Kelley L. Daviss, SPHR Home 404-***-****

**** **** ***** **** 404-***-****

Avondale Estates, GA 30002 ia1389@r.postjobfree.com

Qualifications: Seasoned, results-oriented and performance driven human resources management professional; well rounded, experienced globally and professionally certified with strengths in communication, conflict resolution, consulting skills, strategy definition and leadership.

Employment History:

BDO Seidman, LLP, Regional Human Capital Director – Southeast & Mid-Atlantic Regions, Atlanta, GA

December, 2007 to March, 2009 (position eliminated due to economic downturn)

Was a member of the corporate HR leadership team responsible for the human resources function for two regions (6 practice offices) of the 5th largest global accounting and professional services firm; delivered all human resources services to the regions inclusive of staffing the region with experienced CPA and consultant candidates, developed relations with and recruited from 17 colleges and universities within the regions, ensured consistent and equitable compensation delivery, handled employee relation and performance management issues, ensured all internal and external compliance requirements were met and delivered all ongoing training of all levels of employees; consulted directly with the regional business line leaders (Partners) on business issues relating to human capital, forecasting and budgeting and talent management issues; served on several ad-hoc national BDO committees including Performance Calibration, Partner Upward Feedback, Secondment Process Improvement and HR Contact Center Development Team. Accomplishments: Was an integral part of leading the restructuring of entire HR organization evolving to a model that fit our client group and their business model/structure in 2008.

SunTrust Banks, Inc., Vice- President, Relationship Manager-Human Resources,

Atlanta, GA

May, 2005 to December, 2007

Strategic consultant to the Chief Risk Officer (900 employees in client group) with regard to Human Resources-related issues by being an active member of the senior management teams. Ensures the implementation, delivery and quality of all HR products, services and initiatives with specific responsibilities for all aspects of Talent Management, HR related business design projects, and risk management. Assured the client received quality support and solutions, which were integrated with the business. Integrated other Human Resources professionals in other disciplines (Compensation, Benefits, HRIS, Training and Development, Employee Relations and Staffing) to effectively access and deliver the required solutions to meet business objectives for the client. Also supported the Internal Audit organization, the General Auditor and the SunTrust Investment Services organization. Accomplishments: Oriented a new Chief Credit Officer in February 2006 and partnered with him to build his leadership team and restructure the Credit organization resulting in a more productive and efficient operating model.

The Coca-Cola Company, Human Resources Manager, Atlanta, GA

February, 2002 to May, 2005

Human resources business partner supporting the global legal function with 400 employees in 39 countries (formerly supported an 800 employee customer call center and field operations team); responsible for advising business unit leaders inclusive of senior legal management on the implications of short and long term decisions, strategies, and large scale change efforts that will yield sustainable business results; member of client group leadership team providing guidance and coaching to management in the areas of employee relations, harassment, performance management, compensation/equity issues, succession planning, etc.; responsible for development and implementation of HR strategies within the client group; oversaw and conducted investigations and managed outcome of employee relations issues as well as assessed Company risk; was responsible for development and implementation of Corporate HR initiatives inclusive of metric development and tracking (i.e. SAP HR conversion, Rater Accuracy for calibrating performance, Coaching and Feedback for managers, employee engagement survey action planning, change management); was responsible for ensuring minimal risk in employee situations while balancing the needs of the business. Accomplishments: “Pushed the envelope” and created positive change in resolving performance issues resulting in higher level of employee and manager accountability

Eastman Kodak Company, Senior Human Resources Manager, Atlanta, GA

May, 1998 to February, 2002

Generalist business partner for a 700 employee organization primarily consisting of marketing, sales and support functions for the US and Canadian business; daily communication with field managers, employees and senior leaders regarding policy interpretation, guidance/coaching with HR related issues including FMLA, ADA, harassment, recruitment, change strategy, diversity, and organizational design and development, succession planning and career development; designed and implemented and employee orientation and a three day management skills workshop; regularly partnered with management on performance and termination issues; adept at restructuring activities; ongoing recruitment responsibility inclusive of utilization of executive search firms and advising the MBA recruitment team; managed the compensation process inclusive of merit process, bonus metrics for support roles and promotional adjustments; partnered with corporate staff groups such as Labor Relations and Legal. Accomplishments: Was a major contributor in development and implementation of the People Strategy for the US Kodak Marketing organization; was promoted twice in three years and received the Kodak Silver Award for Excellence; chosen as Kodak’s representative as Olympic TorchBearer, 2001.

