Employee Relations Manager

Nova D. Albers

**** ********* **. ****** ****, Texas 76262 Cell 817-***-****

*******@*****.***

SENIOR LEVEL HUMAN RESOURCES PROFESSIONAL

Creative, energetic, self-motivate and influential senior Human Resource Leader with over 20 years of experience in all areas of Human Resources.

Strengths include partnering with senior leadership to act as a strategic business partner to understand where HR can implement, partner and engage in the successful accomplishment of the business strategy. Proven ability to identify existing and potential issues and then develop collaborative solutions to meet challenges that will advance organizational success.

Competencies include:

Strategic HR Planning Organizational Development and Effectiveness Recruitment and Retention Strategy

Leadership HR Policy and Process Development Benefits Administration

Employment Law Talent/Performance Management Leave of Absence

Employee Relations Workers Compensation Training and Facilitation

Project Management Change Management Employee Engagement

Leadership Development Employee Health and Safety HRIS System Implementation

Succession Planning HR Analytics WorkDay, SuccessFactors and Oracle

PROFESSIONAL EXPERIENCE

Exeter Finance LLC

Human Resources Department, Corporate Office, July 2013 – April 2018

Senior Vice President, Talent Management

Drive, lead and manage human capital strategies that align with business needs and objectives by leading the following teams: Talent Acquisition, Core Human Resources, HR Business Partners, Performance and Talent Management, HR Analytics, Property Management and Employee Engagement. Built departmental HR processes and functions to ensure HR was an established partner while meeting the demands of company growth and change.

-Built and managed a strong operational foundation by partnering with departmental leaders to improve effectiveness, maximize team work, and drive performance to meet business needs.

-Serve as strategic business partner to deliver HR initiatives and strategies that drive efficiencies across the organization while aligning with business needs and driving employee engagement.

-Provide guidance and coaching to leadership while managing through organizational change.

-Lead and develop the Talent Acquisition team strategies to support the growth and development of business needs. Decreased agency spend, developed process improvements and efficiencies, enhanced social media presence, established SLA's, reduced cost to hire, and improved overall customer satisfaction with team.

-Drive and execute business decisions that minimize organizational risks while increasing profits.

-Established HR Analytics for Executive Leadership that identified gaps, process improvements, trends, and data analytics to determine effectiveness of change initiatives.

-Managed the Facilities and Property Management Teams for all Company locations. Reduced spend within team to establish efficiencies and developed process for departmental improvement.

-Created and successfully rolled out the Companies first Employee Engagement survey - responsible for 96% employee participation. Established execution and action plan strategy which determined the baseline for future surveys.

-Responsible for the design strategy, content and implementation of the Performance Management program and process for all employees.

Nova D. Albers p.2

Vice President, Talent Management

Responsible for all talent acquisition, employee relations, HR analytics, performance management, and organizational development activities within the Organization.

-Build and manage efficient and effective processes and infrastructure for sourcing, screening and selecting talent that support business needs and growth.

-Identify critical positions throughout the company and develop succession strategies and plans to ensure the continuity of essential roles.

-Function as a strategic business advisor to all levels of management regarding key organizational and management issues.

-Proactively obtain, interpret and present metrics and analysis to CHRO that enables informed decisions, highlights positive impact and identifies opportunities.

-Provide talent expertise in strategy development and execution, planning, and facilitation of management and employee initiatives.

-Ensure company compliance with all applicable human resources laws and regulations. Remain current with changes in human resources and employment laws and manage company relationships with state and local regulatory agencies.

-Partner with HR management and business leaders to identify and develop talent management strategies, identify gaps and create action plans to proactively address them.

Director Human Resources

Serve in several leadership roles to include- HR Business Partner- Originations and Sales, Director of Talent Acquisition and Director of Organizational Development.

-Plan and direct the organization’s employment and recruiting programs, policies, and objectives to ensure business needs are met and optimal staffing levels are achieved.

-Develop, coordinate and administer recruitment strategies for all business units, Internship Program and Military Recruiting Strategy to identify top quality talent within and outside the corporation. Work across the organization to identity, develop, and retain future leaders, while providing tools and resources for the entire population.

-Partner with other internal and external subject matter experts to identify talent acquisition resources to build individual and organizational capability.

-Work with business units to define key Talent through Succession Planning.

-Conduct calibration sessions, talent management session and focus groups to enhance employee engagement and identify high potential and top talent.

-Assist with the design and implementation of the organization due to company restructures. Develop, recommend and facilitate change management initiatives and suggest enhancement to existing programs associated with organizational transition activities.

-Oversee HR administration of designated business unit to include employee relations activities, investigations, performance management, HR policies and procedures and roll out HR enhancements and initiatives to organization.

-New Site Development – served as HR Business Partner on the successful opening of the Clearfield, Utah Operations Center.

-Branch Consolidation – served as the lead HR Business Partner on successful consolidation of over 40 branches across the country.

General Motors Financial Company Inc. /AmeriCredit Financial Corp.,

Human Resources Department, Corporate Office, September 1998 – July 2013.

Assistant Vice President/ Strategic Business Partner – Human Resources

-Managed and oversaw HR administration activities and programs in assigned regional/area in alignment with established strategies, policies, procedures, federal and state laws and government regulations.

