NATASHA LINDSAY

404-***-**** • acf5ok@r.postjobfree.com

Dear Hiring Personnel:

Attached, you’ll find my resume submission as a letter of application for Human Resources (HR) Executive opportunity within your organization.

As a seasoned HR/Business professional, my background exemplifies the following practical knowledge, skills, and abilities:

• Leadership and Vision: Develops and maintains a vision for growth within the organization and/or HR department. Builds a strong

cohesive teams. Establishes departmental and individual and team goals and objectives, performance evaluation and development,

formal and informal coaching and counseling, and other practices as needed, all according to applicable laws, regulations, and/or

policies. Identifies and participates in training and development activities to increase knowledge, expertise, and effectiveness.

• Organization Development: Provides organization development solutions to support the advancement of individual, team and

organizational capabilities. Diagnoses and coaches leaders in individual performance improvement efforts, as well as department

performance management. Tailors communication to effectively reach varied audiences.

• Change Management: Focus on developing and implementing effective and efficient change management approach aimed at

ensuring associates and management are aware and prepared for the upcoming changes. Assesses the change readiness levels of

the business and its associates. Determines the change impacts, as well as creates and implements action plans prior to

implementation.

• Training: Focus on developing and executing an effective training approach, which ensures a well trained associate group which

encompasses minimal errors and seamless transitions. Designing and developing training that enables associates and management

to effectively perform their jobs. Will include: Training plans, training development, and training logistics and delivery

• Employee Relations: Establishes an environment that encourages maximum individual and team effectiveness. Provides advice and

counsel to managers and employees on matters of conflict resolution and other employee relations issues. Assists in the identification

of internal or external programs or resources to address individual or organizational employee relations issues. Counsels managers

and employees consistent with policies/practices and legal considerations.

• Compensation/Rewards: Assists in the establishment of motivational compensation programs by providing line of business insight

and feedback to the compensation department. Advises and counsels management in the effective use of rewards and recognition to

support the attainment of business objectives. Serves as the key leader in the development and implementation of an effective total

rewards communication strategy.

• Talent Management: Provides leadership with the management team to establish a strategic talent mindset among all hiring

managers within the business unit. Proactively assists hiring managers in establishing a robust, diverse bench of candidates by

interviewing and recommending talent whose skills and competencies meet the hiring profile for applicable positions. Assists in

strategic assessment of talent needs and develop plans that allow those needs to be met. Ensures that processes are in place to

orient and train new hires/transfers so as to accelerate individual effectiveness, productivity and integration into the new department.

• Execution and Results: Uses the advantage of company size, internal and external resources, and talent to achieve success. Creates

an environment where associates are held accountable for achieving goals and results. Applies broad, cross functional knowledge and

resources to produce results that best fit the company strategy. Prioritizes and balances time, actions, resources, and initiatives to

ensure accomplishment of critical results. Makes sure desired change initiatives and priorities are implemented appropriately.

• Planning and Improvement: Sets and communicates clear and aligned goals, monitors progress, and ensures leaders in own

organization do the same. Develops and implements plans and practices to ensure others have the information, resources,

implementation time, and talent needed to succeed. Develops and upgrades work assignments and processes to accomplish goals

across functions, organizations, and geographies, where appropriate. Sponsors continuous improvement and elimination of non value

added work. Embraces, values, and implements diverse perspectives and ideas.

• Influence and Communicate: Develops and communicates logical, convincing justifications, including lessons learned, that build

commitment and support for one’s perspectives and initiatives. Builds diverse, high performing teams that accomplish organizational

changes, goals, and priorities. Ensures strategies, change initiatives, and competitive information are communicated in clear and

compelling ways. Listens to, leverages, and promotes the diverse ideas, perspectives, and contributions of others across the business.

• Think and Act Strategically: Creates strategies for own organization that align with the company’s strategies and lead to the

achievement of business priorities. Pursues initiatives, investments, and opportunities that fit with and support company strategies.

Assesses deliverables against leading industry practices and implements plans that leverage company advantages. Works through

different strategic options and determines their intended and unintended implications, and applies findings to business planning.

I lavish the opportunity to you further discuss my qualifications with you, please feel free to contact me at acf5ok@r.postjobfree.com or

404-***-****.

Respectfully,

NATASHA LINDSAY

404-***-**** • acf5ok@r.postjobfree.com

Natasha Lindsay

Natasha Lindsay

SEASONED HUMAN RESOURCES EXECUTIVE

A results driven, visionary/strategic partner with over 10+ years of Organizational Leadership, Organizational

Development, Change Management, Human Resources Management experience; including continuous HR efforts

in talent acquisition and implementing best practices while aligning HR and business strategies, both short and long term

Strong interpersonal, verbal, and communications skills as a highly skilled negotiator

Demonstrative ability to model leadership behaviors on a continual basis, collaborating with business leaders in a highly complex and

dynamic business setting

Experience developing and implementing Employee Engagement initiatives to ensure employee satisfaction, increased productivity,

and decreased turnover

Knowledge of budgeting processes, P&L accountabilities and familiarity with financial statements

