Human Resources Resource

Sherysse R. Morris

***** **** **, ** **** C l Mill Creek, WA 98012 l Phone: 832-***-****(C) l ************@*****.***

Human Resource Professional

A seasoned professional, with proven leadership in all matters relating to human resources, with a strong emphasis on employee and labor relations. Including but not limited to: investigating employee complaints, alleged ethics violations, policy interpretation, and employee transitions within and/or out of the company. Ensure a fair and consistent approach to policies and procedures, as well as fair labor practices thus promoting a positive culture within the business, while minimizing risks. Coaching business leaders on employment matters to ensure a diverse and inclusive work place. Works closely with legal counsel and provides technical guidance of EEO and other employment law matters to HRBPs, and business leaders.

Employment History

Amazon

Employee Relations Manager/Career Ambassador

2015 to Present

Nestle, USA

Servisair

Regional Human Resource Leader

Director of Human Resources

2012 to 2014

2010 to 2012

McDonald’s Franchisee Den-Tri Corp

Director of Human Resources

2003 to 2010

DHL, Incorporated

Regional Human Resource Business Partner

2004 to 2006

Coca-Cola Enterprises

SR. Human Resource Generalist

1994 to 1998

Accomplishments

Employee Relations

Developed and managed the investigation and resolution of complex employee relations. Monitored internal and external ER/LR issues and trends. Aligned with internal/external legal counsel as needed based on the complexity of the issue, and conducted risk assessments for key stakeholders to support a proactive approach to compliance. Established tracking tool, which measured and tracked, employee and labor hot spots and risk exposure to the company.

Partnered with Leaders to cultivate and maintain standard ER Resource Group processes and systems to ensure compliance with applicable federal/state/local laws, rules, and regulations. Lead investigator for issues that were: complex, sensitive, and high risk. Recommended a course of action to management in accordance with applicable laws and company policies

Managed EEOC complaints and charges, resulting in decreased legal costs and fees. Investigated issues by identifying, assembling, and analyzing relevant data, documents, and statements of individuals with key knowledge, and prior similar cases to -ensure consistency and minimize risk. Ensure company policies and practices were followed consistently and fairly to increase employee engagement. Responded to employee complaints, harassment allegations, Code of Ethics violations and Civil Rights complaints.

Worked proactively and in a consultative manner educating employees and managers on corporate-wide policy, procedures, and practices at each touch point, enabling them to make decisions that provided a fair and consistent employment experience throughout the organization, thereby stewarding the employment and cultural brand.

Labor Relations

Negotiated collective bargaining agreements along with a team including the Chief Labor Relations Officer and Attorneys. Advised management staff with interpretation, and application of collective bargaining agreements, attendance, personnel practices, and grievance policies. Prepared documentation for evidence and mediated diverse hearings.

Initiated correspondence with the, Labor Relations Division, relative to adverse actions. Advised management on topics and policy guidelines related to sensitive issues.

Researched and prepared recommendations regarding grievances arising from labor agreements. Analyzed situations when local agreements did not exist. Assisted in establishing company position on labor issues. Researched and analyzed existing and proposed legislation.

Assisted and advised managers and supervisors in relation to bargaining unit contract queries, and progressive discipline methods and procedures. Researched and prepared responses for special assignments. Acted as institution coordinator of the Random Drug Testing Program in accordance with individual contract agreements. Conducted studies and maintained statistics for historical purposes. Coordinated the protocol associated with State Personnel Board Hearings.

Participated in the development of labor contract costing models and database management systems. Dealt with labor/management issues brought forth to the Public Employment Relations Commission (PERC).

Partner with Senior Managers and HR teams to create and sustain positive ER programs and best practices. Designed and conduct multiple positive labor relation’s trainings and communications in partnership with Employment Legal teams. Designed, collect, and analyze multiple levels of employee feedback. Partnered to engage in continuous improvement in communication vehicles and practices. Analyzed, diagnose, design, and revise people programs, policies, and practices to sustain positive ER.

Strategic Partner.

Consistently provided relevant and timely information to management teams (e.g., commitment surveys, rewards and recognition). Partners with corporate HR to ensure effective implementation of key people initiatives, shared best practices, proactively identified emerging business issues and collaborated on developing solutions. Including partnership with business: i.e. People Strategy linked to OMP, RTMO plan and Organization Design. Developed plans to address employee issues and assisted in the implementation.

Designed, developed and implemented training related to performance management, merit planning processes, and employee relation functions to reduce the evaluation process. Designed new position titles, job descriptions and compensation structure for the entire institution. Wrote and implemented compensation systems to create sense of fairness among employees. Established tracking of organizational performance against job market to control salaries. Developed internal communication materials regarding benefits, compensation, and other human resources policies and procedures or other internal business issues. Provided functional guidance, advice and/or training to less-experienced HR generalist staff.

Created diversification by reaching out to national minority organizations for qualified candidates. Developed a turnover cost report, to determine the amount of time and money spent on the recruitment practices of the division. Reduced the turnover rate for the division from 56% to 18%, within a year.

Partnered with business to assess human resources needs in areas such as organizational design, workforce planning, talent acquisition, employee and career development, performance management, succession planning, and rewards and recognition.

Reviewed and analyzed business metrics including data on retention and employee experience in order to recommend systemic improvements.

Partnered with the business to lead both annual and mid-year review processes, which focus on performance management and talent development.

Leadership

Collaborated with the Management staff on organizational development and other human resource-related initiatives. Ensure delivery of timely, relevant, and efficient HR operational services in partnership with other HR organizations and resources. Managed employee set-up, maintenance, and termination in the HRIS system, as well as the administration of employee benefits.

Established relationships with appropriate colleges, universities, trade schools, associations and employment offices for recruitment. Developed methodology for internships to play effective role within the company. Coordinate various HR Resources such as Talent Management, Sourcing, Organization Effectiveness, and Compensation to diagnose, develop, and deliver timely and relevant solutions to the client

Lead a team of 3 Human Resource staff members. Set goals for each to ensure professional growth including participation in professional organizations. Acted as an internal expert to the organization and developed and implemented training programs for staff. Set goals/objectives and developed an implementation system to reach those goals.

Professional Skills

Implemented Policies and Procedures

Recruiting and Retention

Developed Compensation and Benefits Programs

Mergers and Acquisitions

Administered Performance Improvement Processes

Compliance

ADA Accommodation and FMLA Administration

Training and Development

Change Agent

Strategic Implementation and Goal Setting

Lead and Developed Performance Management

Merit Planning

Talent Review and Succession Planning

Education

CANTERBURY UNIVERSITY- CHESHIRE, UK UNIVERSITY OF TOLEDO-TOLEDO, OH

Bachelor of Science Business Administration, 2003 Professional Human Resource Management Certification, 2003

Professional Affiliations

Certifications: PHR, SAP, DDI, Entrepreneurial Business Plan Development

Corporate Trainer: Change Leadership, Diversity & Inclusion and Covey Trust Leadership

Training: Safety, TSI, TPM, Project Management, PeopleSoft and Stephen Covey

Associations: Society of Human Resources Management (SHRM)

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