SHUNDA M. BROWN, SPHR

Raleigh, NC

919-***-****

ad381f@r.postjobfree.com

SUMMARY OF QUALIFICATIONS

20+ years of HR experience

Strategic Business Partner

Professionalism & diplomacy in

interactions with all levels

Leadership & Executive Coaching

Conflict Management

Onboarding/Offboarding

Employee Relations & Engagement

Talent Management

Training & Development

PROFESSIONAL EXPERIENCE

Walker Auto and Truck, Raleigh, NC 1/22 – Present

HR Business Partner

Provide consultation to Executive staff including HR leadership, strategy, guidance and tactical oversight to 70 stores and 700+ employees.

Oversee day-to-day operational implementation of key HR processes, programs, and strategies by supporting leaders and employees. Key areas of focus include talent management, strategy development, performance management, training, employee relations, engagement, organizational development and change management.

Identify potential gaps and provide sound recommendations and strategies to minimize risk across the business areas.

Analyze, interpret, develop, and implement HR policies, programs, and procedures as appropriate.

Drive consistent application of Walker’s policies and practices across assigned areas.

Develop and deliver training programs that address skill gaps and promote professional development.

Collaborate with other HR team members to drive core HR process excellence across the organization including employee and leadership development and employee communication.

Ensure regulatory compliance of employment and management practices.

Mentor and train HR team members.

Participate in reorganizations and job redesign. WakeMed Health & Hospital, Raleigh, NC 6/06 – 12/21 HR Specialist, Employee Relations 6/14 – 12/21

Advised and consulted with approximately 80+ managers and approximately 3,000+ employees in all areas of employee relations including but not limited to, employee issues, grievances, harassment allegations, code of ethics violations, drug diversion, etc.

Provided day-to-day performance management guidance to business units. Worked closely with management and employees to improve working relationships, coaching, build morale and increase retention. Conducted one-on-one and group conflict resolution, mediation, and investigation.

Provided HR policy guidance, consultation, and interpretation. Knowledge of legal requirements related to the management of employees, leave requirements (FMLA, ADA, etc.), reduced legal risks, and ensured regulatory compliance.

Supported annual goal setting of performance metrics, performance monitoring, and assessment reward processes ensuring processes and tools are fully utilized.

Identified training needs. Provided formal training to management on shared accountability; how to look at adverse events and employee behavior when coaching and/or corrective action is needed.

Processed and prepared unemployment claims. Additionally, coordinated and participated in unemployment hearings.

Developed and implemented sustainable employee rewards and recognition programs.

Mentored/coached/trained HR team members.

HR Specialist, Recruiter 6/06 – 6/14

Oversaw and coordinated the recruitment process. Sourced and recruited candidates. Continuously analyzed recruitment initiatives to adjust strategies for favorable results.

Counseled/coached managers on the hiring process and provided candidate assessment to managers.

Advised management and staff on employee relations issues and concerns through communicating, interpreting, and recommending appropriate use of human resources policies and procedures.

Counseled internal/external candidates on career opportunities including resume preparation and interviewing skills.

Assisted in the development, implementation and administration of HR policies and programs to support the company’s business objectives. Initiated improvements when warranted.

Coordinated new hire orientation process. Trained and mentored staff.

Coordinated classroom training for new and newly promoted managers on how to navigate the applicant tracking system.

Salary administration.

Duke University, Durham, NC 7/03 – 5/06

Recruiter

Recruited, interviewed and recommended prospective applicants for Information Technology, Accounting/Financial Analysis, Pharmacist and Executive positions.

Conducted market analysis and developed recruitment strategies to identify candidates for hard-to-fill positions.

Counseled internal/external candidates on career opportunities including resume preparation and interviewing skills.

Coordinated with Worker’s Compensation and Duke’s Professional Development Institute in placing displaced employees within Duke.

Advised management and staff on employee relations issues and concerns through communicating, interpreting and recommending appropriate use of human resources policies and procedures.

Served on workgroup committees to enhance current systems/technology for targeted areas.

Trained managers on effective recruitment/selection strategies and retention in a formal setting.

Trained in Duke’s formal mediation training. Handled employee and manager dispute resolutions. Excecutech Consulting L.L.C., Raleigh, NC 5/01 – 1/03 Technical Recruiter

Sourced and recruited candidates for the Information Technology and Scientific (pharmaceutical, clinical and biotech) industries. Worked closely with clients to identify and meet personnel needs.

Conducted phone interviews, background checks and negotiated salaries.

Managed internet posting on various job boards.

OAO Corporation, Durham, NC 3/99 – 4/01

Recruiting Manager 10/00 – 4/01

Recruiter 3/99 – 10/00

Managed all recruiting efforts on Federal Government contracts across the U.S. for contract/temporary and permanent placement.

Developed and maintained relationships with managers nationwide to ensure staffing needs were met.

Salary negotiation.

Participated in proposal writing for new and existing contracts.

Provided recommendations and enhancements of database management systems. RCG Information Technology, Raleigh, NC 5/98 – 2/99 Technical Recruiter

Provided technical recruiting, sales and marketing to corporations throughout North Carolina.

Provided administrative support for the Charlotte and Raleigh branches. Aetna US Healthcare, Middletown, CT 2/90 – 11/97

Benefit Consultant/ Eligibility Consultant

Benefit Consultant for several National Accounts included BMG Music, Maytag, Pepsi-Cola, Kohl’s Department Store, Coca-Cola Bottling and American Electric Power.

Reviewed healthcare proposals and prior carrier booklets.

Counseled customers regarding benefit programs.

Advised and recommended benefit alternatives to comply with state and federal guidelines.

Coordinated and facilitated final sales presentation meetings for the introduction of cost savings.

Served as an educational liaison for service representatives and account managers on benefits, procedural and legislative requirements.

Supervised/managed implementation process and delegated tasks appropriately to ensure timely delivery of products.

EDUCATION

B.S. Business Management

Central Connecticut State University, New Britain, CT CERTIFICATIONS / PROFESSIONAL AFFILIATIONS

Senior Professional in Human Resources (SPHR), HRCI HR Business Partner Certificate Program, HRCI

Society of Human Resources Management (SHRM), member Emerging Leader Program, Vistage

Conduct weekly meetings with respective business units to understand organizational goals and objectives. Create agility while eliminating barriers. Support the execution of key HR initiatives, which could include staffing strategies, organizational design, acquisition integration. Support leaders in the execution of talent review, succession planning and employee development needs. Provide feedback and guidance regarding organizational change that accelerates growth and alignment. Supports HR process administration. Propose and utilize metrics to identify challenges and proactively plan to address using HR processes, practices, and principles. Support leaders in navigating complex employee relations matters. Conduct investigations into employee issues and complaints that arise in the workplace and take appropriate steps to ensure a quick and appropriate resolution. Work to provide an environment where all employees feel valued and included. Includes the annual dissemination of company EEO policies and workplace discrimination and harassment prevention training to all employees. Analyze HR data trends and make recommendations to leaders which ensures continuous improvement. Participate in incident and accident investigations. Represent and/or coordinate representation for the company’s unemployment claims.

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