Manager Management

Carole I. West, SPHR

*********@*****.*** 479-***-****

HTTP://WWW.LINKEDIN.COM/PUB/CAROLE-WEST-SPHR/3/96A/5

Professional Summary

ACCOMPLISHED AND RESULTS-DRIVEN LEADER WITH OVER 13 YEARS OF EXPERIENCE IN

DELIVERING HIGH TOUCH CONSULTATIVE SERVICES IN STRATEGY DEVELOPMENT AND

IMPLEMENTATION, CHANGE MANAGEMENT, HUMAN RESOURCES, DIVERSITY RELATIONS,

TRAINING AND DEVELOPMENT, RECRUITMENT AND LEADERSHIP DEVELOPMENT SUPPORTING

MORE THAN 350 HR PROFESSIONALS AND OVER 3700 FACILITIES. STRONG BUSINESS

ACUMEN WITH THE ABILITY TO SWIFTLY REVITALIZE AND RESTORE DIMINISHING

RELATIONSHIPS AND A PROVEN PERFORMER WHO MOVES EASILY FROM VISION AND

STRATEGY TO IMPLEMENTATION AND FOLLOW THROUGH. ABILITY TO LEVERAGE KEY

STRATEGIC RESOURCES AND PERFORM UNDER TIGHT DEADLINES, DEMONSTRATED BY MY

ABILITY TO WIN COOPERATION AT ALL LEVELS AND PRODUCE SOLUTIONS AND RESULTS

QUICKLY. PROVEN TALENTS FOR BUILDING CUSTOMER-FOCUSED ORGANIZATIONS BY

RECRUITING AND DEVELOPING EMPLOYEES WITH CUSTOMER-SENSITIVE SKILLS,

LEADERSHIP ABILITY AND POTENTIAL. I THRIVE IN A DYNAMIC ENVIRONMENT AND AM

MOTIVATED BY INTERNAL STANDARDS OF EXCELLENCE AND HIGH EXPECTATIONS TO

EXCEED PERSONAL AND ORGANIZATIONAL GOALS.

Business Strengths

( STRATEGIC ORGANIZATIONAL PLANNING ( HR POLICY ADMINISTRATION

( STAFF TRAINING & DEVELOPMENT

( Employee Relations ( Recruiting & Staffing (

Mediation/Conflict Resolution

( Performance Management ( Corporate Diversity Awareness

( Maintaining Confidentiality

Professional Experience

DIRECTOR, HR PMO & IMPLEMENTATION WALMART

STORES U.S., 2008 - PRESENT

Promoted to this position; managing the successful administration and

implementation of HR programs, projects and initiatives to more than 350

HR professionals supporting more than 3700 stores. Lead a team of 10

supporting the Executive Vice President of People, 2 Senior Vice Presidents

and 3 Business Unit HR Vice Presidents to drive national strategy

alignment, foster collaboration and integration of all initiatives with

associate impact or HR focus. Guide change management and implementation

processes to evaluate HR's overall contributions and impact on business

strategies.

V Manage the communication process for the field HR organization

including the bi-weekly communication updates, executive messaging and

presentation development, communication strategy development and

managing feedback mechanisms.

V Reduced the number of messages sent to field HR by streamlining the

communication process and implementing a new process to minimize

business disruptions and increase communication efficiency and impact.

V Lead and manage the HR PMO team responsible for driving HR strategy,

utilizing limited resources and leveraging cross-functional knowledge

to influence key stakeholders and executive leadership to drive

strategy execution.

V Create solutions to remove barriers for program and project

implementation to ensure program, project, and human objectives are met

using strategic awareness of the business climate by working with Field

Management, Store Innovations, Operations, Labor Relations, Talent

Development, Talent Services, Health & Wellness, Logistics &

Transportation, Realty, Compliance, Information Systems, People, Sam's

Club and Puerto Rico.

V Built a superior team reputation known for producing results within

tight deadlines, known for strategic thinking and a critical eye for

details, to ensure the human objectives of projects and programs are

met.

V Recognized by senior leadership for significant personal contributions

to redefine the strategic approach for Annual Enrollment resulting in

over 95% participation rate, one of the most successful in recent

company history.

V Serve as the liaison for the administration and development of Walmart

US People Policies.

Regional Human Resource Manager Walmart

Logistics, 2007 - 2008

Promoted to this position; managed the HR processes for multiple

Distribution Centers (DCs) including support to 1 Vice President, 7 General

Managers, more than 500 Managers and over 4,000 non-exempt employees;

directed a team of 7 HR Generalist and more than 50 HR support staff.

Developed and executed short and long term organizational strategies and

programs that aligned with senior leadership's vision within the areas of

Performance Management, Learning and Development, Organizational

Assessments, Talent and Succession Planning, etc. Advised and consulted

with Managers to ensure consistency in the application of HR programs,

procedures, and guidelines; provided resolution of employee issues

involving retention, discipline, termination, long/short term leaves,

transfers, and demotions.

