Beverly L. Sanders, MBA, SPHR, SHRM-SCP. act72g@r.postjobfree.com

** ********* ** ** ****, Georgia 30165 706-***-**** residence 256-***-**** mobile

Executive Summary: Human Resources Executive

A Human Resources Professional with over 17 years of progressive experience in overseeing complex HR functions and driving leading-edge workforce initiatives to help organization reduce costs, increase productivity, and align its workforce more effectively with strategic corporate goals and objectives. My diversified background gives me the ability to handle multiple roles and projects.

As a Human Resources professional, my goal is to provide systems that create and maintain a flexible environment to attract, retain and develop a diverse, skilled, committed, motivated, productive and ethical workplace. This goal has been attained with a proven history of screening, testing, hiring and developing hundreds of employees based on specific organizational requirements.

Career Experience

Goodyear Tire & Rubber Company

Gadsden, AL

Talent Manager (2014 – Present)

§Capability Builder:

-Select, retain and develop the right talent and capabilities; develop and implement proactive and innovative talent management solutions to deliver business results

-Effectively diagnose and analyze organizational capabilities to proactively develop and implement individual, team and organizational improvements to support delivery of the business strategy

-Coach, challenge and support managers in their role on people development and organizational related processes

§Strategic Business Partner:

-Understand key drivers and challenges of the business to provide specific coaching to line managers

-Use business knowledge, trend reporting and data to provide effective solutions which align with business goals

-Partner with the line management team to understand key performance issues, objectives and drivers and their implications for people and organizational strategies

§Change Champion :

-Challenge the status quo, champion new initiatives and act as a catalyst for change that drives continuous improvement in business performance

-Build a case for why change matters, overcome resistance to change, engage key stakeholders in the process of change and drive processes to sustain change

-Support delivery of the people strategy within the business sector through the identification and development of targeted HR/OD interventions to deliver business performance

§HR Innovator and Integrator

-Lead and manage the people related plan and agenda

-Proactively drive HR core processes in the business unit

-Support the development and execution of technology to make HR processes more efficient and effective in supporting the business

-Understand and leverage appropriate technologies to connect people and collaborate with identified target groups

-Support roll out of global HR solutions to business unit, acting as a champion, engaging stakeholders, challenging and coaching managers to gain buy in

Lawton, OK

Manager, Employment Services (2013 – 2014)

§Talent Acquisition, plant succession planning systems. Talent recruitment into the organization through a variety of means including universities, job fairs, military exits, and external recruiters

§Develop and foster relationships with talent organizations including universities and military organizations.

§Work directly with plant leadership and NAT Manufacturing teams to understand recruiting needs and assist with filling specific needs.

§Evaluate and assess effectiveness of recruiting strategies.

§Employee Engagement Champion

§Change Agent: Ability to identify and drive organizational and cultural change. Experience in project management and developing teams

§Develop measurement and tracking systems to assess the effectiveness of recruiting efforts. Develop systems to improve recruiting efforts in the plant. Reduce lead time in the filling of salaried vacancies.

§Assure recruiting efforts are consistent with AAP, EEOC, OFCCP requirements.

§Coordinate recruiting activities with NAT plant and corporate leadership. Assist in the development of joint efforts and assist in making predictive recruiting decisions.

§Build pipeline of talent for each functional area supported and represented

§Manage facility’s Manufacturing Leadership Development Program which solidifies future bench strength

Lawton, OK

Organizational Development and Staffing Manager (2012 – 2013)

§Talent Acquisition, plant succession planning systems. Talent recruitment into the organization through a variety of means including universities, job fairs, military exits, and external recruiters

§Develop and foster relationships with talent organizations including universities and military organizations.

§Work directly with plant leadership and NAT Manufacturing teams to understand recruiting needs and assist with filling specific needs.

§Evaluate and assess effectiveness of recruiting strategies.

§Employee Engagement Champion

§Change Agent: Ability to identify and drive organizational and cultural change. Experience in project management and developing teams

§Develop measurement and tracking systems to assess the effectiveness of recruiting efforts. Develop systems to improve recruiting efforts in the plant. Reduce lead time in the filling of salaried vacancies.

§Assure recruiting efforts are consistent with AAP, EEOC, OFCCP requirements.

§Coordinate recruiting activities with NAT plant and corporate leadership. Assist in the development of joint efforts and assist in making predictive recruiting decisions.

