Senior Human Resources Professional

Dejoné Prude, PHR, SHRM-SCP

614-***-**** ********@*****.*** LinkedIn

Open to Relocation

PROFESSIONAL SUMMARY

A dynamic visionary and results-driven people leader, delivering tailored people-centric service, distinctive leadership, organizational excellence, and business transformation. Dedicating over 11 years as a Senior Human Resources Practitioner with a proven ability to scale and lead teams, drive tangible business growth, deliver measurable outcomes, and making critical, high impact decisions across global HR functions in the U.S., Canada, LATAM, and Europe. Orchestrate engaging experiences, improve employee development, engagement, productivity, output, and retention by leveraging technology, automation, cross-functional collaboration, well-curated stakeholder communication, and community outreach and partnership. Experience working across Property & Casualty Insurance, Banking, Fintech, Hospitality, Healthcare, Technology, Renewable Energy, SaaS, Startups, Commercial Real Estate Tech/Venture Capital, Retail, and Supply Chain industries.

CORE COMPETENCIES

SYSTEMS LEVERAGED

Microsoft Suite Microsoft Dynamics 365 Google Apps NetSuite Sage Concur Workday UKGPro UKG Ready UltiPro ADP Greenhouse SAP SuccessFactors Dayforce Ceridian Jobvite Taleo Paycom Hireology WellSky Axiom Ashby GEM Lotus Notes Navex (EthicsPoint) Qualtrics Survey Monkey Articulate 360 Adobe Captivate Camtasia Canva Confluence Smartsheet ServiceNow Skillsoft (JAN) Toolkit LeavePro SharePoint Monday Trello Lattice Calendly Modern Hire WORK EXPERIENCE

Spring Strategic Business Solutions, LLC.

Founder, Senior HR Consultant and Fractional Leader Jan 2022 – Present

• Manage multi-site HR and Talent Acquisition teams that support workforce planning, succession strategies, and diversity initiatives by implementing sourcing, recruiting, interviewing, to scale for hyper-growth aligned with and build robust talent pipelines for marketing, clinical health, GTM, operations, engineering, and technical IT positions.

• Partner with senior leaders and COEs to update workplace safety protocols, drive employee engagement, performance management, and leadership development of SLAs, SOPs, OKRs to track KPIs that foster an inclusive, high-performance culture, streamlined workflows, compliance, and scalability.

• Assess learning needs, create customized materials, facilitate training programs in-person and on-demand via LMS modules, evaluate training effectiveness, and provide coaching to support continuous workforce upskilling, learning, and development.

• Direct the design, contract negotiations, and implementation of comprehensive and FLSA compliant Total Rewards, including base compensation, bonus, and commission structures, utilizing market analysis tools to establish the compensation philosophy, ensuring internal equity and competitive positioning through salary reviews, promotions, and job evaluations.

• Lead cost-effective ACA compliant employee benefits, wellness programs and HRIS solutions, including vendor sourcing, rate negotiations, plan design optimization, requirements gathering, UAT testing, and UI/UX feedback, ensuring seamless integration, governance, and ongoing support.

• Lead investigations into workplace harassment, discrimination, and violence claims, employ a systematic approach to collect and analyze evidence, interview key stakeholders, and assess the impact on organizational culture, ensure fair, timely resolution and adherence to legal and ethical standards.

• Administer and manage employee LOAs and workplace accommodations compliant with Title VII, ADA, FMLA, OSHA, ADEA, and other federal and state-specific laws and regulations to promote organizational safety, inclusivity, and integrity.

• Develop community partnerships with programs and academic institutions to drive mentorship and internship programs, creating opportunities for building diverse talent pipelines. Majestic Care of Columbus

Manager, Human Resources Mar 2023 – Feb 2024

• Audited and managed budgets for nursing hours allocation per patient/resident (PPD), ensuring alignment with daily schedules, resident census data, and CMS requirements (3.48 PPD) to optimize resource utilization and maintain compliance.

• Conducted timely and confidential employee investigations, partnered with senior leadership to make informed disciplinary decisions aligned with labor laws and the organization's Code of Conduct, safeguarding organizational integrity.

• Led full-cycle recruitment for licensed clinical and non-clinical staff, reducing time-to-fill by 50%, from 30 to 15 days including sourcing, recruiting, interviewing, and managing drug testing, I-9/E-Verify, BCI/FBI processes, and state license verifications.

• Facilitated New Hire Orientation Program which entailed an overview of the Employee Handbook, HR policies, workplace safety protocols, Time and Attendance policies, job descriptions and requirements, after which collecting signed documents acknowledging understanding and agreement with policies.

