Human Resources Director, Manager & Business Partner II
Resume:
Ramona Marchand
***** ***** ******* ** **** Contact Number: 225-***-****
Tyler, Texas 75703 Email: ***************@*****.***
Executive Summary
Experienced and seasoned SHRM-CP/HRCI-PHR Certified Human Resource Director, Manager, Strategic Business Partner, Generalist, and influential HR Consultant and Change Ambassador with broad business partner and generalist background in regional (multi-site) locations. Proven leader, individual contributor, consultant, advisor, and advocate to varying levels of the workforce in a fast-paced environment. Effectively aligns business and human capital initiatives and strategies with business goals. Encompasses the ability to lead teams and increase profits by utilizing strong business acumen and interpersonal skills to build positive internal and external relationships, resulting in vital and progressive performance, business growth, attainment of a high-performance workforce, and the enhancement of human capital. Exceptional communication and project management skills. Accustomed to demonstrating the ability to be nimble when dealing with extremely time-sensitive and fast-paced demands by often exceedingly regularly imposed deadlines. Strategic business partner and catalyst for innovative process development initiatives to business leaders in centralized, decentralized, and multi-state business operations. Capable of transitioning underperforming departments into a highly effective, engaged, motivated team, as well as leading organizations through accelerated growth, transformation, reorganization, or rapid change. Community minded and customer service oriented.
Experience Summary
Over 30 years of experience in HR management & partnerships with assigned client groups and teams, strong employee relations, coaching and counseling, guiding organizational development and change, talent and performance management, relationship building, strategic planning, cross functional and HR project lead, workforce training and development, leadership development, process development, conflict resolution, investigations, benefits and compensation/salary administrative program (SAP), recruitment and retention, talent acquisition, diversity initiatives, safety and workers’ compensation. Broad knowledge of HR, Federal and State employment laws and regulatory compliance, including but not limited to Title VII, AAP, ADA, EEOC, and OFCCP. Managed Affirmative Action Plans (AAP) and audits clear of violations for various regions and locations. Utilize strong interpersonal and communication skills to align teams toward common goals. Skilled in effectively executing service delivery systems, managing conflict resolution and implementing integrated solutions with professional diplomacy and objectivity. A flexible, trust-worthy, results-oriented team builder and coach, focused on improving business performance and motivating teams to perform at their peak. Excellent oral and written communication, strong analytical skills, and adaptable change agent.
Professional Experience
CHRISTUS Health – St. Frances Cabrini (2,000 Associates)
3330 Masonic Drive, Alexandria, LA 71301 318-***-****
Human Resources / Human Resources Business Partner II (01/06/2020 – Current)
Local point of contact to Associates and a consultant to management of HR-related needs and issues. In this role, I assessed and anticipated HR-related needs, communicated such needs proactively with the HR department and management, while continually aligning all business objectives in designative business units. This role also formulated partnerships across the HR function, seeking to develop integrated and strategic solutions, and deliver value-added service to management and associates that reflect the business objectives of the organization.
SUDDENLINK COMMUNICATIONS / ALTICE USA - (1,800 employees)
1820 SSW Loop 323, Tyler, TX 75703, 903-***-****
Human Resources / Employee Relations Manager – Tyler, Texas, 06/09/2014 – 06/09/2019 = 5 years
Manage HR Department, employee relations, consultant to leadership, observes practices and objectives that provide an employee-oriented, high-performance culture that emphasizes quality, productivity and standards, goal attainment, the ongoing development of a superior workforce. Coordinates implementation of services, policies, and programs through HR staff; serves with the Sr. management team; assists and provides influential consultation, guidance and served as a business advisor to company leaders of all levels about HR/ER issues, policies, regulations, and development of strategies and goals that leads to the achievement, alignment and support of successful business goals and objectives, workforce planning and development, change and best practices. Evaluated and advised on the impact of long-range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development, and retention of the people resources of the corporation. Participated as a strategic partner in the development of the corporation's plans and programs, but particularly from the perspective of the impact on people. Demonstrated ability to think quickly with use good judgement and creatively develop solution applications for circumstances and events and incorporate resolutions with training/development programs. Possesses high energy and keen perception to quickly assess the environment and establish self as a credible leader and strategic partner. Conducting investigations; Meeting with employees for resolution of employee grievances. Ensured company policy and employment law interpretation and compliance. Development of talent management/succession planning. Managed cultural change and other key initiatives. Interact with and support all levels of employees. Participated in professional societies. Strong community and education focused events. Travel required.
