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Employee Relations Manager

Oklahoma City, OK
September 17, 2018

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Charissa J. Gray

**** ** ***** ****** ******** City, Oklahoma 405-***-****


To obtain a Strategic Human Resources Business Partner role within an organization that fosters and cultivate an environment of inclusiveness, advocates for a high performance culture, works with discipline and inspires teams to thrive and grow while driving business results.


Oklahoma State University, PHR, May 2003

Bachelors of Science, Criminal Justice, May 1997

Core Competencies:

Multi-State/Multi- Site HR Support

Drives Performance Management

Strategic Leadership

Managing Finances

Workforce Planning and Staffing

Talent Acquisition and Development

Project Oversight & Change Management

Financial Acumen – P & L

Associate Engagement, Learning and Development (Exempt/Nonexempt)

Ethics and Compliance

Labor Relations/Avoidance

Diversity and Inclusion

Employee Relations

Digital Champion/Leverage Technology

Social Responsibility, Community and Reputation

Excellent written, oral and communication skills.

Self-driven, organized and detail-oriented.

Life-long learner

Proficient in Microsoft Applications

Proficient in various web-based systems and applications

Work Experience:


Market Human Resources Manager July 2012 - Current

Directs the strategic HR plans for 18 Walmart stores with over 3,700 Non Exempt and 185 Exempt employees. She supports a $540 Million book of business.

Oversees, communicates and drives the consistent implementation of the company's HR initiatives (for example, HR practices, business plans, systems, personnel-related activities) in multiple facilities by assisting in the development of the HR business plan, gathering internal and external perspectives, trends, and other data specific to geographic area; auditing HR practices at the store level; analyzing and monitoring reports; creating action plans to resolve issues; verifying data; conducting on-site observations; acting as a HR resources in the implementation of initiatives (for example, training store management on HR methodology and processes); and providing HR advice and consulting to store management.

Ensures compliance with federal, state, and local laws and regulations, and company policies, procedures for multiple facilities by analyzing and interpreting reports; implementing and monitoring human resource compliance; directing and overseeing action plans to improve performance; and directing the management teams in ensuring confidentiality of information, documentation, and assigned records.

Delivers full-cycle talent management for critical positions in the business unit by identifying and utilizing sourcing techniques to source a diverse candidate pool (for example, cold calling, social networking, job board/internet mining); screening candidates for qualifications and coordinating withering managers to arrange for interviews; providing guidance and insights to managers on critical HR practices (for example, recruiting processes, performance recommendations, strength identification); gathering and facilitating feedback from managers on candidates and associates; identifying and forming strategic relationships to bolster the company's talent strategy; serving as a company representative at major conferences and events; and managing the offer process, including negotiating and communicating offer information, compensation, and benefits.

Drives associate engagement by analyzing survey data and employment trends; conducting store visits in order to identify, research, evaluate, and resolve associate concerns; soliciting associate feedback and other associate data sources to assist in identifying solutions and action plans; developing action plans to resolve labor concerns; collaborating with stakeholders (for example, Store Manager, Market Manager, regional leadership) in order to design solutions and provide insight on and advocate for associate feedback, requests, and concerns; reviewing and ensuring consistent application of company policies and procedures, initiating investigations; and providing associates with resolutions.

Builds and maintains partnerships with business leaders to ensure the human resources (HR) function meets business needs by advising operations, including market level and store management, on HR solutions, policies and procedures; meeting with business unit leaders to understand workforce planning, talent gaps, potential attrition, and high potential talent in operations; incorporating information into operations HR strategy and initiatives; providing consultation and recommendations on how to address HR concerns and mitigate impact; creating plans and events that directly address business unit HR gaps; utilizing workforce planning and diversity representation data to align and organize sourcing efforts; and collaborating with the field talent acquisition team on sourcing and recruiting talent.

Drives the execution of multiple business plans and projects by identifying customer and operational needs; developing and communicating business plans and priorities; removing barriers and obstacles that impact performance; providing resources; identifying performance standards; measuring progress and adjusting performance accordingly; developing contingency plans; and demonstrating adaptability and supporting continuous learning.

Provides supervision and development opportunities for associates by selecting and training; mentoring; assigning duties; building a team-based work environment; establishing performance expectations and conducting regular performance evaluations; providing recognition and rewards; coaching for success and improvement; and ensuring diversity awareness.

Promotes and supports company policies, procedures, mission, values, and standards of ethics and integrity by training and providing direction to others in their use and application; ensuring compliance with them; and utilizing and supporting the Open Door Policy.