• Enhanced facility operations by regularly updating and communicating HR policies, CMS requirements multi-state board of health and board nursing updates, adherence to federal, state, and municipal laws, reducing operational risks.

• Processed weekly payroll cycles for hourly, salaried, commission, and bonus-eligible employees through UKG for timely pay, and compliance with multi-state tax regulations, audits, and governmental reporting requirements.

• People Management

• Multi-Site Team Leadership

• Total Rewards Design

• Employee Relations

• Workplace Investigations

• LOA Management

• CA State Fair Chance

Ordinances

• New York Labor Law

• HR Market Trends Analyses

• Project/Program Management

• Federal and State Labor Laws

• Business Process Improvement

• Vendor Management

• Budget Management

• Collegiate Relations

• DEI and Culture Initiatives

• OSHA and EHS Compliance

• Sourcing and Interviewing

• Talent Acquisition Strategy

• Workforce and Succession

Planning

• Payroll Processing and Audits

• Change Management

Dejoné Prude, PHR, SHRM-SCP

614-***-**** ********@*****.*** LinkedIn

Open to Relocation

• Managed HR budget and utilized a $25k annual budget to revitalize employee engagement, boost morale, and implement engagement initiatives and events for various occasions resulting in an 85% reduction in timekeeping discrepancies, call-offs, and enhanced retention.

Chipotle Mexican Grill

Senior HR Consultant, People Experience Dec 2022 – Feb 2023

• Oversaw elements of the employee lifecycle and partner with key stakeholders to define, manage, and measure our ability to improve the employee experience and mitigate employee concerns and potential attrition.

• Carried out confidential employee relations investigations and made appropriate, ethical, and fair recommendations ranging from providing additional training resources, tailored coaching, or training sessions, performance improvement plans, and disciplinary action.

• Managed compensation processes including salary reviews, promotions, and job evaluations, conducted compensation analyses, benchmark roles, and supported HR partners to ensure market-competitive salary ranges and accurate annual merit increases.

• Partnered with various People Experience COEs and business leaders of varying levels to ensure the execution of engagement survey action plans, completion of Year-End Performance Cycle, merit ratings, and bonus eligibility and recommendations, utilizing HRIS Workday compensation tenant.

• Coached, supported, and empowered Chipotle leaders to implement effective people strategies, enabling employees to perform at their highest potential, contributing to the organization’s ability to achieve its strategic business priorities.

• Extrapolated and analyzed data collected from performance and merit ratings, new hire interviews, exit interviews and other outputs to provide insight and understanding of employee trends and anomalies that impact the current and future state trends on organizational culture, employee attraction, retention, and attrition.

• Led and advocated for HR related programs such as immigration/sponsorship (ex. H1-B initiation, H1-B transfer, RFE responses), DEI program creation and execution, and programs that support employee culture and compliance. Smile CDR, Inc.

Human Resources Business Partner Jun 2021 – Dec 2021

• Partnered with business leaders to design employee benefits programs, collaborating with brokers, carriers, and vendors to negotiate competitive rates, and optimize plan design and details for US employees, successfully rolling out in Q1 2022.

• Designed and implemented a performance management system, aligning with organizational competencies to facilitate SOPs, SLAs, OKRs, goal setting, performance benchmarking, and succession planning.

• Managed compensation processes, including salary reviews, promotions, and job evaluations, conducting compensation analyses and role benchmarking to ensure competitive salary ranges and precise merit increases.

• Directed the development and execution of workforce and succession planning strategies, partnering closely with talent acquisition teams and C-suite executives, utilized comprehensive market trend analysis and data insights on attrition, retention, and internal promotions to inform and drive high-level, strategic decision-making processes.

• Partnered with leaders across B2B SaaS Sales, Customer Experience and IT to initiate FHIR-based Clinical Data Repository software and services sales training, streamline business processes, focus on employee development, and revise or implement best interviewing and hiring practices to scale for hypergrowth into new national and global markets and territories.

• Led the resolution of timely employee relations issues, proactively mitigating risks through comprehensive investigations and resolutions, including coaching, learning or performance plans, corrective action up to separation of employment.

• Administered HR policies and compliance programs ensuring adherence to regulations and fostering a healthy workplace culture aligned with the Code of Conduct.

