Management Human Resources

la june t. davis-wiley, sphr, SHRM-SCP

**** *. ******* ****** *******, IL 60617 708-***-**** *********@*****.***

Senior Human Resources Executive

Strategic professional who deploys participative management style in fast-paced, diverse workforce.

Proactive change agent who spends time in employee environment encouraging learning and promoting the increased productivity that results in value-added customer service.

Excellent team builder and consultant on personnel issues and organizational development.

Areas of expertise

Strategic Business Partner

Recruitment & Retention

Workforce Strategies & Planning

Organizational Design & Development

Employee and management training

Operations Management

Communications

On Boarding

Performance Management

Employee Relations

Compensation & Total Rewards

Succession planning

EEOC, AAP, OSHA, W/C, and other federal, state,and local compliance program needs, including training, investigation, and prevention programs

Leadership Coach

Corporate Training

Employee Satisfaction

Project Management

Change Management

Policy Management

Professional Experience

HEARTLAND ALLIANCE – HUMAN CARE SERVICES 2014 – Present

Senior Director (Interim), Employee Services & Workforce Development November 2015 - Present

Provide strategic oversight of Heartland’s workforce development efforts, manages human resources activities, and provides compliance, reporting and fiduciary oversight of benefits plan management. Responsible for directing, workforce strategy, human resources policy development and compliance, compensation and benefits administration, recruitment, employee and labor relations, and regulatory compliance. Serves as the organization’s Affirmative Action Officer. Participates in Board and Committee meetings as necessary to interpret administrative and personnel matters.

Director, Employee Services & Workforce Development July 2015 – November 2015

Provide operational and strategic oversight of Heartland’s employment practice and workforce development efforts. Responsible for direction of recruitment, retention, employment practice, employee relations and workforce development efforts and supervises assigned managers and staff. Direct and supervise the workforce development team, including but not limited to Workforce Development Manager(s) and Coordinator(s).

Strategic oversight:

Assist in the preparation of departmental budget, strategic plan and department Success Objectives.

Provide strategic direction on workforce development and employment practices and processes, including but not limited to oversight of recruitment and selection, onboarding, staff development and performance management.

Directly support development and implementation of methods to improve overall employee engagement (a workforce connected to mission, strategy) and organizational effectiveness

Manage longer-term projects to improve functional capabilities and service, such as systems and process improvements, cross-training and coaching of team members

Employee Relations:

Direct labor relations activities, ensures compliance with negotiated contracts, and manages the organization’s response to grievances, disciplinary activities, and charges filed with regulatory agencies.

Assist in investigation and resolution of employee grievances and coordinates processes of responding to complaints. Consult with labor attorney and other service providers as required.

Provide direction and counsel to direct reports and management towards appropriate resolution of employee relations, internal investigations and employee complaints.

HR Operations and Talent Management

Administer compensation and performance review programs to ensure effectiveness, compliance, and equity within organization.

Direct orientation activities, including oversight of New Employee and New Manager Orientation to ensure workforce connection to mission, philosophy of care and organizational strategy.

Coordinate compliance and management training as necessary, including but not limited to interviewing, hiring, terminations, employment practice, and performance management.

Maintain up-to-date knowledge of legal requirements and government reporting regulations affecting human resources functions and assists the Senior Director in ensuring that policies, procedures, and reporting are in compliance.

Oversee unemployment claims activity, including direction of team to respond to administrative hearings and requests for information.

Support design/implementation of new and existing talent development and talent management programs: performance management, orientation, Heartland University

Develop sustainable mechanisms to collect and use relevant talent data to make better people decisions

In conjunction with Corporate Compliance Officer, ensure compliance with Occupational Safety and Health Administration regulations. Direct risk management activities related to human resources and employment practices and is a member of the organization’s Risk Management Team.

Strategic business partner, providing leadership and decision support to enable fulfillment of organizational strategies and objectives. Serves as a consultant to management on Human Resource related issues.

Human Resources Business Partner August 2014 – July 2015

Act as employee champion and change agent.

Provide leadership coaching on policy, procedure, leadership skill building and action planning.

Assess and anticipates HR-related needs, communicates needs proactively with organizational stakeholders.

Engages in full spectrum of employee relations activities in partnership with managers and supervisors and provides HR guidance to improve decision making and performance improvement.

Directly supports effective investigation, response and resolution of employee relations issues, minimizing risk and ensuring decisions are aligned with values.

Develop integrated solutions and formulates partnerships across the Heartland Alliance Business Services to deliver value added service to management and employees that reflect the objectives of the organization.

Maintains an effective level of organizational program, funding and service(s) knowledge, strategic plans, critical competencies and gaps, culture and competition.

Lead improvements in infrastructure, policies and procedures and directly supports a full spectrum of people management issues, including organizational development, performance and talent management, employment practices, and employee relations.

Supports separation, lay-off and exit process for staff; including support for program start-ups and closures in accordance with the Collective Bargaining Agreement.

