SUMMARY:

• Accomplished, business - focused Organization Development leader with expertise in organization cultures, organization design, change management, leadership development, and human resource alignment.
• Dedicated to establishing the right people strategy to add value to the bottom line.
• Recognized as a proactive, strategic business partner and an effective mentor.

PROFICIENCIES INCLUDE:

• Leading change management support of global initiatives resulting in exceeding ROI expectations
• Measurably improving team dynamics and morale through team building and leadership coaching
• Improving operation processes and identifying cost savings measures through reengineering
• Resolving employee and group relations issues to increase effectiveness and productivity
• Establishing succession planning and executive development to ensure leadership continuation
• Designing job role specific Performance Management Programs that enabled more accurate assessment of skills and value added to the organization
• Participating in the development of corporation’s strategic plan; establishing actionable corporate vision and values; then realigning the HR team to be a value-added, globally focused business partner to support the business plan
• Identifying, developing, and recruiting top talent to staff future skill requirements using comprehensive role and core competency modeling
• Designing compensation programs (including executive compensation for board approval) that align compensation, benefits and performance management programs to support and achieve organizational goals

PROFESSIONAL EXPERIENCE:

Confidential

Human Resource /Organization Effectiveness / Change Management Consultant

Responsibilities:

• Providing Change Management strategy and support including stakeholder management and organizational capabilities readiness for global project involved in designing and implementing transformational technology
• Redesigning business process to ensure optimal purchasing, inventory, sales and return practices.
• Established robust HR reporting and benefit coverage verification that resulted in annual savings of over $40,000 in administration costs/payroll under deductions
• Established HR best practices and streamlined HR processes reducing new hire and payroll errors
• Developed Employee Policy Manual that aligned employee policy, procedures, and practices with Corporate strategy

Confidential

Vice President, Human Resources

Responsibilities:

• Moved HR department from a domestically focused, transactional HR team to a globally focused strategic HR partner resulting in the first global HR support for ION
• Established HR dashboard reporting with: staffing levels to plan, turnover by level, recruiting time to fill and cost, and succession plan readiness to provide real data for better decisions
• Designed compensation philosophy providing the right mix of base, bonus and equity by level to drive the appropriate employee/executive focus
• Initiated corporate HR support for international benefits, recruiting and HR practices

Confidential

Director, Mayor White’s Flexible Workplace Initiative

Responsibilities:

• Removed 906 hours a day off Houston freeways with an estimated $16,800,000 annual user cost savings with Flex in the City when over 140 Houston area employers eliminated additional peak-time commutes through teleworking; compressed workweeks; and/or shifting commutes to before or after peak-commute hours
• Improved productivity through flexible work options as evidenced with 96% of participants reporting their productivity levels to be the same or higher on the flexible work options and with over 50% of participants continuing the flexible work option initiated as a result of Flex in the City

Confidential

Vice President of Human Resources

Responsibilities:

• Developed HR strategy for company to successfully emerge from bankruptcy while maintaining executive credibility and employee productivity
• Established performance management and incentive bonus system to enhance EBITDA
• Reduced new and resolved old EEOC complaints and maintained non-union status
• Revised Payroll/HR System, benefits package, 401k, and policies (PTO and wellness) to retain employees by meeting employee needs Confidential reduced costs

Confidential

Director Organization Development

Responsibilities:

• Measurably improved team dynamics and morale while preventing potential turnover through interventions using individual & group 360, Myers Briggs, team interviews and executive coaching
• Identified critical competencies and business processes used to ensure success of Retail group
• Led team of 20 professionals who trained 27,000+ participants in one year resulting in new employees outperforming existing employees in their first week after training
• Established eLearning training options with skill verification to improve call center call handling time while reducing time away from the phones

Confidential

Manager Employee and Organizational Development

Responsibilities:

• Established business unit’s OD and training department as the primary for all Confidential divisions
• Doubled employee development opportunities with 2/3rds reduced staff and budget
• Identified change management requirements, conducted functional integration testing and provided onsite support for SAP HR implementation

Confidential

Organization and Employee Development Manager

Responsibilities:

• Defined 24 progressive leveled competencies to determine developmental needs and career paths
• Facilitated continuous improvement initiative resulting in the implementation of 20 “quick fixes” and 6 process improvements within 3 months
• Created supervisory training course in a game format that emphasized the company’s core values while discovering basic supervisory skills

Confidential

Human Resources Manager

Responsibilities:

• Reduced health insurance premiums by 25% while increasing benefits; created an incentive for employees to be cost consciousness on health care claims
• Designed and implemented compensation and incentive programs supporting the corporate philosophy and practice of management discretion and individual achievement

Confidential

Senior Training Specialist

Responsibilities:

• Trained management and soft skills training programs to Confidential Liquid Fuels division
• Facilitated over 800 cost savings/revenue generating ideas with over 30% implemented within 2 months
• Managed management succession program to ensure identification and development of next top leaders
• Established and managed mentor program to identify management potentials and give them opportunities to develop through exposure to outside resources and internal mentors

Confidential

Senior Human Resources Administrator

Responsibilities:

• Conducted fact finding for discrimination suits that resulted in the Equal Employment Opportunity Commission (EEOC) finding of no discrimination
• Maintained government contract status and provided management compliance guidelines by developing and implementing Affirmative Action Programs
• Administered performance management process to ensure quality performance reviews and achievement of merit pay incentive goals.