Human Resources Manager

Chonda Dunn, PHR, MBA **** Park Falls Dr, Pearland, TX 77584

713-***-**** or ************@*****.***

Executive Summary

An accomplished and energetic Senior Human Resources Executive with over 16 years of demonstrated expertise in leadership

and in providing innovative human capital management solutions; including strategic planning, policy and procedure

administration, recruiting and hiring practices, personnel development, retention approaches, legal compliance structures,

managerial support, negotiations, and conflict management. Built and led proactive HR programs for complex, service- based

private and public organizations undergoing acquisition, turnaround, rapid growth and transitional business cycles. Derive

success by consistently building, changing and optimizing infrastructures, technologies, processes and measurement systems to

increase value.

• Create vision and strategy, build consensus and align personnel around core revenue/profit growth objective.

• Develop the resources to drive corporate culture change, create best-in-class organizations and build market- focused

teams while reducing overhead cost and unnecessary expenses.

• Design competitive and cost effective total rewards programs and internship program

• Excel in leadership development, succession planning, process, training, recruitment and multi-sites work

environments, union and non- union exp.

• Conference Speaker on Human Resources Essential and Leadership Training

Mobilelink Cricket- 9/10 – Present Human Resources Partner (Multiple States, Sites & International)

Developed and implemented a highly effective human resources plan that enabled Cricket to achieve its objective. Translate the

business’ objectives into executable strategic people plans. Built a strong, responsive, service orientated culture that balanced a

clear understanding of business’ needs with governances and broader human resources requirement, proactively recommending

clear and direct courses of actions. Led HR strategic planning and oversight encompassing recruitment, compensation, benefits,

payroll, employee relations, training/development, and organizational effectiveness .

Strategic Leadership & Organizational Development

• Created a collaborative process to drive cultural change and support the business model for US office and Indian.

Worked with key executives to develop value added pragmatic people solutions tailored to drive business requirement

and objective that align to overall Cricket’s missions, value and strategies.

• Recommended solutions and provided primary or escalated support on employee relations matters such as hires,

resignations, terminations, performance action plans, job restructuring, immigration matter, unemployment claims,

worker comp.

• Developed new executive performance review process to drive business objectives, corporate changes, and behaviors.

Enhanced the talent in the organization by developing Talent Review, Leadership Development Curriculum and a

formal Succession process.

• Used analytics to demonstrate fact based cost- benefits analysis that drove changes to people programs.

• Developed the Center of Excellence and Strategic Business Manager concept to all the company.

Chonda Dunn, PHR, MBA 2718 Park Falls Dr, Pearland, TX 77584

713-***-**** or ************@*****.***

• Focused on improving employee engagement & retention through analysis of current programs, policies and practices,

implementation of a plan to decrease attrition & increase job satisfaction;

People, Process & Performance Improvement

• Created a human resources department that played an active role in creating a culture of high performance teams and

encourage ownership amongst business leader. Implemented an HR scorecard to hold the Human Resources

Department accountable to the business. Increased HR employee engagement from 40% to 75%.

• Develop and implement the business short, and long term HR priorities in accordance with the business (AOP) and

long term (STRAP), in order that the HR function is appropriately focused to enable the business to achieve top level

performance in all areas

• Develop and implement a strategically focused organization efficiency(OEF) plan for the LOB in order that the cost of

organizations/OEF cost are reducing as a % revenue on an annual basis.

• Develop and manage team of direct and indirect reports, ensuring that the right people are in the right places, and taking

any actions as required, in order that the business HR organization is designed, staffed and developed according to

business needs.

• Steam line and restructured the HR team to focus on productivity, clarified roles and responsibilities as well as drive

enhanced skills in the areas of business acumen, results orientation and relationship/partnership skills.

Southern Union Oil & Gas 01/05 -08/10 Human Resources Manager

Supporting, 1,200 U.S. Employees 5 divisions. Championed development of a formal human resources architecture to

standardize operations and provide the critical support for planned restructuring/expansion and accelerated growth. Led HR

strategic planning and oversight encompassing recruitment, compensation, benefits, payroll, employee relations,

training/development, and organizational effectiveness.

