Organizational Development Projects Manager

Jennifer C. Henagar, MBA, SPHR

**** *. *********** **. * Atoka, OK 74525

*******@*****.*** w cell: 580-***-****

Leadership & MANAGEMENT CAREER PROFILE

Diverse background in Human Resources (HR) and Finance with a high degree of ethics, integrity, accountability, business acumen, and leadership traits

Results-focused, quality-driven professional with extensive experience in management, business and relationship development, strong customer service skills, and dedication to achieving organizational goals.

Core Knowledge & Skill Areas:

Coaching

Strong Business Acumen

Management & Leadership

Policies and Procedures

Self-directed team player or independent contributor

Organizational Development & Effectiveness

Financial Planning & Budgeting

Excellent Verbal & Written Communication Skills

Strong Analytical Skills

Problem Resolution

Training & Mentoring

Customer Focused

Work Experience

Choctaw Nation of Oklahoma, Antlers, OK October 2014 – Present

Organizational Development Strategic Project Specialist (October 2014 to Present)

Provide support to the HR team and business leaders to diagnose organizational needs, develop tailored solutions and deploy successful execution strategies in the various HR program initiatives.

Gather, assess and validate business, organizational and performance data for project initiatives and prepare insightful analysis to support the business case for change.

Participate in high-impact projects by providing solutions/recommendations in the areas of strategy articulation, organizational development, process assessment, policy and procedure development, change management, workforce planning, curriculum and training material design and development.

Write policies and procedures to ensure alignment with all CNO entities.

Design and development curriculum and training material.

Build relationships with business and local leaders to link HR strategy to short and long-range policy and operational issues while leading the tactical implementation.

Review and analyze programs to determine if HR is meeting the organization's long-term goals and objectives.

Conduct research to identify best practice solutions that align with CNO culture.

Choctaw Nation Health Services Authority, Talihina, OK July 2013 – October 2014

HR Director (July 2013 – Present)

Provide direction and leadership to the human resources function of Health Services with a dotted line reporting relationship to the Health Services Senior Executive Officer. Accountable for strategy and budget development, as well as day-to-day implementation, management support, and functional oversight.

Provide day-to-day oversight of all human resource functions such as talent acquisition, employee relations, training, policies, procedures, salary administration and first-line benefits support.

Coordinate with operational leadership to develop, implement, and monitor the effectiveness of strategic initiatives to achieve goals using sound human resource principles.

Develop and maintain effective working relationships at all levels throughout the supported organization.

Plan the operational elements of all HR strategic initiatives and coordinates with other HR directors in a comprehensive team to drive major initiatives such as succession planning.

Coach and counsel business unit leadership on how to achieve business results through effective people strategies.

Research and manage complex and highly sensitive associate relations issues, termination issues, and investigations while providing coaching and counseling to managers and associates.

Choctaw Nation of Oklahoma, Antlers, OK May 2010 – June 30, 2013

HR Strategic Programs Manager (March 2011 – June 30, 2013)

Responsible for strategic project research and management within the human resources department and coordination of key programs across the CNO. Identify opportunities for synergies and develop best practices to achieve tribal initiatives.

Essential Functions:

In conjunction with HR leadership, identify key strategic areas for research and development to create and implement best practice programs that were leveraged across the CNO for efficiency and value-add. Such programs included: workforce readiness planning, workforce strategy, developing HR policies and procedures, and change management initiatives.

Establish, monitor, and analyze key workforce metrics in all organizations for strategic planning.

Conduct cost/benefit analysis, ROI, gap and needs analyses to identify and recommend

Assign, schedule, review, and monitor project work to ensure that progress is within expected guidelines and is completed on time and within budget. Mentor and provide expertise to other project team members.

Develop strategic initiatives to address process improvements.

Coach high potential associates to be extraordinary.

Customer Care Manager (May 2010 – March 2011)

Manage the Customer Care department while continuously developing and improving measurements and tools to increase the Choctaw Tribal Members and employees customer service experience at the Choctaw Nation.

