect of contributing my expertise and strategic mindset to your organization and would welcome the opportunity to discuss how my skills align with your needs.Thank you for reviewing my application. I am eager to explore how my qualifications align with the requirements of the HR role at your esteemed organization. I am available at your earliest convenience for an interview and can be reached at PHONE NUMBER AVAILABLE or via email at narelindsay@gmail.com.Your Partner,Natasha LindsayNatasha LindsayStrategic Human Resources Practitioner with over 10+ years of experience in leveraging best practices across Organizational Leadership, Change Management, and HR Management. Expertise includes Employee/Labor Relations, Employee Engagement/Recognition, Talent Acquisition/Management/Mobility, and Diversity and Inclusion. Proven ability to implement business strategies that meet both short- and long-term KPIs, driving organizational success and effectiveness.ProfileProven track record in strategic planning as a dynamic leader within high-performance organizations. Successful in fostering collaborative and high-performance teams, driving HR professionals towards creativity, innovation, and growth. Possesses extensive knowledge of the current and future Human Resources landscape, with a keen understanding of its potential effects on business strategy.Demonstrates robust analytical and change management skills, excelling in Agile work environments and tech-forward settings. Experienced in supporting virtual stakeholders and environments, with a track record of collaborating with customers to develop scalable solutions and drive cultural transformation. Adept at advising and counseling high-level executives in dynamic business settings.Well-versed in budgeting processes, P&L accountabilities, and financial statement familiarity. Exhibits a keen ability to facilitate employee movements within an organization efficiently and cost-effectively. Skilled in analyzing employee issues for policy conformity, standardizing processes for training, retention, coaching, development, incentives, and performance management.Experienced in developing and implementing Employee Engagement initiatives for enhanced satisfaction, productivity, and reduced turnover. Leverages organization and business environment insight to optimize talent and business outcomes. Consistently models leadership behaviors in complex and dynamic business settings, collaborating across various functions and processes.Expertise includes coaching, mentoring, and consulting on routine to complex employee relations issues, conflict resolution, and performance management. Proficient in EEO/Title VII compliance, investigating and responding to charges, and ensuring Affirmative Action compliance.Possesses a deep understanding of labor and employment laws in multiple states, including ERISA, HIPAA, COBRA, ADA, ADEA, NLRB FMLA, TEFRA, Wage & Hour, FRCA, FLSA, DOT, OSHA, EEO/AA, SECTION 125, USERRA, Workers Compensation, Unemployment Benefits, and 401(k).Technical Skills:Microsoft Offices: WORD, EXCEL, OUTLOOK, POWERPOINT, VISIOUltipro, FoxPro, ABRA, ADP: Vantage, Recruiting Manager, ETIME, TAM, HR/B, IPay, PayForce, VirtualEdgeWorkday, ReportSmith, Selectime, KRONOS, Resumix, PeopleSoft, Transcript, TALEO, BANNER, Blackboard, CampusVue, SharePointCore Competencies:Strategic PlanningLeadership and InfluenceData-driven Decision-MakingField/Corporate Office CollaborationStrategic CommunicationEthical Organizational LeadershipMatrix ManagementOrganizational Change, Design, and ReengineeringStart-Up, Turnaround and High-Growth OrganizationsGlobal HR PerspectiveRegulatory Compliance, Auditing, and Risk ManagementHR Policy and Process Designs and ImplementationTalent Management/Development/MobilityPerformance/Succession PlanningStrategic Employee Health and Welfare ManagementRelations/Engagement/RecognitionWorkforce PlanningCultural ChangeStrategic CompensationChange ManagementDiversity & InclusionLeave/AccommodationTalent AcquisitionTechnology IntegrationCareer Progression & Notable ContributionsManaging Director (SR HR Consultant), Human Resources Consulting January 2021 PresentTalented Tenth Atlanta, GAClient Locations: GA, FL, LA, NC, NY, NJ, MD, TX, WV, TN, KS, AR, MS, VA, PA, OHDrives strategic vision and execution in the human resources domain, overseeing tactical and operational functions to achieve objectives for clients.Formulates short-term and long-term HR goals and objectives, ensuring alignment with the client's vision and corporate strategies.Directs HR-related projects, including the design and implementation of standard operating procedures (SOPs) to optimize HR functions.Introduces and continuously refines innovative processes and procedures to enhance operational