COX COMMUNICATIONS - (5,200 employees)
7401 Florida Boulevard, Baton Rouge, LA 70806, 225-***-****
SE Regional HR Manager - Business Partner, Human Resources – 11/15/2004 – 06/02/2014 (10 years)
Strategic, tactical and integrated business partner covering communications service business with multiple sites and over 5,200 employees. Provided strategic HR support and guidance to align and support the business goals and objectives of multi-site locations. Strong ER, problem solving, TM and OD focus with good judgment. Change ambassador and project lead. Assisted executive leaders and managers with the development of departmental strategies and goals development. Encouraged proactive management of processes and employees. Ensured company policy and employment law interpretation and compliance. Managed Affirmative Action Plans, ADA, EEOC, and OFCCP process and audits for multi-site operations and audits with successful outcomes. Provided influential HR consultations, information, interpretation, and guidance of a comprehensive range of HR policies, procedures, and varying employee relations issues. Union mitigation training and guidance; developed effective onboarding and orientation process. Budget and compensation management. Organizational development, performance management, employee recognition and reward, learning and development, and disciplines and terminations. Direct and manage department, partnered with departmental leadership, managed multiple successful business integrations (including mergers, transformations, restructures, and reorganizations), change management, talent management/succession planning, cultural change and other key initiatives. Interacted with and supported all levels of employees. Lead and managed a team of 27 HR employees (6 direct reports) with an annual budget of $2.8M. Managed multiple regional company events. Strong community and education event focus. Implemented and coordinated policies and programs covering Employment Relations, Talent Management, Wage and Salary Administration, Orientation/Onboarding, Training, Safety and Health, Events Planning, Benefits, Compensation and other employee services for multiple locations. Travel required.
DIRECT GENERAL INSURANCE CORPORATION– (700 employees)
10225 Florida Boulevard, Baton Rouge, LA 70815, 225-***-****
Manager, Human Resources – 12/14/1998 – 11/12/2004 (6 years)
Responsible for providing information and interpretation regarding a comprehensive range of HR policies and procedures. Managed a constantly evolving business environment and drove the development and execution of business initiatives such as restructuring, downsizing, talent assessment, acquisition of new talent and staff retention. Supervised and provided general direction to staff. Maintained HRIC operational systems and analyzed HR metrics. Provided guidance to functional/departmental managers to provide understanding of talent development needs and to communicate HR purpose, goals, objectives, and achievements. Ensured compliance with employment related law. Implemented and coordinated policies and programs covering Recruitment and Retention, Employee Relations, Career Counseling, Wage and Salary Administration, Performance Management, Employee Orientation, Training and Development, Disciplines and Termination, Succession Planning, Safety and Risk Management, Emergency Preparedness, Benefits, Workers’ Compensation, and various other duties.
HEALING HANDS HOME HEALTH (and its sister company BETHEL HOME HEALTH) - (400 employees)
952 O’Neal Lane, Baton Rouge, LA 70816, 225-***-****
Director, Human Resources –08/13/1993 – 4/13/1998 (5 years)
Responsible for providing day-to-day Human Resources direction, support and counsel covering a broad spectrum of HR related issues. Compensation, benefits, and rewards. Directed and supported team of HR staff. Implemented and coordinated policies and programs covering recruiting, compensation, benefits, training, employee and labor relations, employee communications, employee orientation, safety, and risk. Ensured compliance with company policies and procedures, and employment related law. Operational and strategic planning. Maintained awareness and knowledge of current HR development practices, legislation, theories and methods; and provided interpretation to directors, managers and team members within the organization to ensure consistent application of policies, guidelines and procedures. Coached and consulted with employees to identify and overcome barriers to their success. Directed recruiting and talent management, training, employee and labor relations, career counseling, coaching and development, employee communications, safety, and risk management. Ensured compliance with employment related law. Served as a liaison to internal departments, divisions, and externally represented the organizations. Community and education support planning. Employee orientation and Onboarding process.
PROFESSIONAL AFFILIATIONS AND MEMBERSHIPS:
National Society of Human Resource Management (SHRM) Member (CP Certified)
Greater Baton Rouge Society of Human Resource Management (GBRSHRM)
Acadiana Society of Human Resource Management (ASHRM)
Northwest Louisiana Society of Human Resource Management (NWLASHRM)
Women in Cable Telecommunications (WICT)
WICT-GTX Board of Director (Board Member of WICT Greater Texas)
Rising Leader Program (Nominated by employer and selected by national organization)
WICT Inspire Program - (Mentor)
Greater Baton Rouge/New Orleans Human Resources Executive Roundtable
Greater Baton Rouge Leadership
Cable and Television Human Resources Association (CATHRA)
Council on Education and Management
National Association for Multi-Ethnicity in Communications (NAMIC)
Board Member of New Venture Theatre (Non-Profit)
Board Member of Cities of Refuge (Non-Profit)
CERTIFICATIONS AND TRAINING:
Certified Professional Human Resources (CP & PHR)
Civil Treatment Trainer for Managers/Leaders and Employees (Certified Facilitator/Trainer)
Creating an Inclusive Environment (Diversity Training)
Power of Influence
Employee and Labor Relations (Union Mitigation Training)
Leading for Results
Leading from the Front Line
Effective Communication
Targeted Selection Facilitator (Talent Acquisition/Recruiting)
Project Lead (System and Corporate liaison)
Performance Management (PeopleSoft - ePerformance)
HRCI - PeopleSoft System (Time and Labor, Performance Management, Payroll, Benefits)
Human Resources Advanced Consulting Skills
360 Feedback
Facilitative Leader
Dealing with Difficult People
Franklin Covey – Focus on Achieving Your Highest Priorities
Microsoft Suite – including Excel training
EDUCATION:
Capella University, Minneapolis, Minnesota
Master of Science – Human Resources Management
Graduated with Distinction (4.0 GPA) – President’s List, Dean’s List, Honor’s Graduate
Capella University, Minneapolis, Minnesota
Bachelor of Science in Business – with a concentration in Human Resources Management
Graduated Summa Cum Laude (3.97 GPA) – Dean’s List
ACCOMPLISHMENTS:
JCAHO (Joint Commission on Accreditation of Healthcare Organizations) attainment and annual audit process
Successful management of various transformations/consolidations/mergers/realignments/restructuring of all departments. Provided post-merger support. Streamlined and redefined workflows, roles and responsibilities, and compensation practices.
