Talma Crawford, SHRM-CP, PHR

**** ***** ***** **. *******, TN 38118 c: 901-***-**** acwmzb@r.postjobfree.com

SUMMARY

20+ years of progressive human resources experience including employee relations, diversity and inclusion, succession planning, integrated performance management, mergers/acquisitions, change and talent management, compensation, benefits administration, recruiting and training.

15+ years of demonstrated expertise in Federal EEO/AA Compliance Programs

15+ years of comprehensive research and data analytics

EXPERIENCE

Hilton Worldwide 1993 – 2015

HR Compliance Manager, Central/Southeast Region (2006 - 2015)

100% compliance record of successfully closing government audits with favorable outcomes

coordinated and facilitated the establishment and roll-out of 8 Affinity groups

Developed and facilitated Affirmative Action and I-9 trainings for managers, live and via webinars companywide

Developed guidelines for non-discriminatory employment practices, and monitored their implementation and impact

Skillful in data resources such as HRIS, ATS, and Metrics Tools to gather and analyze data

Proven ability to manage and monitor federally required Affirmative Action programs for 100+ locations in Central and Southeast region of the US, including Puerto Rico

Demonstrated success in developing compliance processes and related programs to meet legal requirements for 25,000 employees in hotel operations, reservation centers, and talent acquisition centers as well as 3 corporate locations.

Proficient in workforce analyses, investigations, resolved data discrepancies and preparing written responses to government officials in response to random OFCCP Audits, EEOC Charges and Wage & Hour Audits.

Experienced in managing the life cycle and all communications of government audits

Adept in identifying potential areas of risk, problem areas, risk solutions and good faith efforts with cross-functional HR and Operations business groups

Specialist in conducting internal audits to evaluate the adequacy and effectiveness of policies, procedures, processes, and initiatives to implement internal controls to mitigate risk

(75% to 80% Travel)

Analyst, Workforce Planning & Analysis (2003 – 2006)

Partnered closely and liaison with Information Technology and Human Resources Operation functions to ensure integrated and accurate data reporting and data integrity

Supported HR clients during organizational changes (workforce planning, reorganizations, implementation of new policies)

Launching of new software applications, and streamlining of processes

Generated metrics, statistical summaries, and special reports involving human resource management performance and outcomes against stated business objectives

Coordinated position maintenance and job classifications (job description reviews and assign codes)

Oversaw preparation of government reports as required, such as EEO-1, VETS-100A

Affirmative Action Coordinator (2001 -2003)

Strategically partnered with Hiltons’ internal consultant/advisor on Equal Opportunity (EO), Affirmative Action (AA), and Equal Employment Opportunity (EEO)

Supervised the EEO team and external consultants on development, implementation, monitoring and communication of affirmative action strategies and initiatives

Ensured company-wide legal and regulatory affirmative action compliance with Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, Vietnam Era Veterans’ Readjustment Assistance Act of 1974, Federal Acquisition Regulations and other pertinent laws and regulations.

Directed the development and maintenance of affirmative action plans for 350 Affirmative Action Plans, directed, implemented and coordinated the development and monitoring of AA programs and related initiatives.

Team Services Specialist (1999-2001)

Provided generalist support for Field and Corporate locations.

Handled the day to day administration of HR policies and programs including employee relations, training, employee communications and engagement, recruitment and staffing, compliance and benefits administration. Partners with employees and management to communicate various human resource policies, procedures, laws, standards and government regulations.

Conducted exit interviews, analyzed data and make recommendations to the management team for corrective action and continuous improvement.

Responded to employee relation issues such as employee complaints, harassment allegations and civil rights complaints.

Represented the company for unemployment claims.

Facilitated training (including orientation) to the workforce.

Maintained and coordinated employee recognition programs.

Interviewed, screened and recruited job applicants to fill entry-level, professional and technical job openings.

Reviewed applications and interviews applicants to match experience with specific job-related requirements.

Conducted new-hire orientation

Employee Relations Specialist (1997-1999)

Monitored and/or resolved team member relations issues and inquiries. Investigating, resolving, and communicating solutions/ resolutions in regards to employee questions, issues, or concerns.

Determined and took appropriate actions to resolve issues in a timely, appropriate, and confidential manner while ensuring compliance with all applicable laws and regulations.

Education

University of Memphis - Memphis, Tennessee

BPS Organizational Leadership

Southwest Tennessee Community College, Memphis, Tennessee

A.A.S .& A.S. Human Resources / Mid-Management

Memberships

SHRM National

SHRM Memphis Board Member

Leadership Memphis

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