Human Resources Management

Brinda Beasley, MBA/SPHR 314-***-****

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

Professional Summary:

Highlights

MBA

SPHR Certified

13+ Years’ Executive Experience

Human Resources Business Partner

Strategic Management

Corporate Leadership

Multi-State Environments

Remote Workforce Environments

Benefits & Compensation

Workforce Planning & Analysis

Talent Acquisition Management

International Recruitment Management

Available to Travel up to 75%

Proven Human Resources Professional, with 13 years’ executive level experience, and 4+ years’ international experience in recruitment management. Possesses a reputation for effective leadership capabilities. Strengths include operational oversight and strategic management of Human Resources, process development, talent acquisition and analyzing HR metrics. Experience includes managing employee populations across multi-state locations in corporate, client, and remote environments. Managed direct reports, including executive level professionals. Innovative, “out-of-the-box” thinker, with the ability to develop policies and identify strategies from a Human Resources perspective that facilitate the company’s ability to meet overall business objectives.

Certification:

SPHR (Senior Professional Human Resources)

Education:

M.B.A. - Lindenwood University, (GPA 3.85/4.0) March 2007

B.S. - in Management, National Louis University (GPA 4.0/4.0) June 2002

A.A.S. - in Computer Aided Drafting Technology, ITT Technical Institute, March, 1999

Class Ranking – Valedictorian

Experience:

CONFIDENTIAL March 2015 – Oct. 2015

Director-Human Resources (Laid Off)

Developed Human Resources Strategies, Processes, and overall Infrastructure to facilitate the company’s ability to achieve business objectives through human capital management.

Lead key project initiatives such as developing new internal processes, executing an employee referral bonus program, and bringing personnel files into compliance.

Operational oversight of all aspects of Human Resources functionality including, employee engagement, performance management, benefits strategies, payroll, cultural strategies, and compliance.

Defined and communicated performance expectations and conducted performance reviews.

Developed and managed the company’s Talent Acquisition strategies.

Identified and implemented an ATS (Applicant Tracking System).

Coached managers and leaders in best practices to identify and resolve performance issues, as well as compliance in interviewing, on-boarding, and termination procedures.

Drives cultural strategies and change management throughout a multi-state organization, in a fast-paced environment with rapidly changing priorities.

THE NEWBERRY GROUP April 2006 – March 2015

Executive Director, Human Resources

Strategic Partner - Member of the company’s Executive Board.

Develops Human Resources Strategies, Processes, and overall Infrastructure that facilitate the company’s ability to achieve business objectives through human capital management.

Develops reporting metrics, and makes recommendations to the Executive Board based on data-driven analysis.

Develops and leads key initiatives such as benefits management, policy implementation, talent acquisition, and internal process improvement efforts.

Responsible for day-to-day operational oversight of all Human Resources functionality including compliance with Federal, State, and Local employment regulations (Hiring/Terminating/FMLA/ADA/EEO, etc.) across multi-state locations in multiple corporate, client, and remote environments.

Evaluates systems and managed the process for HRIS integration to improve efficiencies within the Human Resources functionality.

Developed incentive plans and lead recruiting team(s) through “best practices” coaching to be more effective and timely in deliverables.

Conducted equitable analysis and developed the company’s compensation structure.

Developed and implemented the performance appraisal process, and coach leaders in best practices to identify and resolve performance issues.

Served as the Plan Administrator for both the ESOP and 401(k) retirement Plans. Worked closely with the Plans’ Trustee and Investment advisor.

Developed Affirmative Action Plan that was found to be in full compliance of a recent OFCCP audit, and files EEO-1 and VETS-100/100A reports.

Developed new healthcare insurance contribution strategy, resulting in distributed burden between the company and employees for rising insurance costs which reduced premiums to employees with dependents, and improved employee satisfaction.

Designed and implemented employee referral program that increased talent referrals by 90%.

Coached managers and leaders in best practices to identify and resolve performance issues, as well as compliant interviewing and hiring techniques and termination procedures.

Marketing/Communications Management:

Oversees Marketing/Communications. The team is responsible for managing the company’s web-site content and graphic design, corporate communications to the internal and external employee population, and developing marketing materials and advertisement strategies.

The team constructed a new website and Intranet portal for the company during the last year.

Initiated and documented social media marketing strategies to help build company awareness and promote business and career opportunities.

Prior Professional Experience:

Lindenberg and Associates, St. Louis, MO

Director, Technical Recruiting

Rose International, St. Louis, MO

Director of Technical Recruiting (Resource Delivery) and Vendor Management

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