Ability to manage several complex projects simultaneously while working under pressure to meet deadlines

Extensive knowledge and understanding of current and future Human Resources environment and the potential effects on business

strategy

Experienced in coaching and consulting with HR colleagues, managers, and employees on routine to complex employee relations

issues, conflict resolution, and performance management

Experienced in EEO/Title VII compliance including expertise in investigating and formally responding to Title VII charges; experience

with Affirmative Action compliance

Experienced in the full life cycle recruiting; including the ability to work under pressure in a high volume recruiting environment

Ability to facilitate training materials and course related materials to employees and management

Strong recruiting and employee relations skills

Ability to improve existing systems or procedures which periodically result in new ideas or approaches of considerable significance

Ability to solve a wide range of complex, multi disciplinary problems which must consider short and intermediate term company wide

planning

Experienced in analysis of personnel issues for conformity to policies and precedents

Working knowledge of union and non union environments

Working knowledge of multi state payroll processing and wage and hour laws; including processing HR paperwork, garnishments,

fringe benefits, and experienced in processing ADP payrolls

Working knowledge of labor and employment laws in multiple states: ERISA, HIPPA, COBRA, ADA, ADEA, FMLA, NLBR, Wagner

Act, TEFRA, Wage & Hour, FRCA, FLSA, DOT, OSHA, EEO/AA, SECTION 125, USERRA, Workers’ Compensation, Unemployment

Benefits, & 401(k)

Technical Skills: Microsoft Offices, Ultipro, FoxPro, ABRA, ADP, EV4, ReportSmith, Selectime, KRONOS, Resumix, PeopleSoft,

Taleo, Banner, WebCT, Blackboard, Transcript, SharePoint, VirtualEdge, CampusVue

PROFESSIONAL CAREER EXPERIENCES

REGIONAL HUMAN RESOURCES MANAGER LOGISTICARE

ATLANTA, GA AUGUST 2013 – PRESENT

• Monitors and minimizes turnover with field leaders; including identifies and evaluates cause of turnover from exit interviews

• Develops an action plan to address causes of turnover with field leaders

• Advises and collaborates with Corporate Operation executives and field managers on all employee relations issues: promotions,

progressive discipline, terminations, leaves of absences, counseling and outplacement counseling, etc

• Conducts investigations in response to employee complaints and assist filed managers in responding to complaints

• Determines management bench strength; including coach, mentor, and develop leaders and employees

• Ensures that business unit leaders and managers maintain HR related complication functions: FLSA, FMLA, ADA, AAA, EEO, IRA,

HIPPA,, Harassment, and all other HR Corporate Policies

• Develops and delivers presentations/training programs to field manager and HR liaisons with regards to human resources compliance,

polices, practices and including management and leadership development

• Serves as subject matter expert to training department in development of HR orientation, supervisor/manager training, and other HR

training curriculum; to include writing HR specific content

• Recommends, develops, and implements personnel policies and procedures; to include updating the Employee Manual, Handbook, etc

• Develops and implements recruitment strategies and special recruitment initiatives that meet agency staffing requirements

• Assess the recruiting methods with the Corporate HR/Recruiting team and make strategic recommendations to expand current

sourcing methods for business unit markets

• Maintains the affirmative action program and EEO compliance

• Assists Corporate HR/Recruiting with recruitment efforts for new markets/business units assigned

GEORGIA DEPARTMENT OF REVENUE (ROBERT HALF)

HUMAN RESOURCES CONTRACTOR

ATLANTA, GA SEPTEMBER 2012 – AUGUST 2013

• Educated managers in establishing legally defensible, high quality HR practices

• Advised managers and employees on various employee relations activities

• Assisted managers in the development of department policies and procedures

• Assisted managers with performance management and documentation process

• Partnered with divisions to provide the best HR strategies for their business needs

• Deferred to managers’ knowledge, judgment and expertise concerning their areas of assignment

• Conducted research on classification requests/issues and provides sound recommendations on the appropriate classification of

positions and the development/revision of entry qualifications

• Conducted research that is a thorough gathering of information from subject matter experts, classification documentation, and other

research materials

• Developed and implemented recruitment strategies and special recruitment initiatives that meet agency staffing requirements

• Assists managers and HR staff in developing preferred qualifications that produce qualified applicants and that are consistent with

qualifications for comparable and related jobs

• Reviewed all selection criteria and interview questions to ensure compliance with Departmental, state, and federal guideline

• Developed/maintained knowledge of the organizational structure of the department, the functions of the various units and usages of

jobs

• Drafted discipline documents using appropriate format and communicating all necessary issues; including verify accuracy of all details

on these documents

• Conducted investigations and makes recommendation for action

• Assisted the managers in maintaining consistency and fairness in employee relations actions

• Assisted managers and HR staff in developing preferred qualifications that produce qualified applicants and that are consistent with

qualifications for comparable and related jobs

• Assisted department in transition to new statewide compensation system

• Assisted managers in interpretation and application of FLSA; including assigns accurate FLSA codes to positions