efficiency, boosts individual productivity, and improves organizational communication.Conducts comprehensive HR audits for clients, identifying regulatory compliance gaps, HR shortfalls, and prioritizing improvement opportunities.Advise on best practices to ensure the client's business strategies are competitive and promote overall success.Identifies existing and potential HR issues and develops tailored plans to support employee skill development and growth.Advise on best practices to distinguish your business competitively and enhance overall thriving.Offers HR expertise to guide clients through disciplinary actions, performance coaching/counseling, policy interpretation, employee separations, workforce reductions, and various employee concerns.Engages proactively with clients to address staffing challenges, crafting policies and programs.Provides talent acquisition expertise aligned with organizational needs, enhancing processes through the creation of a robust employee value proposition, company brand, and increased employee retention.Establishes ESP as an employer of choice, fostering an inclusive environment through collaborative leadership.Partners with clients to cultivate inclusive environments for "protected groups" across all organizational levels and operations, supporting efforts to maintain a diverse workforce.Notable SuccessFactors:Strategic HR Budget Management: Achieve a 10% reduction in HR-related expenses by strategically reallocating budget resources and implementing cost-saving initiatives, while maintaining alignment with organizational goals and improving overall financial efficiency.Strategic Process Improvements: Successfully introducing process improvements and HR development initiatives to drive clients goal attainment.Cultural Transformation: Transforming the organizational culture from a task-oriented model to one that incorporates diversity and inclusion as essential leadership behaviors.Risk Management in Talent Management: Anticipating and addressing organizational risk factors related to talent management, ensuring a resilient and strategic workforce.Training Program Development: Directing the development and deployment of training programs to build organizational skills, foster change management competencies, and align with business requirements.Salary Structure Analysis and Adjustment: Analyzing salary structures for assigned markets and internal employee salary structures. Adjusting as necessary to remain competitive in the marketplace.Termination Process Optimization: Partnering with business owners, CEOs, managers, and supervisors to optimize termination processes, ensuring adherence to policy guidelines and successful risk mitigation. Implementing exit interviews as appropriate, particularly in challenging environments.Holistic Workforce Well-being: Implemented and oversaw a comprehensive leave and accommodations program that not only ensured legal compliance but also strategically prioritized the well-being of employees. This approach considered individual needs, fostering a positive and inclusive work environment, and contributed to increased employee satisfaction, productivity, and overall organizational resilience.Regional Human Resources Manager August 2013 May 2020LogistiCare Atlanta, GAMulti-Site Locations: GA, CA, AZ, NV, TX, LA, FL, MS, MO, MI, OH, IL, WI, NY, NJ, PA, DE, KS, MN, CT, VA, WV, RI, MA, SCSpearheaded and guided Field Human Resources Managers/Teams, equipping them with robust strategies and tools to effectively execute pivotal human resources functions for corporate and regional markets.Contributed to the functional leadership team, offering valuable talent insights on business matters. Ensured alignment of the functional talent strategy with the firmwide talent strategy, fostering deep and strategic interactions with Senior Leadership-Committee level stakeholders and leadership teams.Conducted a comprehensive analysis of operations to assess company and staff performance in meeting objectives. Identified areas for potential cost reduction, program improvement, and policy changes to optimize overall efficiency.Cultivated an employee-oriented company culture, placing emphasis on quality, continuous improvement, and high performance.Directed and coordinated financial and budget activities, strategically allocating resources to fund operations, maximize investments, and enhance overall efficiency.Orchestrated the planning, implementation, and direction of policies, objectives, and activities within Human Capital, ensuring continuous operations, maximizing returns on investments, and increasing productivity.Established departmental responsibilities and fostered coordination among departments and sites to streamline operations.Implemented targeted