HANNAH E. PARKER 312-***-**** ad0lcj@r.postjobfree.com LinkedIn

STRATEGIC PEOPLE OPERATIONS LEADER

Human Resources Leader with over 20 years of experience working with cross-functional teams and global business leaders to manage people operations. Ability to improve employee retention and performance through managing organizational development activities including employee relations and talent management. Encourages employee engagement and efficiency in remote and physical environments. Expert in recruiting top talent for operational needs, identifying gaps and implementing organizational programs. Core Competencies include:

Strategic HR Leadership

Diversity, Equity & Inclusion

Business Process Optimization

Strategy Performance, Analysis &

Evaluation

Talent Management

Employee & Labor Relations

Compensation and Benefits

Investigations & Conflict

Resolution

Employment Law, Regulations &

Compliance

Certified Executive Coach

Authorized Partner & Certified

Facilitator, DiSC© Suite

Lean Six Sigma Green Belt &

Black Belt (Project Management)

Risk Assessment & Mitigation

PROFESSIONAL EXPERIENCE

CORNELL UNIVERSITY, New York HR Operations & Project Manager, 2023 to Present Strategic Partner in shaping rapid enterprise growth in HR policies, processes, and procedures for the University's eCornell division, in partnership with Executive Leadership in support of over 900 remote and hybrid staff and 100+dual appointed faculty - providing guidance, policy interpretation and application in organizational effectiveness and talent management.

Restructured the layoff and separation process for 900 remote and hybrid staff and 100+dual appointed faculty, achieving a substantial reduction in separation-related issues and alignment with evolving business strategies.

Streamlined employee relations and absenteeism management utilizing the PDCA, RaCI and other Lean methodologies to model and establish clear roles, communication channels and enhancing HR operational efficiency.

Mentored and managed remote HR staff, including HR Business Partners, Recruiters, and HRIS Admins to foster continuous improvement through process engagement, development, role clarity to align team with business restructuring.

Established eCornell's disciplinary action process analyzing pain points and introducing a tracking mechanism creating standardization and an ongoing approach that has significantly reduced claims of inconsistency.

Created and implemented whitepapers by leveraging data analytics to identify and address trends (attrition, DEI).

Maintained an unblemished record of operational compliance with labor laws and regulations, minimizing legal risks and ensuring adherence to policies throughout the enterprise. HE CONSULTING, South Carolina Founder & Principal HR Consultant, 2008 to Present Collaborate with Fortune 25, 100, and 500 companies, small businesses, and non-profits to deliver global HR advisory and consulting services. Utilize research, data analysis and psychology-based effectiveness tools to create and implement HR programs, policies, and procedures with a strong emphasis on employee relations, people operations, DEI initiatives and performance improvement.

Strategically build and manage relationships with key companies to expand revenue growth, execute HR principles, deliver measurable results, and reduce HR related issues by 100% within 6 months.

Develop and execute diversity and inclusion programs leading to a 20% increase in workforce diversity and an improved organizational culture.

Spearhead HR and People Operations programming to restructure and build effective teams, drive organizational development, and boost employee productivity 20%.

Coach C-Suite Executives to optimize organizational capacity. Promote positive cultural transformation and resolve complex employee relations issues, resulting in increased employee satisfaction and 30% reduction in HR-related concerns.

Lead change management, sourcing, recruitment and onboarding strategies, achieving smooth transitions, staff retention and increased employee morale.

Administer and review customized DiSC assessments for organizations and individuals to drive strategic planning and workforce development, and shape engaged, collaborative, and high-performing cultures. OTIS ELEVATOR COMPANY, South Carolina Employee Relations Manager, 2017 to 2018 Led remote Employee Relations and onsite HR activities. Collaborated with General Counsel, HR partners, and Supply Chain, Engineering, and Manufacturing Operations stakeholders to streamline organizational activities. Formulated and implemented workplace policies and processes. (Talent management, compensation, performance management, DE&I).