SENIOR HUMAN RESOURCES CONSULTANT DYNAMICHR CONSULTING SERVICES

ATLANTA, GA FEBRUARY 2003 – SEPTEMBER 2011

• Led, planned, developed, implemented and administered HR initiatives, programs, procedures, and guidelines to help align staff with

the strategic goals of the company

• Designed/delivered training on Recruitment and Selection, EEO Guidelines, Sexual Harassment, Discipline, and HR Administration

• Conducted workplace investigations and final determinations, including Equal Employment Opportunity Commission (EEOC), Office of

Civil Rights, (OCR), or Department of Labor (DOL)

• Determined and recommended employee relations practices necessary to establish a positive employer employee relationship and

promote a high level of employee morale

• Protected interests of employees and the company in accordance with company Human Resources policies and governmental laws

and regulations

• Represented clients and organization in hearings and arbitrations by performing such tasks as interviewing potential witnesses,

planning and hearing preparation, preparing exhibits, and performing examination and cross examination of witnesses during hearings

• Supervised staff in the administration of the functional areas of employment/recruitment and employee relations

• Discussed staff performance problems with managers/supervisors and recommend appropriate disciplinary action

• Developed strong working relationships with other executives, management and staff, providing advice, guidance, and coaching

• Developed plans and programs to withstand discrimination charges from all protected groups and make progress toward ultimate

objectives

• Directed a process of organizational planning that evaluates structure, job design, manpower forecasting, and succession planning

• Established wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and

company safety and health programs

• Monitored programs for effectiveness and cost containments; including departmental budget

• Monitored and insured results of department goals set by clients and/or upper management

• Performed continual client communications, conflict resolution, and compliance on client deliverables and revenue

• Conducted presentations or prepare presentations for client, management and employees

• Owned the contract and contract renewals for new work for an existing client

• Worked closely with departments/project teams in order to maintain a continuous knowledge of project status in order to identify

potential issues and/or opportunities within or related to the project

• Ensured that all processes and procedures are completed, quality standards are met, and that projects are profitable

• Selected and coordinated use of Human Resources consultants, insurance brokers, insurance carriers, and other outside sources

• Conducted a continuing study and audit of all Human Resources policies, programs, and practices to keep top management informed

of new developments

UNITED NATURAL FOODS, INC

HUMAN RESOURCES MANAGER

ATLANTA, GA FEBRUARY 2002 – FEBRUARY 2003

• Planned, organized, and controlled all Human Resources activities for a multi site, divisional distribution center

• Performed workforce planning functions: forecasted, staffing/recruitment, redesigned recruiting initiatives

• Administered compensation plans: wages surveys, created incentive plans, interrupted FLSA

• Administered benefits programs: benefit resolutions, re negotiated and restructured divisional benefit programs

• Monitored and administered unemployment claims including representing the company through appeal process

• Resolved claim issues, maintained records and communicated benefit information to employees

• Redesigned policy and procedure: created employee recognition programs, redesigned employee handbook

• Determined and implemented appropriate solutions to develop the talent required to meet strategic business goals

• Facilitated the development of high performance individuals to prepare them to take on the responsibility of two levels up

• Conducted employee surveys, focus and discussion groups; including provided feedback to senior management

• Analyzed operational efficiencies of a business unit and determine talent solutions to drive operational efficiencies

• Interpreted/mediated equitable application of policies, handbooks, company practices, progressive behavior and management conflict

• Developed, prepared, and analyzed statistical studies and reports involving all aspects of the employment/employee relations functions

• Determined causes of personnel problems and to develop/present recommendations for improving employment/employee relations

policies, processes, and practices

HUMAN RESOURCES CONSULTANT CORPORATE BUSINESS SOLUTIONS (PEO)

ATLANTA, GA AUGUST 2000 – FEBRUARY 2002

PROFESSIONAL ADJUNCT/INSTRUCTOR EXPERIENCE

UNITED EDUCATION INSTITUTE, MASTER INSTRUCTOR BUSINESS OFFICE ADMINISTRATION, MORROW, GA (2011 2013)

BAUDER COLLEGE, ADJUNCT FACULTY, ATLANTA, GA (2009 2011)

ARGOSY UNIVERSITY, ON SITE/ON LINE ADJUNCT FACULTY, ATLANTA, GA (2003 2010)

Courses facilitated: Business Ethics, Social Problems within the Workplace, Business in Technology, Critical and Creative Thinking,

Accounting, Business Principles, Operations Management, Marketing, Consumer Behavior, Business College Mathematics, College

Mathematics, Principles of Finance, Organizational Behavior, Business Law, Human Resources Management, Managing Business

Decisions, Business Communications, Office Administration, Business Calculations, Business Basics, Principles of Management,

Labor Relations, Personnel Law, & Project Management

EDUCATION

Doctorate’s in Organizational Leadership, Argosy University, 2015

Master’s in Human Resources Management, Troy State University, 2002

Dual Bachelor’s in Human Resource Management & Marketing, Florida State University, 1998

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