V Conducted facility audits to ensure DCs were in compliance with

required training, wage and hour administration, company polices,

people programs, and HR initiatives are executed within the region in

accordance with local, state, and federal laws.

V Created and facilitated strategic training opportunities for

development to meet the personal, professional, and regional needs for

associates.

V Liaison between DCs and home office to resolve associate concerns and

execution of new policies and people programs.

V Managed and implemented regional succession and replacement plans using

IDPs and the PAR process.

Market Human Resource Manager Walmart

Stores, Inc., 2006 - 2007

Responsible for the execution of HR initiatives in employment practices, HR

communication, performance management, staffing, talent development and

associate relations. Served as the Business Partner for HR related projects

including Associate Engagement, Benefit Enrolment, State and Federal

Compliance related to FSLA, FMLA and ADA for Store and Market management.

Facilitated and led various trainings on Labor Relations, Diversity &

Inclusion, EEO, Career Planning and People Development.

V Responsible for developing, implementing, and monitoring the strategic

human resource plan for 11 Supercenters to ensure human resource plans

remain aligned with the market/region/division's operational strategy.

V Provide strategic partnering with Market Manager, Store Managers and

other store management on proposed terminations, disciplinary actions,

evaluations, while promoting compliance with company policies and

applicable laws.

V Provided conflict resolution techniques to associates while partnering

with the local leadership to resolve associate concerns for more than

100 members of management and over 3500 hourly associates.

V Monitored, reviewed, and provided feedback on associate engagement

plans to ensure facility improvement plans provide positive impact and

results.

Managing Director INROADS,

Inc., 2000 -2005

INROADS is an international career development organization that builds

strategic relationships with corporations to compliment their diversity and

human resource needs. INROADS also provides personal and professional

development to high performing high school and college students to prepare

them for corporate and community leadership positions. As Managing

Director, I was responsible for the overall operations of the affiliate,

managing staff relations, fiscal matters reporting to both the local Board

of Directors and the Regional Vice President.

V Served as diversity consultant to senior executives in Fortune 500

companies with an emphasis on strategic diversity initiatives which

included the recruitment, training, developing, succession planning,

and retaining a diverse staff.

V Accountable for the management of more than 55 corporate client

relationships, 200+ student relationships, and over 20 local colleges

and university relationships.

V Strategically recruited screened, and placed high performing minority

students from top tier institutions by leveraging relationships with

university leaders as well as student organizations such as HBSA, MAES,

NABA, NSBE & SHPE.

V Annually directed and managed a team which was responsible for

establishing career competency plans (succession plans) for 200

professionals using Lominger's standard competencies.

V Achieved17% growth in the Central Texas market, post September 11th

compared to national results of 2%.

V Recruited by National Vice President to lead turnaround effort for

Northern California market, moved from managing a small to large market

and improved Northern California's ranking from 6th to 5th in one year

with 12% growth.

V Superior Fiscal Management Skills. Increased profits by 421% in one

year, (five year average of 128%).

V Prepared strategic and business plans for Board of Directors review and

approval.

V Retained 100% of staff during turbulent times through improved

communications, including employee feedback in decision making

processes.

V Maintained Client Retention rates of 93%, 96%, and 90% during the three

year period post September 11th when the national organization suffered

a 9%, 12%, and 4% loss of business.

V Managed affiliate corporate solicitations and fundraising activities;

including an annual awards program for more than 750 guests.

Responsible for venue selection, vendor management, catering selection,

and all other logistical requirements.

V Consistently exceeded corporate standards for fiscal management, data

integrity, retention, and client satisfaction.

Branch Manager US

Bank, 1999 - 2000

Responsibilities included recruiting, hiring and training employees on bank

policies, procedures and operations. Motivating and encouraging tellers to

cross-sell banking products to assist the personal bankers in revenue

generation. Reviewing and analyzing reports to ensure branch compliance

with bank standards. Developing and maintaining relationships with our

customers, providing them with a personal service regarding their banking

and investing needs.

Human Resources Manager Allegiant

Group, Inc., 1998 - 1999

Allegiant Group was an IBM Business Partner, provider of hardware and

software solutions. As the Human Resource Manager, I was responsible for

all HR functions including employee relations, job description development,

recruitment, training and development, policy and procedure development,

benefit plan management, contracts, and expense management.

Education and Certifications

V MBA IN HUMAN RESOURCE MANAGEMENT AND KNOWLEDGE & LEARNING MANAGEMENT,

WALDEN UNIVERSITY - GPA 3.93

V B.S. in Accounting, University of Arkansas at Pine Bluff - GPA 3.33

V Leading Management Teams Certificate, Cornell University

V Accelerated Implementation Methodology (AIM) Certified Practitioner

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