Human Resources Manager

TRACIE MORRIS

Plainfield, IL Home 630-***-**** Cell 630-***-**** ablztx@r.postjobfree.com

H UMAN R E SOUR CE S E XE CUTI VE P ROF IL E

Results-focused, strategic Human Resources executive with 15+ years of HR leadership

experience and consistent success in meeting objectives for high-profile organizations,

including Exelon and SBC. Broad range of knowledge in numerous HR disciplines, practices,

methodologies, and regulatory compliance matters.

Track record of success in implementing strategies and programs that solved specific HR-

business issues, including staff development, employee retention, succession planning, and

labor negotiations. Strong communication, relationship building, mentoring, negotiation, and

mediation skills. Advocate HR as strategic partner critical to fulfillment of corporate mission and

vision.

Earned B.S. in Organizational Communications, M.S. in Management Organizational Behaviors,

Professional HR Certificate, Labor Relations Management Certificate, and HR Management

Certificate.

Core Competencies

Organizational Culture & Employee Relationship Recruiting & Staffing

Vision Building Initiatives

Benefits & Compensation Regulatory Compliance Diversity Training &

Design Matters Advocacy

Succession EEO/AAP, FMLA, OSHA, ADA Departmental

Planning/Retention Reengineering

PROFESSIONAL EXPERIENCE

EXELON CORPORATION 2002–Present

ComEd, Director, Human Resources (2009-Present)

Nuclear, Director, Human Resources (2005–2009)

Manager, Human Resources (2002–2005)

Promoted to direct team of 6 HR managers, 6 OD managers, and indirect team of 36, as well as

supervise site nurses at Nuclear Power stations to ensure regulatory compliance with Nuclear

Regulatory Commission guidelines. Manage budget of $21 million, handle all daily issues

involving ADA, OFCCP, OSHA, ERISA, and FMLA, and consult with management within Nuclear

business unit on employee relations matters. As Senior Manager, led team of generalists and

medical personnel in daily and ad-hoc activities.

Developed and implemented Workforce Demographics program to proactively plan for high

number of employee retirements and structure strategy for replacements. Created and

introduced Phased Retirement program that addressed gaps in workforce demographics,

leading to new Knowledge & Skills Transfer, Flexible Schedule, and Incentives programs, as

well as 10% improvement in training programs from retirees.

Strengthened Talent Management program by improving Individual Development Plans (IDP)

and increasing “ready-now” candidates for key management positions. Created Professional

Development programs for new hire engineers, chemists, and supervisors, attracting 35%

more talent to rural locations and 0% loss rate in program.

Received formal recognition from International Nuclear Power Organization (INPO) for

diversity strategies, including training programs attended by 2,600+ employees that

generated high positive feedback. As Senior Manager, led diversity and mentoring

relationships, strengthening retention of new hires by 50%.

Selected as lead for Exelon Corporation Diversity Council. Established annual goals, AAP

initiatives, training, and ongoing support. Provided leadership to local communities to raise

$1000s for charity, housing for humanity, and local school support.

Led merger initiatives for Exelon Nuclear by restructuring six departments and developing

policies/procedures on organizational structure and analysis. Directed merger/acquisition

team that performed due diligence, adverse impact analysis, and system training for

integration of three acquisitions (2,000+ employees).

Continued …

TRACIE MORRIS – PAGE 2

Home 815-***-**** Cell 630-***-**** ablztx@r.postjobfree.com

AMERITECH / SBC CORPORATE SERVICES 1999–2002

Director, Human Resources (2001–2002)

Promoted to oversee team of 7 HR generalists and develop strategies on merger initiatives for

business unit clients across 13-state territory. Managed all federal and state regulations for

Long Distance Services organization, including ADA, OSHA, and ERISA. Counseled all business

units on employee relations, mediated resolutions to long distance employee and union-related

disputes, and aligned compensation program with business objectives. Collaborated with

business partners on hiring, staffing, and strategic sourcing plans.