Ensures business needs are being met by evaluating the ongoing effectiveness of current plans, programs, and initiatives; consulting with business partners, managers, co-workers, or other key stakeholders; soliciting, evaluating, and applying suggestions for improving efficiency and cost effectiveness; and participating in and supporting community outreach events.


Senior Human Resources Manager – HealthCare Division June 2010-June 2012

Regional Human Resources Manager – HealthCare Division July 2009-June 2010

Manages HR functions including policy and procedure development, employee relations, recruiting and hiring, training and development, labor relations, compensation and benefits for 3 markets (San Diego, Arizona and Nevada).

Manages employee relations issues across services regarding hourly employee and management staff, making appropriate employment decisions in accordance with applicable federal and state laws and company policies and procedures.

Leads the performance management process for salaried employee population.

Implemented results oriented action plans including employee engagement, performance improvement and strategic initiatives.

Work with leadership to create and implement development plans for high potentials.

Manage the succession planning process for all functional areas within my markets.

Manage talent assessment and talent review for functional areas within my markets.

Ensure that all managers in area of responsibility have completed core training and necessary certifications.

Areas of focus include recruitment, relocation, merit process, incentive plans, leaves of absence, position postings and position reclassification.

Conduct training needs assessments, developed and delivered hourly and management employees training programs.

Assist in new sales activity by supporting the survey process and sales presentations when requested.

Assist in employee conversions/acquisitions to Sodexo payroll.

Educate and develop rapport with internal/external customers and promote partnership by seeking feedback and responding to customer requests.

Identify and clarify internal/external customer needs and expectations, taking actions to ensure that Sodexo and customer goals are aligned and met.

Communicate project or program status, work activities, and potential problem reports to supervisors, team members, and others (e.g., legal, communications).

Educate managers and employees on HR policies, plans, programs, practices, processes, and tools.

Resolve individual employee issues that require special handling and recommend appropriate resolutions, including policy exceptions, where appropriate.

Respond to inquiries regarding HR plans, programs, and policies and procedures in accordance with Sodexo policy.

Act as a liaison between field Human Resources Offices, corporate, customers, clients, and suppliers.

Promote a customer/client-centered culture that strives to exceed customer and client needs, requirements, and expectations.

Promote and support workplace diversity initiatives.

Make strategic decisions, considering immediate and long-term implications, benefits and costs, and risks associated with decision alternatives.

Ensure that personnel comply with all Federal, State, and Local regulations, as well as company and customer/client policies and procedures.

Maintain records and reports necessary to comply with Company, government, and accrediting agency standards, regulations, and codes.

Maintained HR metrics including safety numbers, overtime summary, recruitment costs, and turnover report.


Human Resources Manager- HealthCare Division July 2007-June2009

Handles all human resource functions for one or more accounts/units. Included payroll, benefits, training, employee relations, recruiting, safety, etc. Role focused on hourly workforce.

Respond to inquiries regarding HR plans, programs, and policies and procedures in accordance with Sodexo policy.

Oversee programs and ensure compliance with Sodexo policies and procedures and Federal, State, and Local laws regarding human resources.

Manage the implementation of HR plans, programs, and systems.

Educate managers and employees on HR policies, plans, programs, practices, processes, and tools.

Resolve individual employee issues that require special handling and recommend appropriate resolutions, including policy exceptions, where appropriate.

Serve as a strategic business partner and work with operations to positively impact the business.

Assisted in training and enforcement of all company policies and procedures.

Investigated and responded to hotline calls and other employee relations issues including progressive discipline.

Managed recruitment process and set up interviews for candidates.

Participated in recruitment career fairs and events including all college career fairs.

Participated in performance management annual review process.

Facilitated and tracked regional FMLA process.

Provide HR counsel on business initiatives.

Provide direction to managers on the implementation of HR plans, programs, and training.

Communicate with employees to encourage them to participate in HR-sponsored activities (e.g. training programs, forums, seminars).

Act as a liaison between field Human Resources Offices, corporate, customers, clients, and suppliers.

Act as the primary communications consulting resource for various HR initiatives.

Develop measurement and feedback mechanisms to monitor and evaluate effectiveness of HR plans, programs, processes, and tools.

Oversee fact-finding investigation activities related to internal and external inquiries, complaints, and concerns and prescribe appropriate remedy to resolve complaint or concern.

Professional Associations:

Member of Society of Human Resource Management

Black Chamber of Commerce

National Association of African American’s Criminal Justice

Dress for Success

Regional Food Bank

Oklahoma City Chamber of Commerce

2017 HR Trend Setter Award


7/03 to 6/07 The Salvation Army, Divisional Director of Human Resources

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