Wayne Davis

Fort Worth, TX 817-***-**** ac6n39@r.postjobfree.com http://careerwebfolio.com/waynedavis/

Human Resources and Talent Management Leader

Driving Employee & Labor Relations Developing Top-Performing Talent Creating Talent Strategies

Human Resources and Talent Management Leader with experience aligning domestic and global organizational human resource and talent management needs with business goals and objectives by implementing insightful HR solutions. Expertise in HR leadership, labor relations, employee relations, employment law, and conducting high-level investigations. Adept at collaborating across an organization to meet global / multi-national needs and diversity and inclusion (D&I) initiatives. Trusted business partner forging strong relationships, enduring partnerships, and stakeholder collaborations. Active: top secret security clearance

Core Competencies

● Cross-Functional Leadership ● HR Business Partner / Internal Consultant ● Talent Management

● Legal / Regulatory Compliance ● Succession Planning / Development ● Multi-Disciplined Leadership

● Human Capital Strategies ● Lead Diversity & Inclusion Strategies ● Contract Management

● Lead HR Business Partners / Teams ● Employee Engagement / Retention ● Employment Law

Professional Experience

Third Stallion Consulting Fort Worth, TX. 2018- Present

Principal

Areas of Expertise:

Diversity & Inclusion Strategies

Talent Strategies- People/Culture

Labor Relations & CBA Negotiation

Employee Relations- Alternative Resolution Strategies/ Complex & Sensitive Investigations

Mediation/ Management Coaching

Talent Development, Succession Planning & Employee Engagement

Organizational Training/Change Management

Leadership Development

AECOM Fort Worth, TX 2005 – 2017

A builder of infrastructure assets for governments, businesses, and organizations with revenues of $18.2 billion.

Director HR, Labor & Employee Relations

Provided strategic HR leadership for the corporate office, leading a team of up to 20 HR professionals. Managed human capital including M&As, integration, workforce alignment, policy development, communication, succession planning, D&I initiatives, investigations, process improvement, performance management, labor relations, and talent development.

HR Business Partner / Internal Consultant

$10 million to $15 million reduction in risk / losses achieved by implementing HR Merger & Acquisition due diligence processes that strengthened strategic leadership alliances in driving profitable business results.

$1 million dollars in legal costs, fines, employee claims, and exposure to business prevented on proposed / planned changes by researching issues and submitting viable options to senior leadership and program management.

$800,000 decrease in recruitment costs and 45% improvement in employee hiring and deployment process attained by assuming accountability for a subpar internal HR organization, redefining the mission, retraining staff, and building a flagship high performance department.

96% in award fee scores realized by developing a new HR organization model / structure supporting a $50 million contract amendment, enabling superior service delivery to the program and employees.

Cross Functional Strategic & Tactical leadership

$2 million contract amendment for additional work for design, build, delivery and installation of product completed by resolving internal stress and dysfunction through successfully mediating conflict between engineering, operations, safety, and quality personnel resulting in additional work and increased profits from an untapped revenue stream.

$350,000 drop in EEOC and legal expenses noted by developing relationships with federal agencies, driving compliance training, and applying alternate dispute resolution, mediation and proactive engagement techniques.

15% retention improvement recorded by developing a supervisor development program (SDP) creating a feeder pool for succession, diversity, and inclusion initiatives.

10% small business subcontracting goal requirement exceeded by negotiating a competitive long-term subcontract.

Lead Diversity & Inclusion Strategies

$400,000 cost cut in global talent acquisition and 20% above diversity goal target recorded by leveraging an offshore subsidiary to develop a global talent acquisition / diversity and inclusion talent model to vet candidates.

10% increase in diversity within the divisional c-suite achieved by overcoming internal bias and identifying a competent D&I candidate elevated as the first executive level female controller / deputy CFO.

Created a competitive edge and enhanced business development by installing an offshore subsidiary.

Ensured succession for next generation of leaders by identifying two direct reports with talent and developing through mentoring and training for promotions to management roles.

Reduced claim payouts and mitigated harassment concerns by convincing a senior leader to complete an executive coaching program.

Alleviated internal conflict by partnering with the CEO and the executive manager to create a mediation plan to resolve the issue and strengthen the professional relationship between the concerned parties.

Recognized with a high award score by enabling performance on a contract in Germany by researching applicable German employment laws and regulations, proposing a strategy for obtaining approval of key personnel, and convincing the German government to approve two staff substitutions holding the visas required to work in Germany.

Develop / Lead HR Business Partners & Teams

30% reduction of turnover for 12-month contract employees with a parallel drop in recruitment costs, performance deficiencies, and poor product delivery realized by applying best practices and people strategy techniques from the ADDIE model to assess, analyze, develop, and implement changes to department functionality.

Enhanced the capability to conduct efficient, confidential, and compliant investigations by training 98% of HR practitioners on investigative techniques and work product consistency.

Strengthened revenue and profitability allowing the company to acquire contracts by obtaining ISO quality certification to maintain competitive parity in the market.

Human Capital Strategies & Talent Management

Avoided protracted legal proceedings from outside federal agencies by negotiating an amicable separation and release agreement between the company and an underperforming employee.

Expanded succession database by designing a cross-functional intern development program.

Improved employee performance by collaborating with the manager to re-engage the employee and set goals and objectives to attain sustained performance improvement.

UNIVERSAL SODEXHO (REMOTE SITES) Harahan, LA 1998 – 2004

An offshore catering and facility management company supporting the offshore drilling industry along the Gulf of Mexico Coast and Pacific Rim and generating $4.5 million annually.

Director HR

Led all HR functions for the division providing catering and facility management, operational oversight for offshore oil and gas drilling and contract program management in Bahamas.

Education & Professional Development

Master of Science in Management / HR, Troy State University

Bachelor of Arts in Business Administration, Loyola University

Qualified Mediator

Certification: Human Resources: Understanding HR Systems Features and Benefits

Certification: Organizational Learning and Development

Society for Human Resource Management (SHRM)

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