DENISE SWINTON, PHR, SHPR, SHRM-CP, CCMP

Results-driven Regional Human Resources Leader with over two decades of extensive experience driving organizational success through strategic HR initiatives. Proven expertise in aligning HR practices with business objectives to optimize workforce performance and productivity. Adept at developing and implementing innovative talent acquisition, retention, and development strategies that consistently elevate employee engagement and satisfaction. Demonstrated proficiency in navigating complex labor laws and compliance issues and fostering a positive, inclusive workplace culture. Proven track record of significantly reducing employee turnover while increasing employee productivity and engagement. Adept at leveraging leadership, business acumen, and best HR practices to deliver business solutions in HR management, capacity building, recruitment, and labor relations.

• Experience in the key functional areas of HR with an emphasis on Organizational Development

• Adept at developing training programs, fostering employee growth and career progression

• Solid understanding of and commitment to the core values of diversity, equity, and inclusion

• Proven success in implementing diversity & inclusion recruitment strategies and programs

• Capability of developing and implementing HR programs that drive organizational success

• Proven ability to design/deliver strategic planning sessions to enable business effectiveness

• Skilled in guidance, problem-solving, and conflict management for a smooth workflow

• Exceptional time management skills with the ability to multitask and prioritize workload

• Practical verbal and written communication skills with astonishing presentation skills

• Sound interpersonal skills and willingness to work with people of diverse backgrounds. Regional Human Resources Leader – AL, AR, GA TYSON FOODS 2017 – Present

• Direct cross-departmental coordination across rural complexes in the Southeast, overseeing internal and external management.

• Ensure compliance through overseeing essential annual training modules, including EEO, Ethics, and Compliance.

• Analyze turnover, retention, and absenteeism data, crafting strategies for the Turnover & Retention Improvement program.

• Assist local management in implementing retention initiatives for enhancing orientation and job training processes.

• Perform meticulous HR function audits to verify procedural adherence to local and state policies and regulations.

• Provide expert guidance to facility management, proposing targeted corrective measures based on audit outcomes.

• Lead recruitment and succession planning efforts, identify staffing needs, and customize recruitment activities accordingly.

• Conduct conflict resolution training and presided over hearings on Team Member and contract grower disputes.

• Investigate Team Member complaints, providing comprehensive follow-up to Division HR Directors and department heads.

Key Contributions

® Enhanced compliance through meticulous HR audits, ensuring alignment with local and state policy guidelines.

® Developed and executed a Turnover and retention Improvement program, reducing turnover by 85%.

PERSONAL INFORMATION

501-***-****

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linkedin.com/in/deniseswinton

SKILLS

• Human Capital Management

• Human Resources Strategy

• Organizational Development

• Employee & Labor Relations

• Talent Acquisition & Management

• Performance Appraisal

• Employer Branding

• HR Transformation

• Employee Onboarding& Scheduling

• Empathic

• Customer Service

• Training & Development

• Decision-Making

• Strategic Thinking

• Human Resources Information

Software (HRIS)

• Teamwork & Collaboration

• Payroll Processing

• Diversity, Equity & Inclusion Leader

Performance Management

• Full-cycle Recruitment & Selection

• HR Consulting & HR Audits

• SAP/HRIS/HRMS

• 24/7 Multi-State HR Support

• Construction/Distribution Center

• FLSA/FMLA/OSHA/ADA

• EEO/Affirm. Action/ OFCCP

• Fortune 500 Best HR Practices

• HR Budgeting & Forecasting

• Change Management

• HR Alignment Strategies

• Leadership Development

• Workforce Planning & Visioning

• Benefits/Total

Rewards/Compensation

• Job Architecture & Job Family

Metrices

• Systems Implementations

CORE COMPETENCIES

PROFESSIONAL EXPERIENCE

PROFESSIONAL SUMMARY

A dynamic HR strategist with a history of reshaping teams across Construction, Retail, Manufacturing, Distribution, Call Center, Start-ups, and Non-Profit sectors. Recognized for cultivating robust partnerships and executing high-impact HR initiatives. Sr. Human Resources Manager – Little Rock, AR BURNS INC. 2006 – 2017

• Formulated policies for optimal people resource management- employee relations, affirmative action, and career development.

• Led HR Audit Onsite Project Team, ensuring compliance and procedural integrity.

• Cultivated problem-solving abilities in employees through advocacy and explanation of company policies.

• Conducted thorough applicant screenings, interviews, and background checks, referring suitable candidates to management.

• Made informed recommendations on hiring, promotion, separation, and disciplinary actions for company-wide team members.

