Michelle Pierce
ac3guh@r.postjobfree.com
Talent Acquisition and Human Capital leader
Senior Human Capital professional with experience spanning talent acquisition, compensation, employee retention and training, performance management, succession planning, budgets, organizational development, business acquisitions and integration, and process improvement. Career tenured in designing and executing programs for change environments and key initiatives to enhance business outcomes within all areas of operation. Uses direct line experience with all levels from executive to staff employees to accomplish goals.
Comprehensive Recruiting Experience
Organizational Development and Training
Retention/Succession Planning
Compensation Analysis, Pay for Performance
Budget Management
Start-up Experience, Fast Paced Environments
Big Picture, End-to-End Solution Orientation
Complex Cross-Functional Collaboration
Tempus Jets, Director of People & Culture / Chief of Staff 2/2017 – Current
Promoted to expanded role to full scope accountability for Human Capital and Talent Acquisition, Corporate Administration, and Sales Operations/Marketing reporting to CEO. Responsible for Sales Operations, Marketing, Corporate Administration, and Human Resources teams to develop, implement and manage all functions and programs for all locations. Built teams and programs from scratch to enable and enhance ROI for HR, Sales / Marketing Operations and Support and increase overall efficiencies to elevate company revenue, corporate culture and client development and retention.
Tempus Jets, Director People & Culture 10/2016 – 2/2017
Report to CEO and responsible for all Human Capital Management and drive corporate culture and health of the organization including talent management, compensation, succession planning, culture development and employee engagement, budget planning and forecasting, ATS and systems implementation including state-of-the-art performance management programs.
Focus on Organizational Development management through talent acquisition and maximizing talent within the organization through strategic and deliberate sourcing/selecting, training and developing, promoting, and restructuring
Implemented succession planning, retention and engagement programs and obtained 100% of “Critical Roles and Talent”
Drive the organization to position its talent for organizational goal achievement
Lead and oversee the development of leaders at all levels of the organization
Provide insight in the areas that impact Human Capital such as the design and delivery of compensation and benefit packages to achieve desired business results
Leverage benefits and communication strategy to achieve employee engagement
Effectively and efficiently handling employee relations in accordance to business needs; applicable state and federal laws to minimize exposure
Oversee Career Coaching program(s) resulting in an increase of internal mobility and overall corporate stability
Business partner on employee engagement, performance management, succession, organizational alignment, recruiting, rewards and other Human Capital opportunities to provide high quality strategic HR solutions to business problems
Develop and utilize metrics to drive Human Capital strategy in alignment with corporate and business unit goals
CenturyLink, Sr. Talent Acquisition Contractor - Sales/Engineering 4/2016 – 10/2016
Recruited and placed Sr. Director to Manager and Senior level professionals for the Marketing (Product Marketing, Demand Generation and Communications) Sales and Engineering, business units for CenturyLink’s cloud based business communications systems company.
Recruit key sales, sales management, sales engineering, and cloud technology engineering
Competitive compensation analysis and banding
Track (ATS), contact, and verify quality of candidates from all sources
Develop flow chart, process, and controls for recruiting and hiring processes
Springboard Group, LLC (Recruiting and HR Consulting) 7/2000 – 3/2016
Senior Partner
Talent Acquisition/Human Resources consulting for all size companies across multiple industries
Talent Acquisition:
Recruit key executive, technical, senior management, engineering, accounting/finance, sales/marketing, and operations positions
Develop continuing recruitment training for recruiters and staff
Competitive compensation analysis and banding
Consult with clients regarding on-boarding, development, and implement of retention strategies and programs
Assess, implement and utilize ATS programs tailored to meet client needs
Develop process, and controls for recruiting and corporate processes
Train hiring managers on best interview and hiring practices
Developed new HR and recruiting process, tools, and sourcing programs to reduce ‘time to hire’, how to attract top talent from competitors, and increase overall quality of candidates and placements
Human Resources Consulting:
Employee training programs enhancing employee performance
Establish banding for comprehensive compensation programs
Develop and implement operational protocols and procedures for Human Resources
Employee recognition, succession, and retention programs
Employee/management communication programs yielding improved employee morale
Employee reward performance programs designed to increase productivity and efficiency
Onboarding and comprehensive retention programs, employee handbooks, performance appraisal process, systems and programs
Organizational development and succession planning
Springboard Group/AirCell/Gogo (2004 – 2007)
Selected and retained as exclusive, sole source talent acquisition and HR partner to recruit and hire all employees for new organization primarily located in the Chicago area. Created and implemented a comprehensive human resources and talent acquisition program for AirCell/Gogo to hire and onboard over 300 employees while providing uniquely developed HR programs and procedures to support company-wide growth objectives and employee services. Developed compensation strategy, competitive analysis, and position banding for all new hires.
West Plains Company (Company Sold 2011) 12/2009 – 10/2011
Vice President, Human Resources and Corporate Development
Full scope senior level HR position reporting to the President to assist building a premiere team and organization. Successfully managed organizational rightsizing; revamped benefits and compensation programs; integrated all new company acquisitions; and installed retention programs for key employees. Headed succession planning; performance management, and training and development activities.
Assisted design and facilitated a post-merger compensation strategy reflecting new job bands which allowed effective integration of all staff level employees
Focused on Organizational Development management through talent acquisition. Implemented ATS/recruiting program to source, select, and on-board talent to maximize company development
Worked with staff to improve procedures and automate manual processes saving 1-2 FTE in hours spent processing data.
Implemented training programs to increase executive/manager/supervisor skill levels and productivity while building trust and employee participation
Assessed and implemented new benefits package resulting in overall improved suite of employee benefits whiles providing a reduction in cost for the company
Worked with executives regarding hiring/performance practices and procedures to meet OSHA requirements
Identified key personnel and created talent retention programs for key employees and leadership team
Designed and implemented performance management program and led new compensation programs with banding for all employee compensation with pay for performance ROI.
West Plains Company 12/2008-12/2009
Human Resources and Executive Management
Developed and led Organizational Development, OSHA compliance, Executive Training, Corporate Communication, Corporate Strategy and Analysis resulting in key Human Resource Management Services, programs and initiatives.
Successfully led Change Management initiative to alter culture from entitlement based to reward based
Developed employee tracking and cost analysis functions for annual benefit on-site rollout
Developed, implemented multi-tiered regional pay structures with incentive payment processes
Succession planning for executive staff and coordinated the performance appraisal process, forms, and training for remaining employees
Recruited and on-boarded key executive and management talent and field personnel
Strategic organizational development, employee training and development, and 360 program
STIP plans, stock plans, competitive compensation analysis and strategic retention programs
EDUCATION & CERTIFICATIONS:
Science/Pre-Med, University of Colorado, Boulder
Business Accounting and Finance, University of Colorado, Boulder, Colorado
Business Accounting and Finance, California State, Bakersfield, California
Member-SHRM 11/2002 – present
Predictive Index – Analyst 2007 – present
Leader Point – Executive Management Training – 8/2011