corrective action plans to resolve organizational or departmental challenges, proactively addressing issues at their root.Prepared and presented comprehensive reports on activities, expenses, budgets, government statutes and rulings, and other elements affecting human capital or program services. This included reports on funding and the implementation of programs.Provided interpretations and explanations of policies, rules, regulations, and laws to organizations, government and corporate officials, and individuals.Reviewed reports submitted by direct reports and their markets, offering approval, or suggesting changes as needed.Proactively monitored and minimized turnover/attrition with field leaders, identifying and evaluating causes through detailed exit interviews.Developed and executed action plans to address the root causes of turnover/attrition with field leaders.Advised and collaborated with Corporate Operation executives and field managers on a spectrum of employee relations issues, including promotions, progressive discipline, terminations, leaves of absences, counseling, and outplacement counseling.Managed complex investigations, providing support to senior leadership and Legal in responding to complaints.Evaluated management bench strength for succession/talent, offering insights and guidance to senior leadership in alignment with business priorities and talent needs.Ensured market, field, and HR leaders and managers-maintained HR-related compliance functions, covering FLSA, FMLA, ADA, AAA, EEO, IRA, HIPAA, Harassment, and all other HR Corporate Policies.Served as a subject matter expert to the talent management department, actively contributing to the development of HR orientation, supervisor/manager training, and other HR training curricula, including crafting HR-specific content.Developed and implemented targeted recruitment strategies and special recruitment initiatives to meet the field/department staffing requirements.Notable Contributions:Strategic Financial Insight: Delivered pivotal assistance to the Budget Management Team through comprehensive analyses, identifying potential losses linked to turnover and other factors. This strategic support aimed to ensure markets met or exceeded their EBITA targets, showcasing a commitment to enhancing financial decision-making within the organization.Financial Acumen: Played a key role in the development, maintenance, and influence of an annual departmental budget ranging from $2-3 million.EEOC Case Management: Actively participated in the coordinated response to EEOC Charges, achieving a remarkable 90% dismissal rate through meticulous due diligence on all cases.Risk Management in Talent Management: Proactively anticipated and addressed organizational risk factors related to talent management.Training Program Leadership: Directed the continuous development and deployment of training programs, strategically building organizational skills, fostering change management competencies, and achieving goal alignment in alignment with business requirements and opportunities.Due Diligence for Mergers: Executed all necessary due diligence processes to ensure a seamless and successful merger.Compensation Analysis and Adjustment: Conducted a comprehensive analysis of salary structures for assigned markets and internal employee salary structures. Adjusted as necessary to ensure competitiveness in the marketplace.Legal Collaboration and Policy Expansion: Collaborated closely with legal counterparts to expand HR policies, procedures, and hiring practices for assigned markets and across the organization.Implementation of Streamlined HR Programs: Successfully implemented HR programs that standardized consistency across regions, providing management with critical tools to enhance productivity.Former Career Progression & Notable ContributionsHuman Resources Contractor September 2012 August 2013 Robert Half (Georgia Department of Revenue) Atlanta, GACampus Department Chair/Master Instructor (Business/HR) October 2011 October 2013 United Education Institute Morrow, GAHuman Resources Business Partner II October 2008 October 2010 ADP TotalSource Alpharetta, GASenior Human Resources Consultant October 2004 October 2008 DynamicHR Consulting Services Atlanta, GAHuman Resources Contractor April 2003 August 2004 Teachers Retirement System of GA Atlanta, GAHuman Resources Manager February 2002 February 2003 United Natural Foods, Inc Atlanta, GAHuman Resources Consultant August 2000 February 2002 Corporate Business Solutions Atlanta, GAPayroll/Benefits Coordinator June 1998 August 2000 MGR Food Services Atlanta, GAEducationABD Organizational Leadership Argosy University 2015MS Human Resources Management Troy University 2002BA Management & Marketing Florida State University 1998 |