• Offered guidance and solutions for problem resolution to both team members and leaders.

• Coached and guided team members, encompassing performance counseling and risk-management practices.

• Oversaw General HR Control areas, ensuring regulatory compliance and refining HR programs and procedures. Key Contributions

® Led successful HR audits, resulting in a 20% improvement in compliance and procedural integrity.

® Implemented strategic policies, leading to a 30% increase in employee problem-solving abilities and relations.

® Led investigations into employment discrimination, sexual harassment, & wrongful discharge, achieving fair resolutions. Executive Team Lead HR – North Little Rock, AR TARGET CORPORATION 2004 – 2006

• Conducted rigorous HR audits for compliance, driving program improvements and ensuring regulatory adherence.

• Provided robust support and training to team members for proficient execution of HR functions.

• Managed applicant information with precision, prioritizing security and upholding strict confidentiality standards.

• Demonstrated expertise in handling sensitive applicant data, reinforcing trust and confidentiality protocols. Key Contributions

® Orchestrated a comprehensive leadership development program, leading to a 25% increase in internal promotions.

® Directed a talent acquisition strategy resulting in a 45% reduction in time-to-fill critical leadership positions. Training Manager – Little Rock, AR GC SERVICES 2002 – 2004

• Facilitated sales-focused workshops, enhancing the team's knowledge and interpersonal skills for professional growth.

• Continuously assessed training needs, incorporating customer feedback and subject-matter expertise for tailored curriculum.

• Conducted sales-oriented training sessions, fostering a culture of continuous learning and skill development.

• Utilized customer feedback and field interactions to refine and optimize learning strategies for effectiveness.

• Led learning enhancement classes, elevating sales expertise and promoting career advancement opportunities for employees. Key Contributions

® Implemented a learning management system, increasing training program accessibility and completion rates by 30%.

® Led cross-functional teams to design and deliver customized training solutions, resulting in improved employee performance.

Human Resources Generalist – Little Rock, AR SHARPER IMAGE DC 2000 – 2002

• Provided C-level counsel on HR best practices, compliance, and labor relations for informed decision-making.

• Evaluated HR software applications, ensuring optimal system performance and efficiency.

• Tailored HR training for front-line managers, enhancing performance management, conflict resolution, and employee relations.

• Maintained 24/7 multi-state HR responsibility and support, ensuring continuous, efficient operations and compliance adherence.

Key Contributions

® Improved employee onboarding process, resulting in a 30% reduction in time-to-productivity and turnover rate.

® Successfully implemented a performance management system, leading to a 20% increase in employee satisfaction scores.

Globally Focused: Developed strategies to align the company's global HR programs with HR compliance requirements in the USA and Mexico. As the HR Audit Team Leader, collaborated with Global Business Services HR, corporate legal counsel, and Business Unit Line HR to strengthen corporate HR practices.

Proactive: Successfully implemented a risk management strategy that resulted in securing increased corporate liability coverage from $2M to $5M per incident, without any increase in annual premium costs. This strategy significantly strengthened corporate loss control practices and reduced employee accident rates. CAREER ACCOMPLISHMENTS

Cost-Effective: Modified company health and benefit plans to foster a more "family-friendly" corporate culture, resulting in increased retention of key employees. Working with benefit plan brokers, achieved cost savings in other areas, ensuring that the program paid for itself without increasing corporate costs. Innovative: Implemented a Safety Review Panel, an innovative "peer-review" system in construction operations, which led to a significant decrease in injury and accident rates by 50%. This achievement allowed the company to negotiate a much more favorable insurance package, doubling the scope of existing coverage without any increase in employer premiums or employee contributions.

Successful Change Agent: Resolved interdepartmental rivalries by creating a targeted action plan. This plan included making modifications to the organizational chart, developing interdepartmental communication procedures, and updating and clarifying job descriptions, including direct report responsibilities. Overcame significant resistance to change through considerable skill and diplomacy as a change agent. Transformational Leader: Achieved a "cultural transformation" by increasing employee engagement and reversing negative employee perceptions of their supervisors. Introduced individual employee development plans and provided training to supervisors on their applications. Conducted intensive training for supervisors on correct performance management and conflict resolution procedures. Implemented an employee rewards and recognition program with active supervisor involvement.

• Professional in Human Resources (PHR) Certification

• SHRM Certified Professional

• Senior Professional in Human Resources

• Certified Change Management Professional

Bachelor of Science (BS) in Computer Science University Of Arkansas At Little Rock Bachelor of Science (BS) in Mathematics University Of Arkansas At Little Rock CERTIFICATIONS

EDUCATION

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