Human Resources Management

Britt S. Griffin

***** ******* ***** ****: 317-***-****

Fishers, IN 46038 Cell: 317-***-****

abz7yj@r.postjobfree.com

PROFESSIONAL SUMMARY

Progressive human resource, leadership professional with a proven track

record of producing results by driving innovative programs that enhance the

human resources function and add value to organizations. Improve

organization performance by aligning human resource strategies with

business strategies. Operate as a senior advisor to leadership managing

complex inter-disciplinary matters. Able to identify opportunities for

contribution, is sought out by leaders for strategic thinking and analyses,

and brings fresh ideas to the table.

PROFESSIONAL EXPERIENCE

Veolia Water North America, Indianapolis, IN

Director, Human Resources and Innovation, Diversity & Inclusion (Promotion)

5/10 - Present

Strategic business partner responsible for developing, implementing and/or

coordinating policies and programs for: employment/talent acquisition,

performance management, talent management, organization development and

affirmative action. Responsible for providing HR leadership that drive

business results.

Innovation, Diversity & Inclusion Director responsible for the development

and execution of national Diversity & Inclusion strategy in support of

Veolia Water North America's business objectives, culture, human capital

strategy. Leader and champion of nationwide efforts related to managing

diversity and building an inclusive work environment.

. Consultant and strategic business partner in areas of performance

management, training, employee development, employee relations

investigations, talent acquisition/recruitment, employee communications,

recognition and reward practices, workforce planning, etc...

. Function as strategic business partner to the Business Development team

in providing Human Resources Services to clients, including conducting HR

analysis of processes and consultant services. This also includes giving

presentations to internal and external audiences.

. Responsible for developing Diversity and Inclusion strategy. Member of

Veolia's Executive Diversity and Inclusion Board.

. Act as liaison between Innovation, Diversity and Inclusion Executive

Board and Employee Resource Groups (ERG's).

. Co-chair Veolia's Environments North America cross divisional Diversity

Committee.

. Provide strategic oversight in the development and effectiveness of ERG.

. Responsible to for developing and analyzing diversity metrics (Key

Performance Indicators) and measuring success

. Act as the Supplier Diversity Manager in the interviewing and selection

of MBE/WBE's.

. Represent the company in giving presentation at the National Minority

Supplier Development Council meetings.

. Responsible for ensuring smooth transition of employees from other

companies during mergers and acquisitions.

. HR Metrics - Provide commentary reports on trends related to workforce

demographics (turnover, new hires, average age, diversity etc

. Represents Veolia to external audiences regarding diversity best

practices.

Veolia Water Indianapolis, IN

Director, Human Resources & Labor Relations

2/08 - 5/10

Act as strategic business partner responsible for developing, implementing

and/or coordinating policies and programs for: employment/talent

acquisition, orientation/on-boarding, organization development, performance

management (talent management) and labor for Veolia Water Indianapolis, IN.

Responsible for providing leadership over the human resources function in

support of approximately 400 employees.

. Serve as consultant, advisor, mentor and coach for leaders to facilitate

achievement of objectives and improve performance and potential.

. Lead the HR team to improve organization effectiveness through

organizational design, leader and team effectiveness assessment,

coaching, process facilitation, problem diagnosis and action planning,

and change leadership.

. Responsible to for managing diversity, developing strategy and diversity

metrics (Key Performance Indicators) and measuring success.

. Ensure company compliance with all applicable state and federal laws

(e.g., I-9 process, DOT Drug Testing, AAP, EEO-1 Report, State & Federal

Employment Postings, FLSA).

. Responsible for developing and administering company policies for

Union/Management Relations, Collective Bargaining, Union organizing

efforts, various DOL matters, and general Hourly Workforce employee

relations investigations and grievances.

. Develop and/or managed Talent Management Process (Organization

Development, Performance Management, Succession Planning)

. Develop, recommend and implement HR policies and procedures; prepare and

maintain employee handbook.

. Participate in developing HR function goals, objectives, and systems;

recommend necessary changes, new approaches, policies, and procedures for

continual improvements in efficiencies and services performed.