Nova D. Albers p.3

-Worked independently with senior leaders within region/area to develop and execute HR and business area related strategies.

-Conduct investigations of employee related issues including but not limited: discrimination, harassment, and retaliation.

- Responsible for making high level decisions and providing guidance to management on investigations, complaints and other employee issues.

-Partner with LOA team to ensure FMLA, ADA, and other company LOA’s were administered according to policy and laws. Managed the recruiting strategy and programs for assigned regional/area.

-Conducted training on HR and Leadership Development related topics to new hires, managers, and officers as needed.

-Analyzed employee turnover to make appropriate recommendations to address attrition.

-Assessed talent through talent assessments, DiSC, 360s, Action Learning Teams, and nine block activities to create succession planning as well as created core competencies based on business objectives,

Corporate Human Resources Manager

-Responsible for directing and coordinating corporate HR activities such as employee relations, audit, performance management, project management, unemployment, safety, workers compensation and community investment.in compliance with the company’s mission, objectives and state and federal legal requirements.

-Provide guidance, counsel and HR support to the corporate departments on company policies/procedures/programs involving employee relations, regulatory compliance, benefit interpretation, and workers compensation matters.

-Responsible for development and retention of all HR procedures.

-Responsible for all aspects of the development and implementation of assigned projects in the Human Resources organization to include: Defining projects scope and objectives, project estimates, resources and status reports.

-Make recommendation and take action to direct the analysis and solutions of problems.

-Key HR Contact for the successful implementation of HR Oracle 11i programs including but not limited to: iRecruitment, Oracle Advanced Benefits (OAB), Compensation Workbench, Manager and Employee Self Service and Oracle Talent Management.

Business Continuity Manager

-Assume responsibility for business continuity/contingency planning at all levels of the organization including but not limited to coordinating efforts to recover critical business functions in case of disaster, manage the company’s crisis communication plan, as well as being responsible for the implementation, coordination, and testing of the company’s business continuity plan and strategies and practices by directing event command and control, plan validation and validation reporting and BC/DR processes.

-Ensured that all projects were in compliance with company policies and procedures as well as state and federal legal requirements. Establish and manage vendor/service provider relationships regarding business continuity. Perform risk analysis for corporate functional areas to identify points of vulnerability and recommend disaster avoidance and risk reduction strategies.

Human Resources Manager Analyze HR processes and identify areas where improvement could enhance the effectiveness of the over all process. Make recommendations for improvement to various levels of management through out the organization by

analyzing and assessing business needs and how they translate to process improvements for the strategic business goal. Coordinate the processes and procedures utilized when determining company-wide vendor selection and servicing for unemployment, back ground and drug screening, childcare programs, and temporary employment services.

HR Customer Service Manager Responsible for the daily functions of the HR and Recruiting Connection Departments, centralized area for all Human Resources and Recruiting questions, including benefits, payroll, policies, processes, and recruiting IVR system. Manage a team of four in their daily activities. Schedule shifts to ensure optimal phone coverage in the customer service area. Report and analyze ACD phone data to ensure departmental goals and objectives are being satisfied. Develop training plan to enhance team member’s knowledge of department. Act as liaison for all HR vendors. Manage temporary employee hiring process. Responsible for Unemployment Hearings and process.

Nova D. Albers p.4

HRIS Analyst/ Project Manager Responsible for the successful management, design and development of various Human Resource Projects that include, Kronos, AmeriFlex (on-line benefits enrollment), ESPP On-line Enrollment Application, On-line Application and Pre-Employment Paperwork, Salary Administration, ADP and Oracle. Acted as liaison between HR department and various internal areas of the company. Prioritized projects, develop schedules for all phases of the projects, coordinate meetings, and assist in the training of the product. Responsible for business process reengineering, data flow mapping, enterprise resource planning and supported the human resources department as it related to system or application implementation and process improvement. Compose and maintain test scripts as well as analyze results.

Benefits Assistant Responsible for the successful administration of employee health benefits, 401(k) and Employee Stock Purchase Plan. Provide guidance and assistance to all areas of the company with regards to the various employee benefits plans. Survey the industry and community to determine the company’s competitive position in employee benefits. Develop, recommend, and install approved, new or modified plans and employee benefit policies. Supervise administration of existing plans to ensure efficiency. Develop cost control procedures to assure maximum coverage at the least cost to the company and employee. Organize and facilitate employee benefit presentations regarding Cafeteria Plan Benefits. Responsible for the distribution and

administration of all aspects of the Company’s Group Health Insurance program. Responsible for distribution of all employee enrollment materials. Maintained contact with insurance carriers, insurance agents, and physicians to facilitate proper utilization of

benefits for the employee. Reconciled monthly billings, to ensure accurate monthly insurance premium payments. Entered employee elections into the ADP payroll system. Responsible for all aspects of in-house COBRA administration.

SYSTEMS AND APPLICATIONS

WorkDay

ADP

Oracle

Kronos

SuccessFactors

Virtual Edge

Microsoft Office Products

EDUCATION

The University of Texas at Arlington, December 1994

Bachelor of Arts Degree in Psychology

Minor in Business Administration, Management

References available upon request.

Contact this candidate