REGINA J. CAPLE

Chief People Officer

516-***-****

ad1sxq@r.postjobfree.com

Valley Stream, New York

PROFESSIONAL STATEMENT

Transformational and solution-driven Chief People Officer with a stellar record of supporting mission-critical Human Resource (HR) programs with expertise in employee retention, resource development, and solution implementation. Results-driven with expertise in process creation, benefits administration, and managing multiple stakeholder expectations. Committed to driving continuous improvements in processes and employee experiences to enable company growth. Currently seeking a role that offers a dynamic working environment and growth opportunities.

CORE COMPETENCIES

Diversity, Equity, Inclusion (DEI)

FMLA/ADA/EEO/WC

Critical Thinking & Decision Making

Employee Motivation and Performance

Change and Growth Management

Budget Management

Crisis Communication

Systems Organization

Departmental Coordination

Stakeholder Engagement

Regulatory Compliance

People and Culture

Management Team Leadership

Performance Benchmarking

Relationship and Team Building

Talent Recruitment & Retention

Process Improvement & Development

Quality Assurance (QA)

Effective Communicator

Human Resource Information System

(HRIS)

PROFESSIONAL EXPERIENCE

Alzheimer's Foundation of America, New York, New York December 2016 - Present Chief People Officer, January 2020 - Present

• Create and implement transformative business initiatives by identifying and defining change and processes, creating a compelling vision that leverages industry leading practices and techniques, obtaining executive buy-in, and identifying trends.

• Serve as a DEI subject matter expert (SME) and retain a comprehensive understanding of company-related initiatives and programs while also executing several HR projects for staff and executives.

• Create and implement talent strategies to build high-performing teams with diverse ideas and promote continuous learning and career development plans to motivate team members; implemented a "Buddy System" and "30/60/90 catch-up process for new hires".

• Ensure all HR lifecycle processes are fully embedded and leveraged to support the organization and employees (e.g., development planning, succession planning, performance management, headcount (HC) planning).

• Own the forecasting and ongoing management of the organization’s labor budget; track labor cost trends and partner with finance and business leaders to optimize labor efficiency.

• Design, communicate, and maintain all aspects of employee benefits and time off programs, including, but not limited to, medical, dental, vision, life insurance, FSA, 401k retirement, executive benefit programs, and reward/recognition programs; increased employee benefits participation by 95% by driving engagement, increasing outreach, and improving service offerings.

• Ensure market competitiveness and overall internal equity by overseeing the development of new and innovative Total Rewards processes, program changes, and impacts to the business.

• Mentor and provide organizational leadership to over 60 business professionals and executives while leading a team of 14 employees.

Director of Human Resources, December 2016 - January 2020

• Retained a comprehensive understanding of company-related initiatives and programs while also partnering with the President and CEO to create the Company’s core values.

• Consulted with key stakeholders regarding business initiatives and organizational effectiveness to implement change management through a comprehensive change management strategy; implemented tactical employee retention plans.

• Reduced employee annual turnover by 35% by creating an employee feedback system and utilizing feedback to design strategic training and outlets for employees to receive support.

• Developed and implemented strategies to attract and maintain a highly skilled and engaged workforce by diagnosing capability gaps, recruiting, and hiring candidates within 10 business days, mentorship, and succession planning utilizing BambooHR.

• Created, managed, and supported company events, programs, workshops, expert Q&As, and interviews to meaningfully connect with the workforce, while leading a team of six employees.

• Collaborated with the Chief Financial Officer (CFO) to establish production and quality control standards, monitor HR budgets, review cost controls, and obtain data.

Regina Caple 516-***-**** Page 2

Paragon Motors of Woodside, Inc., New York, New York January 2015 - December 2016 Human Resource Director

• Trained and mentored various teams on conflict management, emotional intelligence, and business procedures within an 1199 union organization of 400+ employees.

• Deployed inclusive new hire training processes across the Corporate Office and four satellite locations to support organizational growth.

• Led complex human resources projects involving developing and implementing new systems, training initiatives, job classification studies, and other projects with statewide impact; designed training plans to assist sales representatives with negation tactics, increasing retention from 41% to 85%.

• Transformed traditional HR perspectives to an improved People Operations approach; applied organizational psychology research along with Society for Human Resource Management (SHRM) research to achieve strategic goals, minimizing turnover from 21% to 0%.

• Led performance management processes for personal client teams and ensured employees were trained on processes and systems.

Insight Research Group US, New York, New York January 2011 - January 2014 Human Resource Director

• Led the Global Organization’s US office and analyzed employee relation issues of diverse scope, that required in-depth review of broadly defined policies, practices, and legislation to evaluate overarching risks with consult and decisions.

• Reviewed daily employee records and provided recommendations on course of action including, but not limited to short-term disability, FMLA, and job accommodations.

• Researched data related to individual Affirmative Action Plans (AAP) including identifying root causes of statistical indicators and opportunities for process improvements.

• Drove team culture of compliance, accuracy, and efficiency for total rewards including security, privacy, payroll, stock compensation, benefits, and proxy filings.

• Grew the workforce by 75% while simultaneously reducing turnover by 10%; designed and implemented a successful succession plan and employee handbook for distribution across all locations. St. John's Episcopal Hospital, Far Rockaway, New York - Human Resource Manager January 2009 - January 2011 SUPRA Management, New Orleans, Louisiana - Human Resource Consultant January 2008 - January 2009 Flushing Savings Bank, New Hyde Park, New York - Human Resource Benefits Manager January 2006 - January 2008 Flushing Savings Bank, New Hyde Park, New York - Human Resource Generalist January 2000 - January 2005 EDUCATION

Bachelor of Science, Business Administration and Human Resource Management May 2005 Concordia University, Metairie, Louisiana

Professional in Human Resources January 2001

University of Phoenix, Tempe, Arizona

CERTIFICATIONS

Workplace Diversity, Inclusion, and Sensitivity Certificate, May 2021 Traliant, https://www.traliant.com/dei-training-suite/ PROFESSIONAL AFFILATIONS

Society for Human Resource Management (SHRM) Mentor for Hope in Hands Inc, 2007 - Present TECHNICAL SKILLS

Microsoft Excel, FourGen Computer-Aided Software Engineering (CASE) Tools, Microsoft Word, Ceridian HR/Payroll, ADP, Paychex, Kronos, Benergy, ABBRA, People-Trak, BambooHR

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