§Manage plant internal labor movement, salary and hourly. Coordinate most efficient methods of staffing plant vacancies. Assure hourly labor movement is consistent with plant guidelines.

Stockbridge, GA

Human Resources Manager (2006 – Feb. 2012)

§Managed plant HR budget (health and welfare $1M dollar fiscal budget).

§Established cost containment measures by negotiating RFP’s and bid proposals which identified savings of $50,000 annually during each contract year (first 4-year agreement signed)

§Established new 2-tier wage schedule which made the facility more competitive in the industry

§Performed ad hoc analysis in any of the existing data sources to support any business understanding or support the development of enterprise solutions that support strategic HR .

§Developed assumptions and calculations for HR annual operating plan.

oCalculated costs for impacts of performance bonus, COLA (cost of living allowance), outsourcing

§Facilitated HR weekly plant KPI budgeting meetings

§Maintained payroll tables including taxes, deductions, benefits, garnishments and child support.

§Performed necessary data entry for adding new hires and terminations, processing department changes and salary increases.

§Calculated retroactive pay for salary increases.

§Audited payroll information for time entered and deductions for accuracy.

§Recruitment, employee relations, employee benefits and policies, EAP coordination, labor issues, labor negotiations, AAP development, enforce employment and labor laws, organizational development, performance management, succession planning, strategic planning, coaching (leadership and first line mgmt.)

§Audited evaluations, promotions and salary increases for employees to ensure FLSA compliance and Labor laws were followed.

§Conducted and participated in compensation surveys. Created, audited and managed position descriptions, job grades and salary ranges.

§Participating in quarterly SOX (Sarbanes Oxley) testing

§Training Manager

§Workers Compensation Manager; Safety, Health & Industrial Hygiene Manager

§Environmental / ISO 14001 Coordinator & Auditor

§Community Outreach Program Coordinator

§Wellness Program Coordinator

§Employee Recognition Program Coordinator; Employee Engagement Champion

Decatur, AL

Human Resources Specialist / Employment Manager (1998 – 2006)

§Maintained payroll tables including taxes, deductions, benefits, garnishments and child support

§Performed necessary data entry for adding new hires and terminations, processing department changes and salary increases

§Calculated retroactive pay for salary increases

§Audited evaluations, promotions and salary increases for employees to ensure FLSA compliance and Labor laws were followed

§Conducted and participated in compensation surveys. Created, audited and managed position descriptions, job grades and salary ranges

§Staffing (Targeted Selection), recruitment, employee relations, employee benefits and policies, labor/ union issues

§ AAP development, EEO recordkeeping, investigations and reporting, SHRM Diversity Manager

§Employee Communications (Editor – Plant Newsletter, maintained closed-circuit TV communications systems )

§Benefits Coordinator; FMLA Coordinator / Administrator

§Community Outreach Program Coordinator

§Ergonomics Coordinator; Wellness Program Coordinator

§Employee Recognition Program Coordinator

Auditor / Production Specialist (1995-1998)

§Maintained following duties: Production scheduling, Inventory Control, Shipping & Receiving – Domestic and Export products

§ ISO 9002 Department Coordinator & Auditor

§Systematic problem-solving

§Functioned as plant D.O.T. contact (Certified in transporting hazardous materials)

§Prepared Business Center Quarterly and Annual Business Plan

Area Manager (1992 – 1995)

§Performed management functions for textile production department; performed quality audits

§Performed performance appraisals

§Functioned as Department Safety & Training Coordinator

§Scheduled plant raw materials; responsible for waste disposal

Payroll / Data Processing Clerk (1983-1992)

§Maintained payroll records for over 500 employees

§Performed necessary data entry for adding new hires and terminations, processing department changes and salary increases

§Calculated retroactive pay for salary increases

§Audited payroll information for time entered and deductions for accuracy

§Familiarity with workplace rules and contractual guidelines

§Cross-trained in Industrial Engineering., Cost Accounting, A/P & A/R, and Purchasing

Education

§2002 University of North Alabama Certification in Human Resource Mgmt. Florence, AL

§2000 Nova Southeastern University Masters Degree / Business Administration Fort Lauderdale, FL

(Honor Society – Sigma Beta Delta)