Reduced key employee turnover by ~20% through increasing contact with new hires, using

information from employee satisfaction surveys and performance reviews, and securing

management feedback.

Drove elimination for 40+% of redundant positions in 2-year period by creating,

implementing, and managing HR strategies associated with integration of Ameritech and

Southwestern Bell Telephone.

Cut report processing time by over 90% through eliminating and combining under-utilized

reports, automating production and distribution processes, and documenting procedures.

Served as Vice President of Mentoring for Professional Women of Southwestern Bell

Telephone (PWSBC), establishing 60 mentoring circles across 4 regions.

Director, Labor Relations (1999–2001)

In charge of interpreting, negotiating, and administering labor agreement between company,

International Brotherhood of Electrical Workers, and Communication Workers of America,

serving as labor representative for Safety Committee and Counsel to Network & Business

Consumer Services business units (11,000 employees). Conducted mediation meetings,

administered grievance process, and negotiated resolutions for various issues. Analyzed

employee development programs, provided training for field managers on employee-related

matters, and participated in all phases of collective bargaining process.

Decreased redundancy for HR generalists by developing and implementing regional protocol

manual. Created policies and procedures to ensure compliance with federal and state laws.

Reduced backlog of grievances by 80% through negotiating resolutions at final step of

process. Conducted mediation meetings between union and management before arbitration

process, achieving 97% win rate for the company. Established management rights with 21

successful arbitration wins.

Negotiated attendance, incentive pay, and lay-off process with union business

representatives.

AMERITECH CELLULAR SERVICES 1994–1999

Manager, Leadership & Business Development (1997–1999)

Manager, Training & Development (1996–1997)

Promoted to manage both human resources and business development activities, including

fulfillment of leadership development goals and improvement of business processes.

Supervised team and partnered with both managers and executives on leadership growth

initiatives. Evaluated career gaps and strengths for managers across several areas. Conducted

focus groups and researched/created business rules and procedures.

As Training & Development Manager, tasked with designing and implementing training

programs to further staff development goals. Identified training needs and instructed local

market trainers on program delivery. Coached and mentored trainers, providing assistance in all

Customer Service and HR departments.

Partnered with Kellogg University and University of Chicago in building Leadership Training

Program for management and executive development; developed leadership competencies

and performance standards for all levels of management, including executive.

Created Leadership Skills training, New Employee Orientation seminar materials, and other

training initiatives (Employee Relations, Sexual Harassment, etc.) that improved knowledge

and capabilities of team.

Continued …

TRACIE MORRIS – PAGE 3

Home 815-***-**** Cell 630-***-**** ablztx@r.postjobfree.com

Employee Call Center Manager (1995–1996)

Human Resources Staffing Consultant (1994–1995)

As Call Center Manager, trained Customer Service and Technical department personnel on all

new systems and benefits, managed vendor relationships, and ensured integration of processes

and practices into benefit programs. As HR Staffing Consultant, provided HR support for

managers, managed labor relations issues, performed workforce and succession planning, and

handled employee relations issues.

Designed and implemented Employee Service Center capable of handling calls that provided

employees with timely, personalized information, improved services, and strategic approach

for HR generalists.

Supported annual headcount growth of ~35% through administration and audit of HR data in

PeopleSoft, strategic reporting, and data entry process streamlining.

** Prior positions with the U.S. Immigration and Naturalization Service, Office of Labor

Management Standards, and Offices of Occupational Safety and Health.

E DUCATI ON & C R EDE NTI ALS

Bachelor of Science in Organizational Communications

North Central College, Naperville, IL

Masters of Science in Management Organizational Behaviors

Benedictine University, Lisle, IL

Certifications

Certificate, Labor Relations Management – University of Michigan

Certificate, Human Resources Management – Aurora University

Professional Human Resources Certificate – Society of Human Resources Management

Teaching Experience

Professor for strategic human resources and cognitive mechanism research, University of Lyon

(Université de Lyon), France

Contact this candidate