PROVENA HEALTH – RESURRECTION HEALTH (Now joined as Presence Health) 2010 – 2014

Oversee human resources functions at all facilities and offices in the South Region.

(Joliet, IL; Aurora, IL; Kankakee, IL and Avilla, IN)

Corporate Director Human Resources

Provide leadership coaching on policy, procedure, leadership skill building and action plans.

Conduct and facilitate focus groups.

Manage annual employee opinion surveys.

Brainstorm, strategize, plan, and implement cost effective recruitment and retention strategies.

Develop, compile and analyze recruitment reports and metrics.

Oversee employee relations and union avoidance efforts.

Design and present leader-training to facilitate understanding of employee relations, diversity issues, employment law, recruiting, and organizational development.

Administer all human resources policies, procedures and programs.

Maintain responsibility for employee relations, training and development, benefits, compensation, organizational development, employment and HRIS.

WELLPOINT, INC - ANTHEM 2002 – 2009

Managed full-cycle recruiting process nationwide for Health Insurance provider.

Senior Talent Acquisition Consultant 2004- 2009

Employment Manager/Project Manager 2002-2004 (Contract)

Managed complete recruitment life-cycle, used PeopleSoft HRMS, behavioral interviewing, competency-based recruitment models and program specific interview guides.

Averaged 100+ exempt medical hires annually, 85% attributed to non-fee sources.

Effectively utilized the Taleo tracking system to analyze position management, variance and vacancy reports, and approve and process departmental staffing requests.

Developed and negotiated employment offers for new hires.

Facilitated new associate orientation and on boarding.

Coached managers and employees on policies and procedures.

UNIVERSITY OF CHICAGO HOSPITALS 1993 – 2002

Managed employment, testing services and administrative functions for Medical Center.

Manager, Recruitment & Assessment (Human Resources) 2000-2002

Conducted high-volume recruitment campaigns for exempt and non-exempt vacancies and positions covered by collective bargaining agreements.

Improved Recruitment department operational efficiencies through effectively supervising and mentoring staff, delegating job functions and creating programmatic assignments.

Performed job analysis and evaluation. Completed salary surveys and developed position descriptions.

Maintained labor, staffing and turnover statistics for all departments. Conducted exit interviews and identified reasons for high turnover. Initiated action plans, which resulted in increased retention.

Developed cost-effective recruitment solutions to address high-growth staffing demands and new programs.

Participated in special projects, in preparation for contract negotiations, related to collective bargaining agreements for employment, compensation and benefit issues.

Senior Employment Specialist (Human Resources) 1998 to 2000

Recruited mid to senior-level managerial, professional, administrative, business, technical staff. Filled key positions in finance, information technology, business development, marketing, research, operations, facilities management and administrative services.

Conducted new employee orientation.

Reviewed and authorized staffing requests, internal transfers and merit/promotional increases.

Performed recruitment and administered compensation, benefit and employee relations programs.

Coached managers and employees on policies and procedures.

Senior Financial Specialist (Lab Administration) 1995 to 1998

Developed, monitored, and forecast the operational financial performance for all Lab Departments.

Prepared financial statements and variance analysis, reporting monthly results that identified, quantified, and delivered opportunities to align with and achieve target financial commitments.

Provided guidance and executed plans of improvement for cost containment and process efficiencies by supporting department managers with gainful understanding of financial processes and information.

Administrative Manager (Perinatal Care Center) 1993 to 1995

Administrative Operations Manager with oversight for 9 administrative staff and Birth Certificate Office.

Participated on the union negotiating team.

Developed long-term strategic plan to restructure Customer Service Department and bring it more in line with business processes.

Education

DEPAUL UNIVERSITY – Chicago, IL

Master of Arts Degree, 2007 - Applied Professional Studies (Organizational Change)

COLUMBIA COLLEGE – Chicago, IL Bachelor of Arts Degree, 1981 - Marketing Communications

Affiliations/Designations

Senior Professional Human Resources (SPHR) Designation

Society for Human Resource Management, Member

National Association of Health Care Recruiters, Member

Toastmasters International, Past President- UCHAT

Sigma Gamma Rho Sorority, Inc., Past President, Vice-President, Parliamentarian,

Sigma Gamma Rho Sorority, Inc., National Personnel Committee

Sigma Gamma Rho Sorority, Inc., Regional Board - Secretary

Top Ladies of Distinction – SSCC

Ivy Execs - Mentor

Author

Articles

Witness To A Public Death –Divine Caroline

Hey, Get Out of Your Way – Divine Caroline

Stay Ready! Seven Ways Leaders Can Stay Ready- Leadership Excellence Essentials

Books

One Day A Butterfly Kissed Me – Everyday Inspiration for Everyday People

Training

There’s No “I” in Team – Building A Highly Effective Team

Lead, Follow or Get Out of The Way – Understanding Leadership Styles

Hiring Games People Play – Making Effective Hiring Decisions

How To Get Along With Anyone – Conflict Management

Got Conflict? – Conflict Resolution & Mediation

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