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Human Resources

Location:
Cedar Park, Texas, United States
Posted:
November 27, 2017

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Resume:

Anna Ingram, SHRM-SCP

Cedar Park, TX *****

Mobile Phone: 512-***-****

ac3h6d@r.postjobfree.com

www.linkedin.com/in/annaemersoningram

Forward-thinking Human Resources Leader highly effective at adapting to evolving market plans and the needs associated with company expansion; adept at managing a wide range of employee relations issues with expertise in problem solving and mediation, employment law and compliance. Successfully introduces process improvements and staff development initiatives to drive corporate goal attainment. SKILLS & EXPERTISE

Strategic Planning – Talent Acquisition – Performance Management & Succession Planning Design – Employee Relations – Mediation – Leadership Development & Coaching – HR Systems & Infrastructure – HR Metrics & Reporting – Compensation & Rewards Design – Diversity and Culture Cultivation – Brand Enhancement – EEO/AA/ADA Compliance Expert – Employment Law – Labor Union Experience - Mergers & Acquisitions

PROFESSIONAL EXPERIENCE

CLEAResult, Austin, TX

Senior Director, Human Resources Business Partner, April 2017 – present HR Business Partner to SVPs of Business Development, South and Southeast Client Portfolio Groups

(CPG's), and Commercial & Industrial Service Lines. Align business objectives with HR programs such as: talent acquisition & development, employee engagement, leadership development & succession planning. Additional projects include: ADP-Workday conversion advocate, Corporate Policy/Employee Handbook revisions & redesign of New Hire Onboarding. DELL, Austin, TX

Ombudsman/Employee Relations (Part-time Contract) 2012 – 2017 Used as an alternative dispute resolution (ADR) approach, the ombudsman provides confidential, neutral assistance to employees and managers with ethical concerns; provides coaching, facilitates the open door process, and mediates conflict. The Ombudsman role functions independently, reporting through the SVP of Legal to the CEO/Chairman of the Board. Tracks problem areas & identifies systemic issues in order to mitigate risk to the company. Provides guidance to HR Business partners, Ethics and Legal. Helps identify undetected and/or unreported criminal or unethical behavior, policy violations, or ineffective leadership. (110,000+ employees worldwide) Media General, Austin, TX 2013 - 2017

Human Resources & Corporate Compliance Officer

(5,300 employees nationwide) Television, Digital and Mobile

Staffing & Onboarding - Oversight for seamless processes & benefit briefings for newly acquired businesses.

Employee relations – Point-of-escalation for Regional HR Managers and General Managers regarding high-level complex cases, contract negotiations, terminations & severance packages.

Executive Compensation - Consult with C-Suite regarding Executive Compensation, Bonus & LTIs for presentation to Board of Directors & Comp Committee. Conduct benchmarking & industry surveys.

Compensation - Recommend structure changes (job grades & levels, exempt/non-exempt status, equity adjustments, conduct adverse impact analysis). Creation of an online Job Description Library for over 300 positions to ensure ADA-Compliance. Education of HR team and management regarding new FLSA regulations.

HRIS - Source, budget & oversee implementation of new HR systems: (Ex: electronic job postings, applicant tracking, background check vendors/I-9/E-verify; survey tools, communication tools, HR share drive).

Training - Design Train-the-Trainer Programs for roll out to HR business partners (ex: Interviewing 101, Proper Documentation, Employee Development, Coaching, & Positive Employee Relations).

Corporate Compliance - Oversight for Affirmative Action Plans in 48 markets. Provide guidance to executives and their teams regarding next steps to prevent/address potential issues in the acquisition of/or treatment of women & minorities, veterans & disabled & measure progress.

Strategic Planning - Customize strategic action plans for talent acquisition & retention: succession planning, learning tools, team-building, leadership development, branding, and community involvement (philanthropy).

Policy development – Benchmark best practices and review/revise HR Policy Manual.

Employment Law – Advise HR business partners regarding changes to federal, state and local levels (ex: Proper process for FMLA and ADA accommodations as well as documentation)

Reporting & Analysis - Certify filings of required government contractor reporting to include EEO-1 & Vets-4212. Conduct annual adverse impact analysis on applicants, hires, promotions

& transfers, terminations, reduction-in-force.

Audits - Represent the Company in Department of Labor Compliance Audits.

Mergers & Acquisitions - Integral player of due diligence team & overall workforce review. City of Austin, TX HR Business Process Consultant 2011 – 2013 Designed a Job/Career Progression Program for Public Works Street & Bridge Department – Led a team of HR professionals and field managers to create a program that would lead to equity, retention, training and future advancement of employees. This project included skills & workforce analyses, field audits, benchmarking, a career ladder, mapping of employees, adverse impact analyses, and modification of performance & training tools. Proactively collaborated with the AFSCME Union Reps throughout the process to ensure fairness for all employees and avoid issues that may arise over adjustments in salary or promotions due to prior inequities. HR Consultant, Owner, Investor, Philanthropist 2002 - 2011

Miracle Ventures LLC, Partner in marketing firm created SAV-A-LIFE for Prostate Cancer.