Essential Functions:

Develop and implement strategic objectives to improve customer satisfaction in person and via telephone.

Create tool(s) to measure the success of customer care specialist activities, including customer satisfaction, phone etiquette, training, and service.

Oversee staffing of Customer Care Department to achieve business goals including hiring, training, and all disciplinary matters.

Conduct staff performance appraisals and provide on-going constructive feedback throughout the year on employee job performance.

Responsible for the management of the Customer Care budget.

Morgan Stanley Smith Barney, Plano, TX 2008 – 2010

Financial Advisor (June 2008 – April 2010)

Provided clients and business owners with individualized world class service, comprehensive brokerage options, and investment strategies consistent with the personalized financial goals and needs of my clients while ensuring a strong reputation combined with ethics and integrity. Demonstrated and cultivated relationships with centers of influence, business owners, and high net- worth individuals through networking, introductions, seminars, workshops, educational events and interpersonal skills.

Selected Accomplishments:

Consistently achieved monthly assets under management goal of $400,000 per month by proactively prospecting for new clients.

Ranked in the second quintile of class, which awarded me additional financial sales training in Warren, New Jersey.

75% of clients were in a fee-based advisor platform, and the company goal was 55%.

Conducted quarterly educational seminars for clients and prospects to market myself as a knowledgeable and dependable financial advisor in the Dallas-Fort Worth metroplex.

Attended weekly networking events and monthly Chamber of Commerce Board Meetings for marketing and name awareness.

Cold-called individuals and business owners daily to schedule discovery appointments and follow-up appointments.

Texans Credit Union, Richardson, TX 1998 – 2008

Director of Sales (June 2005- June 2008)

Branch Manager (August 2000- June 2005)

Assistant Manager & Loan Officer (January 1998- August 2000)

Managed all aspects of the credit union sales and service culture initiative, training, coaching, created sales goals, and measurements. Worked with executives to measure results and implement company strategies to meet member loyalty objectives by implementing service standards, employee satisfaction surveys, member service surveys, and job skill assessments.

Selected Accomplishments:

Arranged and led sales meetings and conference calls, prepared PowerPoint presentations, and setup/maintained branch sales goals and results.

Led cross-functional teams to administer the new sales and service culture.

Worked with leaders at all levels of the organization to achieve company goals. Specifically, with 26 branch managers to implement a consultative selling approach that creates customer loyalty and superior service experience that will achieve goals.

Managed Member Relations department to solve customer concerns to create win-win solutions within a 24-hour timeframe.

Conducted on-the-job coaching sessions with 36 New Account Specialists and 26 Branch Managers.

Designed and implemented company sales and support recognition programs to motivate staff to achieve organizational goals.

Overall management of a banking branch with emphasis on service with solution based sales recommendations.

Education and Professional Licenses

Masters in Business Administration, Texas Woman’s University - May 2007

Bachelors of Science in Finance, Southeastern Oklahoma State University – Dec. 1997

Series 7 License, General Securities Representative with FINRA – Aug. 2008

professional development

and Community Involvement

Executive and Professional Coach Certification, the University of Texas at Dallas, August 2015

Marsha Clark and Associates, Power of Self Women’s Leadership Program, May 2014

Certified Facilitator, ToP Facilitation Methods, March 2014

Certified Coach, Stakeholder Centered Coaching Program, February 2014

Certified Coach, Internal Impact Coaching Program, February 2013

Senior Professional Human Resources (SPHR) – June 2012

Certified Tribal Human Resource Professional (THRP), October 2010

Certified Balanced Scorecard Professional (BSP), August 2010

Greater Anna Chamber of Commerce, Anna, TX – December 2008 to May 2010

Chamber Member and Board Secretary from 2008 - 2009

Lakeside Speakers Toastmasters, Toastmasters International, Dallas, TX – Feb. 2009 to Feb. 2010

Club Treasurer and Toastmasters International Member

Leadership Richardson, Richardson Chamber of Commerce, Richardson, TX – May 2003

Alumni and graduate of class XVIII

Contact this candidate