Served as member of a highly successful executive leadership team, recognized by corporate office, who used our team a model for other locations across the nation.
Developed Succession and Development Planning process identifying, targeting, and developing next level leaders.
Developed an over-arching Retention Plan that reduced attrition by 12% of annual average by developing process improvements (from entry to exit) and implementing various programs for employee development (e.g. STEP Program), incentives, employee recognition programs, improved communications, focus group meetings and fire side chats, inclusiveness, community programs and events, process ownership, comp analysis, equity adjustments where appropriate, fair and consistent accountabilities.
Increased newly hired (1st 90 days) employee retention rate by 25% - effective Onboarding, Hosted Stay Interviews, employee recognition & training, mentoring and use of buddy/pairing system which also increased engagement.
Developed and implemented successful Onboarding program
Retention also improved by ability to effectively persuade key contributors and top talent to remain with the organization.
Created an environment of inclusion, open communication, consistency and honesty during times of change. Strengthened relationships with functional departments, making HR a strategic partner in process and strategic development, staffing, and employee relations.
Elevated employee morale, engagement, performance and increased confidence, trust and integrity through communication forums, employee opinion surveys, engaged listening, accountabilities, and incentive bonuses during the challenge of the workforce to overcome initial resistance to change (as employees underwent several company mergers).
Developed and aligned work culture to support organizational goals. Effectively resolved employee relations issues that emerged in a post-merger environment. Earned the confidence and trust of new managers guiding them through transformations to foster positive and productive working relationships with existing staff.
Directed and implemented bi- annual climate and employee opinion survey that became an integral part of the company culture. Survey feedback resulted in actionable plans that contributed to the overall growth and success of the company, and further supported organizational goals.
Devised a comprehensive succession planning and leadership development program.
Employed a Birkman method team-building instrument to foster open communications, build trust, and create a much needed and unified culture
Successfully realigned/restructured various departments to support new business objectives and strategies.
Reduced unemployment claims losses by 45% and saved company over $487k annually from disputed claims – average win rate of 95%.
Improved semi-annual Employee Opinion by 10.8% bi-annually – Developed mini online bi-annual EOS surveys and hosted various Fire Side Chats and focus group sessions to garner employee concerns, issues, opinions, and perceptions, which supported the development of various strategies to improve areas of identified opportunity, encouraged Open Door/Floor management styles to all leaders.
30% reduction in time to fill a vacancy – expanded talent sourcing to include 3rd party vendor (Talent Scout)
Facilitated Civil Treatment Training to all leaders within various regions
Improved Safety and Risk management incidents 24% - Developed Safety Committee to review all incidents, training provided to workforce, improved work environment, celebrated compliance improvement s and recognitions.
Managed and resolved bi-cultural, complex, sensitive staff-relations issues following merger
Developed mentoring program for development of top talent and Diversity initiatives
Strengthened organizational community relations through networking
Developed telecommuting program for remote/hybrid employees
Coordinated “Go Green” program
Served on multiple Launch teams for new products, services and processes
Coordinated Emergency Response (Business Continuity) Program – Appointed to Red Team 1st Responders
REFERENCES
Danny Woods
19th Judicial District Court Circuit Judge and Attorney
263 Third Street
Baton Rouge, LA 70802
******@***.*****.**.**
David Butler, Sr.
Former VP Engineering/Tech Ops at Cox Enterprises, Former VP at EATEL, Former Director of Operations and HR at Bell South/AT&T, and 5 Star Business and Life Consultant
2828 Hyman Place New Orleans, LA 70131
********@*****.***
Helen Meyer
HR Manager, International SOS
4968 Harbor Lane
Greenwell Springs, LA 70739
*******@*****.***
*********@***.***
Robin Clark
Certified Teacher and Statewide Training Coordinator with Louisiana Promise, HEF Program Manager with Louisiana Family Recovery Corps
12637 King James Avenue
Baton Rouge, LA 70820
Contact this candidate