Advised leaders on employee development and stretch goals for employee exposure; initiated a mentorship program, to enhance manager-employee communication and develop internal leaders while overseeing staff of four Senior HR Generalists.

Revised the Manufacturing Operations Employee Manual communicating employee and business expectations in compliance with federal, state, and local laws.

Hannah Parker pg. 2 2

OTIS ELEVATOR COMPANY Employee Relations Manager (continued)

Identified employee engagement needs and trained staff and HR Teams on complex matters pertaining to union avoidance, conducting investigations, and managing workplace conflict. Communication score increased by 30%.

Implemented Merit planning to address overspending and inconsistencies; introduced panel assessments to improve senior leadership involvement, identify high-potential individuals and engagement of bottom 10-20% of performers.

Revamped internal and external interview procedures by establishing selection criteria; and customizing interview questions, feedback mechanisms and structuring hiring process – improving manager development, staff training, employee relations, performance management, and SMART goal development for career progression.

Increased Employee Satisfaction YOY 18% introducing and launching “Voice of OTIS Board” – to provide timely engagement and feedback to site employees; implementation acknowledged by Global Employee Relations Leadership Forum as a best practice.

GKN DRIVELINE, North Carolina Senior Human Resources Manager, 2014 to 2016 Site HR Leader for a 700-person Tier-1 global automotive supplier, oversaw comprehensive operations, led confidential investigations, and managed HR team to enhance employee retention and satisfaction. Collaborated with HR Vice President and Plant Director on organizational restructuring, training, and staff development initiatives.

Efficiently filled open roles and successfully converted over 300 temporary employees to full-time permanent status, reducing the temp-to-perm ratio by 56%.

Reduced lead-time to hire employees to 3.3 days and achieved a 67% reduction in lead-time for onboarding permanent salary and temporary hourly personnel through strategic improvements.

Created a multi-site substance abuse compliance-training program and developed targeted messaging for diverse employee groups and regional leadership.

AMAZON.COM, Virginia & Indiana Human Resources Leader, 2010 to 2014 Oversaw high volume regional hiring, new hire onboarding, and employee relations for 5K permanent and 9K contingent employees in distribution logistics sector of multinational technology pioneer committed to e-commerce and web services.

Led the launch of two 1M-square-foot facilities developing and implementing onboarding strategy for 2,300 non-union direct-hires and creating high-performance climates for more than 8K associates within three months.

Advised Senior Operations leaders and managed daily relationships with 1,800 non-union associates, 82 salaried managers, and 10 senior leadership team members, and partnership with a 3rd-Party staffing agency during peak holiday seasons while overseeing staff of 10 Senior HR Business Partners, HR Business Partners, and HR Generalists.

Authored White Papers and championed Diversity initiatives on matters related to Peak Ramp Up/Down, Employee Investigations, HR Team Development, Talent Management, New Hire Onboarding, and Recruitment of leaders. MAGNA INTERNATIONAL Division Human Resources Manager, 2007 to 2008 FORD MOTOR COMPANY Global Human Resources Business Partner, 2001 to 2007 EDUCATION & CERTIFICTIONS

Master of Public Administration, Human Resource Management UNIVERSITY OF SOUTH CAROLINA & CLEMSON UNIVERSITY, Greenville, South Carolina Bachelor of Arts, Political Science, English

CLEMSON UNIVERSITY, Clemson, South Carolina

Professional Graduate Studies, Organizational Behavior HARVARD UNIVERSITY, HARVARD EXTENSION, Cambridge, Massachusetts DEI: Building a Diverse Workforce

Executive Women in Leadership

AI Strategy

CORNELL UNIVERSITY, Ithica, New York

PROFESSIONAL & CIVIC AFFILIATIONS

DE&I Director, South Carolina League of Women Voters Nominations Committee Board Member, United States League of Women Voters Friends of Florence County Library

Clemson Cooperative Extension Advisory Board

Society of Human Resources Management

Leadership Florence (SC), Florence Chamber of Commerce

Contact this candidate