Children’s Healthcare of Atlanta (formerly Egleston), Employee Relations Representative, Atlanta, GA

June, 1997 to May, 1998

Managed all employee relations issues for a 2500 employee organization inclusive of corrective action, termination issues, and interpretation of policy and procedures; managed the unemployment process; responded to all charges and audits from external parties; facilitated HR training for management; responsible for the analysis of turnover and exit data; held position on the corporate internet/intranet content committee. Accomplishments: Implemented ACCESS database to track ER cases and monitor trends.

Federal Reserve Bank of Atlanta, Employment Manager, Atlanta, GA

October, 1996 to May, 1997

Managed the staffing function for an organization of 1000 employees; supervised 4 recruiters and one administrator; oversaw the job posting process; responsible for career counseling, exit interview process, EEO and AAP; responsible for new hire compensation administration; managed miscellaneous projects such as Reports to the Board. Accomplishments: Implemented the use of Internet recruitment.

Aramark Corporation, Human Resources Manager, Atlanta, GA

July, 1995 to October, 1996

Managed the sourcing, recruitment, and training of 7,000+ employees for the ’96 Olympics and stadium and arena accounts across the country; supervised a total staff of 15 including recruiters, generalists and administrative/technical associates; developed and implemented all orientation and training for the Games, employee scheduling, accreditation, employee relations, payroll and other HR functions; performed in a generalist role. Accomplishments: Was one of the only Olympic vendors to meet staffing and retention goals and within budget; employed the most associates during the Olympics; interviewed by several international radio programs about the Olympics and Aramark’s success.

Georgia Lottery Corporation, Employment Manager, Atlanta, GA

February, 1995 to July, 1995

Responsible for the recruitment function for a 300 employee organization; coordinated the process from source to hire inclusive of pre-employment testing, drug screening, GBI checks, references, etc.; wrote and facilitated educational workshops for staff; managed one recruiter and one administrator.

Fashion Bug, Divisional Human Resources Manager, Atlanta, GA

November, 1990 to January, 1995 (divisional roles centralized to hdqtr’s. in Philadelphia 1-95)

Responsible for all generalist functions for 350 specialty retail stores (5000+ employees) in 16 states through 30 area supervisors and 5 regional supervisors; ensured consistency in ER practices, managed succession planning; traveled into problematic markets assessing issues and problem solving; implemented several corporate training programs; managed one HR Assistant. Accomplishments: Southern division was ranked first in the company in all metrics in ’91, ’92 and ’93; successfully developed 20 supervisory candidates; received Corporate award for successful rollout of Corporate training.

McDonald’s Corporation, Market Crew Recruiter, Atlanta, GA

July, 1989 to October, 1990 (position was eliminated company-wide)

Assessed the staffing needs of 14 company owned restaurants; implemented in-store recruiting programs, developed and maintained community contacts for recruiting; developed staffing game plan for all outlets; conducted management seminars; conducted employee focus groups to target retention issues; developed crew and management incentive programs; supervised 2 recruiters; conducted wage surveys. Accomplishments: Sought out by McDonald’s Owner/Operators as recruitment consultant; turnover in my 14 restaurants was reduced by 50% during my tenure.

Education:

Bachelor of Arts, Tift College of Mercer University, Forsyth, GA

Double Major: Business/ Behavioral Science

Activities included Class President, freshman through senior year, campus recruiter and chosen as one of two student members of College Presidential Search Committee

Skills and Other Relevant Information:

 SPHR certified since 1998

 SHRM Member

 SHRM Atlanta Member

 PDI Certified in 360 Feedback Interpretation & Coaching

 ELI Certification in Civil Treatment Curriculum

 Myers-Briggs Type Indicator Qualified

 Dale Carnegie Graduate & Graduate Assistant

 PeopleSoft 9.2, SAP, Cyborg, ABRA, Kenexa, Resumix, HRIS system proficient

 Completed numerous seminars/workshops including change management, diversity, organizational development, and HR strategy

 Completed numerous workshops at Cornell University’s ILR and OD Leadership Series at Columbia University

 DDI Certified in Maximizing Performance, Rater Accuracy and Targeted Selection facilitation

 Graduate of the Pathbuilders Mentoring Program (formerly Georgia 100) for high potential women

 Wicklander Investigative Series Certified

 American Cancer Society Volunteer

 Volunteer/Special Project Coordinator for The Avondale Estates Charter Museum School Initiative (includes facilitation of Board Work Sessions, Team Building Sessions and Conflict Resolution)

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