Anna Maria’s Boutique, Owner in midtown, Austin, TX DELL, Austin, TX Human Resources Leader 1991 - 2002 IT HR Senior Manager/Business Partner (2001/2002) 40,000 employees reduced to 34,600 Strategic business partner to CIO - Created and effectively implemented the first global Leadership Development Model (& succession plan) in order to identify, align, retain, and leverage talent within the IT organization world-wide. Identified “key talent” at the Director, Senior Manager, and Senior Individual Contributor levels (142 employees), using organizational drivers and Dell’s Competency Model. Achieved this goal during a $30M budget reduction in global IT headcount. Corporate Employee Relations Senior Manager (1998-2001) 40,000 employees First time (Single point-of-contact) Ethics Hotline for Dell world-wide. Investigated, mediated, and resolved high level, complex employee relations issues: sexual harassment, hostile work environment, violence, theft, conduct-based & performance-based involuntary terminations, discrimination complaints & formal charges. Represent Dell at Mediation. Provided training & mentorship to HR Regional & business partners. Cost savings in litigation & liability prevention => $100M’s. Corporate Diversity Senior Manager (1998) 16,200 employees Established First Diversity Department at Dell. Benchmarked best family- friendly practices: i.e., child care, flex hours & wellness programs, resulting in additional flex spending benefits for all employees. Created education & training for management to help employees balance work & home life issues (ex: The Flexible Manager, Managing Smart, and Respecting Differences). Built out “quiet rooms” for nursing mothers returning to work, equipped with sanitary sinks and lockers. Received Hispanic Chamber of Commerce Award accepted by CEO.

Global HR Operations Manager (1997/1998) 10,350 employees Managed Company-wide Human Resources Service Center metrics and reporting teams. Standardized 52 reports; eliminated redundancies; stabilized and enhanced HR Database; improved HR Call Center tracking capability in order to increase productivity of phone reps. First time centralization and automation of headcount reports worldwide for Senior Executives. Compliance Officer (1994-1997) 8.400 employees

Oversight for Company-wide EEO/AA/ADA Compliance Department; Single point-of-contact for federal, state and local government compliance agencies (Office of Federal Contract Compliance Programs OFCCP, EEOC, etc.). Responded to formal discrimination charges filed against the company. Achieved 100% “No-Cause Findings” on all charges, preventing over 81 lawsuits resulting in millions of dollars in cost savings to company. Modified HR policies & practices. Internal communications and postings regarding federal, state, and local law changes. ADA compliance; State unemployment claims program. Developed and delivered Dell’s U.S. affirmative action plans by SVP and region. Host for Department of Labor (DOL) compliance audit; briefing CEO and Office of the Chair. Received Letter of “Full Compliance with no concerns”, a first in Dell history. HR Business Partner (1992-1994) 6,000 employees

Supported Finance, Technical Support, Customer Service, Sales, Marketing, & Product Groups. Set up home offices for Account Executives across US for Sales Teams. Career Progression Program for Technical Support. Led project team to include pay equity analyses, new job family, career paths & training program. HR metrics & reporting, performance management systems, organizational development, training, succession planning, change management, employee relations & conflict resolution. Administered Employee Surveys “Viewpoint” and drove improvement plans. Conducted focus groups, feedback sessions, diversity meetings, and brown bag lunches. Salary planning, profit- sharing, bonus/stock nominations, sales incentives. Developed business strategies for flex schedules; telework; ergonomics, and recognition programs.

Corporate Recruiter (1991-1992) 2,000 employees

Sourced, recruited and hired over 600 employees in less than six months. Received Vice-President Award from SVP of Americas Region for Dell.

TRACOR, INC now BAE SYSTEMS, Austin, TX

Corporate Human Resources Generalist 1984 – 1991

[Fortune 500 Company] Employee grievance & conflict resolution; management training; revise HR policies & procedures, preparation for government audits, exit interviews, career counseling, design HR tracking database, supervise and train personnel assistants; recruitment advertising, outplacement services. Establish and maintain relationships with employment state agencies. EDUCATION & CERTIFICATIONS

Bachelor of Arts in Psychology – The University of Texas at Austin (1991) Society for Human Resources Management – SHRM-SCP

PROFESSIONAL AFFILIATIONS

Austin Human Resources Association (AHRA); Society for Human Resources Management Association (SHRM); National Employment Law Institute (NELI); Research Institute of America

(RIA); Equal Employment Advisory Council (EEAC); National Industry Liaison Group (NILG)



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