Ada Watson-White

**** ********* **** • Huntersville, NC 28078

Cell: 704-***-**** • Home: 704-***-**** • nbealh@r.postjobfree.com

PROFESSIONAL SUMMARY

A Human Resources Professional with extensive success in partnering with management and executive leadership to develop, implement and manage creative, strategic HR initiatives. Expertise in HR generalist areas including management coaching, employment law and compliance, employee relations, staffing and retention, compensation, benefits and management development. Strength in relationship building with a consultative and a collaborative approach to assessment of situations, effective action plans. and hands-on execution of solutions that generate desired outcomes.

SKILLS

• Creative Problem Resolution • Team Development • Policy/Program Design

• Change Management • Employment Law • Succession Planning

• Workforce Planning • Coaching and Facilitation • Performance Management

ACCOMPLISHMENTS

Piedmont Behavioral Healthcare (2008 – 2012) Director of HR & Chief Human Resources Officer

• A member of the Executive Leadership Team (includes CEO, COO, CIO, and General Counsel) with responsibilities that include, but not limited to, building a new organizational culture, developing strategic plans and organizational direction creating alliances within the managed-care industry and restructuring the organization for growth and sustainability. Lead responsibility for workforce forecasting, recruitment strategies, and human capital management.

• Responsible for recruiting, reward and retention management. Reduced staff turnover (by 14%) by improving employee on-boarding, training, professional development, performance management strategies, the overall Total Rewards Package, and mid-level management coaching.

• Oversight of all aspects of staff performance; performance evaluation, corrective action, and facilitation of dispute resolution. Handle EEOC, DOL, and ESC matters in accordance with State and Federal Employment Laws and Regulations. Responses to EEOC charges consistently yield a “no-fault” finding.

• Design and facilitate educational enhancement programs, courses include, but were not limited to, 7 Habits of Highly Effective People; Planning and Time Management, Basics of Effective Supervision, Multi-Cultural Competence, Stepping Up to Leadership. Established a resource library for administrative and management staff.

• Reduced workers’ compensation annual premium by $14,000. Implemented health/wellness initiatives that resulted in a 30% cost-savings (over $90,000).

• In preparation for company-wide reorganization, assessed skill levels of administrative support staff and created a professional development ladder to meet organization needs. Design of a career development ladder for exempt and non-exempt employees to use in hiring, retaining, and rewarding the most skilled talent with high potential.

• Worked with staff and vendors to implement HR systems, policies and tools to ensure optimal operations and support the company’s strategic direction. Systems include, but are not limited to, technical functionality for managing payroll, benefits, organizational/ individual performance, company-wide goal management/ measurement, and legal compliance.

Regal Human Resources Consulting Services (2006 – Present) HR Consultant & Trainer

Note: Started private HR consulting in 1986 on a part-time basis. In 2006, transitioned to full-time private consultant until 2008 when offered full-time external employment. During full-time employment, worked on limited projects of special interest on a contract basis. No impact to external full-time employer or conflict of interest.

• Advised executive directors in manufacturing, non-profit, and private industries on HR initiatives such as employee relations, compensation, employee handbooks, and recruitment/ retention.

• Designed and facilitated educational opportunities and other interventions related to performance management, the legal aspects of supervision, multi-cultural competence, employment law compliance, and building an effective/ productive Human Resource Department.

• Designed and delivered courses and workshops for local community colleges and businesses. Some of the courses designed include Human Resources Certificate Programs; Multi-Cultural Education for Human Relations Effectiveness; Recruitment and Selection Strategies; Eight (8) Proven Strategies for Personal and Professional Development; The Basics of Employment Law; and Performance Management Essentials.

Wal-Mart, Inc. (2005 – 2006) Director of Human Resources

• Leadership role in creating strategies to enhance employee morale, making corrective action decisions, coaching supervisors on performance matters, and handling sensitive matters that may result in a third-party intervention. Advised field management staff on matters related to policies, and employment law; managed services for eleven (11) Wal-Mart stores, approximately 5,000 associates. Implemented strategies to increase supervisor competencies. Efforts resulted in a leadership development program and a 27% increase in the diversity of the leadership team.

• Handled all personnel investigations and responded to all third-party inquiries, including EEOC and ESC.

• Partnered with management staff on matters related to maximizing employee performance, wage/hour, workers’ compensation, employee development, goal setting, and performance measurement.

City of Charlotte (2000 – 2005) Sr. Employee Relations Consultant

• Provided consultation for supervisors, managers, and key business executives on employment and legal matters related to employment; supporting 340 employees. Diffused a potentially volatile situation that could have resulted in union activity and intervention by the NC Department of Labor.

• Conducted personnel investigations, reviewed allegations of discrimination and harassment, and represented employer in 3rd party actions. Consistently received a “no-fault” finding from the EEOC in response to more than five (5) charges alleging discrimination and harassment.

• Designed and facilitated diversity, customer service and performance management training for supervisors and managers.

Charlotte-Mecklenburg Schools Board of Education (1994 – 2000) Director of Employee Relations

• Restructured the Employee Relations Division to increase overall effectiveness, competence and responsiveness of the ER team, and create a partnership approach with leadership and managers.

• Implemented internal Alternative Dispute Resolution Program, resulting in winning approximately 96% of EEOC charges and internal complaints.

• Designed and implemented performance measurement systems; developed and implemented management skills training.

• Provided consultative services to executive leadership on strategic organizational initiatives; represented employer in all matters pertaining to EEO compliance, EEOC charges, internal complaints, and 3rd party actions.

OTHER EMPLOYMENT

Central Piedmont Community College Adjunct Instructor

SunHealth/ Premier Inc. Manager/ Consultant

Goodwill Industries Director of Human Resources

Continental Insurance Company Human Resources Representative

EDUCATION & CREDENTIALS

Bachelor of Arts – Winthrop University, Rock Hill, South Carolina

Certificate of Business Management – SHRM Academy

Strategic Workforce Planning – Human Capital Institute

Certifications: (DDI) Development Dimensions International Certified Facilitator

(IPMA-CP) International Public Management Association Certified Professional

7 Habits of Highly Effective People (Certified Facilitator)

Achieve Global (Certified Instructor)

(OD) Organizational Development Certification

(CBP) Certified Benefits Professional, to be completed …

(CCP) Certified Compensation Professional, to be completed …

TRAINING/ PROFESSIONAL DEVELOPMENT

Charlotte Area Compensation Council (CACC)

Charlotte Area Society for Human Resource Management (CASHRM)

International Public Management Association for Human Resources (IPMA)

Employers Management Association (EMA)

Society for Human Resource Management (SHRM)

World at Work

SHRM Academy

SHRM Certificate Programs

World at Work Benefits and Compensation Certification Preparation Courses

National Human Resources Association (NHRA)

ADITIONAL INFORMATION

Computer Skills: Microsoft Word, Windows, Excel, Power Point, People Soft, and Ceridian

Managing HR budgets of $750,000 to $1.5 million

Workforce Size/ Responsibilities for 100- 15,000

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