Strategic Leadership & Organizational Development

• Developed policies and procedures, employee retention, performance management and succession plans.

• Brought leadership, focus and structure to a complacent company to poise it for its next level of growth. Led detailed

assessment to identify value propositions for succession planning, strategic direction and restructuring.

• Wrote new policy and procedural manuals detailing comprehensive policies and procedures for employees which

reduced training time and improved efficiency and consistency.

• Successfully resolved informal employee discrimination charge by conducting investigation, documenting findings and

making recommendation, which resulted in no formal EEOC charges

People, Process & Performance Improvement

Chonda Dunn, PHR, MBA 2718 Park Falls Dr, Pearland, TX 77584

713-***-**** or ************@*****.***

• Manage the full implementation of ADP Enterprise; spearheaded a process improvement initiative to streamline HR

administrative practices and procedures.

• Drive for “employer of choice” by designing a comprehensive benefits consolidation from 22 plans with cost

containment guarantees.

• Improved employee morale and reduced turnover by developing a procedural manual, committee of employees to draft

and have input in departmental procedures, and created a hiring board and float pool.

• Developed an in –depth evaluation system, improved productivity in the workplaces

Employee Communications & Relations

• Conducted all level investigations in response to employee complaints and benefits, including sexual harassment.

Served as Corporate contact for all field HR legal matters.

• Ensure that managers throughout the organization have learning & development as an ongoing priority, and that they

understand and drive the link between business performance and employee learning to the business, aggressively drive

a performance management culture with the company, ensuring full application of talent mgt process, addressing

performance issues whilst driving development of employees with potential to grow, in order for the business to

achieve its goals

• Oversees all hiring and process, create job offer and compensations for new hire’s and current employee’s

MKG Manufacturing Company - 01/01-11/04 Human Resources Manager

Establishment and initiated changes for organizational restructuring. Led a staff of 3 in the HR Department of 30 employees.

Reduced staffing excess and instituted extensive training programs to meet compliance regulations. Labor relations included

administering three unions including contract negotiations, grievance, termination, and Health and Welfare issues.

Strategic Leadership & Organizational Development

• Facilitating communication between various business units and the Superior Recruiting Team, Assisting business unit

leaders to identify, prioritize, and build organization capabilities, behaviors, structures, and processes.

• Support line managers in forecasting and planning their talent pipeline requirements in line with the function/business

strategy. Lead and implement workforce planning, employee retention, performance management, leadership

development, and employee relations.

• Audited and implemented legal compliance changes into the payroll processes

People, Process & Performance Improvement

Chonda Dunn, PHR, MBA 2718 Park Falls Dr, Pearland, TX 77584

713-***-**** or ************@*****.***

• Serves as point of contact for general HR matters for all employees (e.g. employee relations, payroll, training,

recruitment and benefits).

• Provide various business units and area employees with guidance and assistance with company compliance, policies

and procedures.

• Provide compensation support including the development of job descriptions and salary structures using a company

established format.

PROFESSIONAL DEVELOPMENT

• MBA- Human Resources Management (University of Houston)

• Society for Human Resources Management National Member (PHR)

• American Association of Human Resource Management (AAHRM)

• Six Sigma- 2013

Awards & Affiliation

• Member of National SHRM Employee Relations Panel (2010-present)

• Member of National SHRM Employee & Labor Relations Committee (2012- present)

• 2013 Winner of Women of Excellence Award

Organizational Development • Best Practices • Acquisition Leadership

*Employee Relations (ER) * Acquisitions * Strategy Plan (STRAP) * Compensations *Investigations * FMLA/LOA

*Unemployment, Harassment, EEOC,ADAA *Annual Operating Plan (AOP) *Performance Management * Labor Relations

* Benefits *HR Information Systems (HRIS) *Change Management *Recruitment *Key Performance Indicators (KPI)

*Organizational Development (OD) *Training & Development *Organization Efficiency (OEF) * Paychex/ADP/SAP

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