IGS Energy

Talent Acquisition Business Partner Jul 2019 – Jun 2021

• Led full life cycle recruitment across diverse lines of business, including FP&A, Residential Solar, Commercial Sales, Residential Sales, Supply, Home Warranty, and Customer Service, managing an average requisition load of 30+ while prioritizing top-tier candidate experience in alignment with IGS' Diversity, Equity, Belonging, and Inclusion (DEBI) commitment, reducing time-to-fill by 40%, from 45 to 27 days.

• Organized talent calibration sessions with hiring managers throughout the hiring lifecycle, providing expert guidance and insights derived from interview feedback, HRIS reporting, market trends, data analytics, to drive the creation and execution of forward-thinking recruitment strategies, including an enhanced employee referral program, continuously optimizing talent acquisition processes that aligned with organizational goals.

• Led as a key stakeholder of the “Candidate Journey Process Improvement” project team overseeing process mapping, communication creation, and development of internal candidate experience and onboarding strategies aligned with company brand.

• Directed third-party recruiting strategy, managing staffing firm partnerships and social media content across Glassdoor, The Muse, LinkedIn, Indeed, ZipRecruiter, and Handshake, providing data-driven recommendations for contract renewals based on applicant source, applicant drop-off points, applications completion rates, and FTE hire metrics.

• Created and facilitated the "Selecting the Best" Management Essentials course tailored to training people leaders on talent markets, interviewing best practices, mitigating legal risks, effective talent selection, and new hire onboarding.

• Collaborated with leadership and HR teams of a newly acquired company to seamlessly integrate approximately 250 employees, focusing on onboarding, job coding, classification, benefits enrollment, and pay cycle adjustments.

• Streamlined business processes to eliminate duplicate approvals, automate bonus payouts, address process gaps, and recommend role-based governance and security enhancements with Workday and ServiceNow. Dejoné Prude, PHR, SHRM-SCP

614-***-**** ********@*****.*** LinkedIn

Open to Relocation

State Auto Insurance

HR Generalist, University Relations & Internship Program Manager Apr 2016 – Jun 2019

• Spearheaded the enterprise-wide internship program, establishing strategic partnerships with colleges, universities, scholarship organizations, diversity cohorts, immigration advisors, and student organizations, sourced, interviewed and hired, thus achieving a 230% increase in intern participation, growing from 10 to 33 over two years, while managing a $325K budget, and delivering a 25% ROI through improved retention and the successful conversion of interns to full-time roles.

• Managed a high-performing team of three recruiters, and up to 30-35 summer interns, providing strategic leadership, coaching, and performance feedback to drive positive business outcomes and foster a culture of excellence.

• Co-led integration project of E-Verify, ServiceNow, and I-9 with Workday, redesigning and managing the company-wide New Hire Orientation program focused on onboarding best practices, compliance, and seamless ticketing processes for satellite field office personnel.

• Created content and facilitated training programs covering critical topics of talent market trends, employee branding, social media optimization, interviewing best practices and legal compliance, performance management, compensation, merit, bonus processes, coaching and critical conversations, thus enhancing leadership effectiveness across the organization.

• Developed a community outreach strategy by leveraging community partnerships, networking events, and alumni engagement to support workforce planning, company expansion, talent attraction, and retention initiatives.

• Steered the full life cycle recruitment process working a requisition load of 20-25 and provided market insights for hiring managers leading to significant reductions in cost-to-hire, time-to-fill by 38%, and attrition rates supporting IT, Claims, Legal, Audit, Finance, Accounting, Enterprise Risk Management, Actuarial Analytics, Marketing, Communications, Agency Sales, Commercial Sales, Product Management, Nurses Claim Management, and Customer Service lines of business. Talent Acquisition Coordinator Nov 2013 – Apr 2016

• Sourced and conducted phone interviews with candidates for entry to mid-level positions, making recommendations based on transferable, technical, and soft skills.

• Oversaw and managed processes for the employee referral bonus, posting internal and external job descriptions, sourcing, employment offers, drug and background screens along with the headcount and open position reports for all lines of business, leading to a 30% increase in referral hires.

• Managed various vendor and agency SOWs and MSAs ensuring they were updated and monitored those approaching renewal.

• Partnered with the Learning and Organizational Development department to effectively manage intern program including department placement, training sessions, capstone projects, and travel logistics.

• Managed employee personnel files and prepared for quarterly and annual audits. CERTIFICATIONS

• Professional in Human Resources (PHR) Jan 2017

• Professional Recruitment Professional (PRC) May 2016

• SHRM Senior Certified Professional (SHRM-SCP) Dec 2024

• Basic Life Support (BLS) May 2024

• Cardiopulmonary Resuscitation/First Aide/AED (CPR) May 2024

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