§1992 Athens State University B.S. Accounting Athens, AL

§1989 Athens State University B.S. Business Administration Athens, AL

§1982 Calhoun Community College A.S. Accounting Decatur, AL

Additional Training

§HR Policy Association Training – “The Elements of Bargaining: The Law, Preparation, Bargaining Techniques, Contract Costing

§Annual EEOC / OFCCP Training (Agency-sponsored workshops)

§Sarbanes Oxley – Business Conduct Facilitator Training

§Human Resources Legal Forums (Annual Employment and Labor Law training)

§Onboarding / Career Development

§Performance Management System

§LEAN / Standardized Work

§Continuous Improvement / Value Stream Mapping

§Business Continuity / LDRPS – Living Disaster Response Planning System

§DOT / Hazardous Materials Management

§Performance Management Process

§Job Sculpting

§The 5 Levels of Leadership

§Power Steering

§Plant Optimization System (Milliken Process)

§Mentoring / Mentee Train-the-Trainer

§Inside Out Coaching

§Korn Ferry Competency Modeling

Professional Memberships / Recent Awards

§Society for Human Resource Management – Great Plains

§Society for Human Resource Management (Henry County) – Membership Director

§Society for Human Resource Management (National)

§American Business Women’s Association

§National Association for Female Executives

§Henry County Chamber of Commerce / Henry County Existing Industry Council

§Southern Crescent Technical College (Advisory Committee Member of Business Mgmt. Program)

§2010 – Named “Outstanding Business Partner” by the Atlanta Regional Commission & the Hearts to Nourish Hope Agency

§Company Chair of Collective Bargaining negotiation team that achieved successful cost effective contract agreements with UAW in 2007 and 2011

§Environmental Awards – led facility to becoming the Corporation’s 1st facility to “Zero Waste to Landfill” designation; 68% solvent / VOC reduction in plant overall processes

§Safety / Workers Compensation Awards – (2006 – 2011 led facility in multiple recognitions: 2200 days without LWD, 2 years with $0.00 – workers compensation cost)

Certifications

§Certification – SHRM-SCP (October 2015)

§Certification – Mentor/ Mentee Train-the-Trainer (2014)

§Certification – 360 Feedback Facilitator (PDI Ninth Hour) (2012)

§Certification – Facilitator / Trainer (Calhoun Community College)

DDI (Development Dimensions International - August 2004)

§Certification – SPHR - Senior Professional in Human Resources (May 2003)

Software Skills

Microsoft Office products, GEMS, GIMS, PSMS, GAIMS, MSS, GTMS, ORdB, RTS, SAP, GoLDColRS – DPC Payroll / Time System

Instructional / Adult Learning Experience:

DDI (Development Dimensions International) courses facilitated for various local industries

Facilitator / Trainer - Calhoun Community College, Decatur, AL (August 2004 – Present)

Facilitator / Trainer - Goodyear Tire & Rubber Company – Gadsden, AL ( August 2008)

Courses Taught: Interaction Management (IM) Essentials; Motivating Others; Getting Started As a New Leader; Essentials of Leadership; Coaching For Success; Leading Change; Essential Interviewing Skills

Webster University (Lawton – Fort Sill, Oklahoma)

Adjunct Professor – MA / MBA Program Curriculum (September 2012 – December 2013) (Human Resource Management & Management and Leadership)

Courses Taught: HRMG 5000 – Managing Human Resources; HRMG 5920 - Compensation ; BUSN 5200 – Basic Finance For Managers

Areas of Competence:

A. Specific Areas of Teaching Competence

Human Resources, Employment Law, Accounting, Finance, Compensation, Ethics and General Business Courses as a practitioner and trainer/ instructor / facilitator

B. Specific Areas of Specialized Practical Experience

Labor Relations: Course – “The Elements of Collective Bargaining (The Law, Preparation, Bargaining Techniques, Contract Costing and a Negotiation Simulation”

Program Development:

Wellness Program; Community Outreach Program; Communication Team Program; Veterans Outreach Program; Employee Recognition Program; Employee Engagement Program

*All of these programs were developed hand in hand with tremendous amounts of employee input and feedback.

Curriculum Development:

First Line Manager Development Program; Safety Training - Mandated OSHA Testout Program, Quarterly Ethics Training Program, Sarbanes Oxley Testing Guidelines

HRMG 5000 – Managing Human Resources; HRMG 5920 - Compensation ; BUSN 5200 – Basic Finance For Managers

References furnished upon Request

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