. Promote and assist with employee communication.

. Collaborate with training and development staff; assist with program

development and execution.

Managed Health Services, Centene Corporation, Indianapolis, IN

Manager, Human Resources

10/07 - 9/08

Manage the company's corporate human resources programs for the entire

state of Indiana including; employment, employee relations investigations,

compensation, performance management, change management, training and

development, and benefits.

Managerial responsibilities also include talent acquisition and management,

conducting performance appraisals, succession planning, training and

developing subordinates, promotions, salary increases, terminations,

disciplinary actions and exit interviews.

. Responsible to for managing diversity, developing strategy, diversity

metrics (Key Performance Indicators) and measuring success.

. Partners with senior leadership team in developing and implementing

organizational change and people strategies that drive key company

initiative that increase overall company performance and productivity.

Provides appropriate communications and promotes employee understanding of

programs, policies, and objectives.

Ensures legal compliance with various governmental laws and regulations.

Coaches supervisors/managers on the appropriate and corrective actions

necessary to improve ineffective employee behaviors and performance.

Clarian Health (IU Health), Indianapolis, IN

Manager, Human Resources- Patient Access

9/02 - 10/07

Manage talent acquisition process, interviewing, hiring, selection,

employee relations investigations, and talent management functions

including creating job descriptions and salary negotiations within company

guidelines across 5 hospitals.

. Designed and implemented new interview, hire and selection process

resulting in decreased time to fill and increased employee retention.

. Business partner to management team including providing coaching

regarding performance management, employee relations investigations,

talent management, culture/change management and policy interpretation.

. Responsible for developing overall compensation structure focused on

quality hires and retention.

. Developed internal resource pool resulting in reduced overtime, decreased

recruiting costs and increased departmental retention.

. Developed externship career bridge program to increase quality of

candidates, time to fill and employee retention.

. Responsible for developing departmental Human Resources policies.

. Designed and implemented behavioral interviewing process based on company

competencies resulting in reduction in turnover.

. Developed new department orientation and on boarding process to ensure

consistent deployment of departmental policies and procedures and

culture.

. Designed and implemented an employee satisfaction program to increase

communication between managers and their direct reports.

. Implemented conflict resolution process that resulted in fewer employee

relations investigations issues and increased employee satisfaction.

. Project leader/department champion for performance management program

including department training and acting as a resource for department

management team and employees.

Clarian Health (IU Health), Indianapolis, IN

Supervisor, Human Resources

3/99 - 9/02

Manage talent acquisition process, interviewing, hiring, selection,

employee relations investigations, talent management functions including

creating job descriptions and salary negotiations within company

guidelines.

. Supervised staff of eleven employees who provided support for all human

resources functions including application flow, job requisitions, job

postings, interview, hire and selection, background check process and

customer service and follow-up.

. Consultant to management team and employees regarding Human Resources

programs and policies.

. Determined hiring needs and developed creative cost-effective

recruiting/sourcing strategies including Internet; print and other media.

. Interpret and write company's policies and procedures ensuring compliance

with local, state, and federal regulations and laws.

. Project Leader for applicant tracking implementations and other special

projects.

OTHER HUMAN RESOURCES EXPERIENCE

1985 - 1999

. Human Resources Generalist, Associated Estates Realty Corporation

. Branch Manager, Kelly Services

. Human Resources Generalist, Burns Security

. Human Resources Generalist, L.S. Ayres

. Technical Recruiter, Roche Diagnostics (contract assignment)

SOFTWARE KNOWLEDGE

Microsoft Word, Excel, PowerPoint, Microsoft Outlook, Ceridian, PeopleSoft

HRIS, Taleo, ADP, Lawson, Successfactors and Kronos

EDUCATION

Indiana Wesleyan University - Bachelors of Science in Management - Cum

Laude

Associations

Indy Society of Human Resources - Board Member

Indy Society of Human Resources - Chair, Diversity and Inclusion Committee

National Society of Human Resources

Diversity Roundtable of Central Indiana - Member

Kids' Voice - Board Member

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