Organizational Development Business Partner
Resume:
KAT WADDELL
****************@*****.***
Simpsonville, SC
EXPERIENCE AND COMPETENCIES
Managing a team of 50 HR professionals domestically and internationally and providing HR advisory and oversight to executive leaders and enterprise stakeholders for various HR disciplines/initiatives. Partnering with C-Suite teams on of talent management, workers compensation, unions,change management, compensation design and implementation offer recommendation, compensation management, benefits management, HR reporting, HR Data and Analytics Management, succession planning, organizational management, organizational development, HR Strategy, HR Federal and State Laws, Workforce Planning, UAT testing for HR systems and applications. Also conducting risk management for recruiting processes and practices
I have worked with Industries such as : Banking,Manufacturing,Healthcare,Distribution,Consulting,Aerospace,IT
SKILLS
15 years-Change Management, Succession Planning, Organizational Management & Organizational Development
Executive HR Business Partner,HR Consulting, HR Governance, HR Audit,HR Compliance, Employee Relations, HR Legal, Performance Management,HR Communication, Recruitment
HR/ Executive Compensation Design/Implementation & Management
Learning and Development Execution & Management,HR Leadership
Compensation Program Administration
HR Analytics, HCM Project Management.HR Strategy, HR Reporting .HR Data, HR Transformation
HR Relationship Management and Collaboration, Diversity Equity & Inclusion
HR State and Federal Laws-SC, NC, GA, FL, CA, NY,PA,CT,WA,TN,TX,AZ,NV,MD etc.
Workforce Strategic Planning
Worker’s Compensation, Benefits Management( (Medical, Dental, Vision, and 401k plans,STD.LTD,FMLA etc.),/Payroll Management & Payroll Setup /Time & Absence Management
HR Operations/Processes and Data Management
MS Office Suite-Word, Excel, Outlook, PowerPoint, Workday, ADP WFN, Bullhorn,Ultipro,SAP,ServiceNow, Taleo, D&B,SAP,Power BI, Tableau,Sage,NetSuite,Sharepoint,LMS,Blackboard,Cornerstone,360 Learning,Canvas,Moodle
EDUCATION
Stratford University
May,2006, MBA Human Resource Business Management
May,2002, BA, Accounting and Finance Management
SPHR-SCP
CCP
CPP
CEBS
CMA
PMP
LinkedIn Certification
Beamery Recruiter /Sourcer Certification -12/2022
EXPERIENCE
Bank of America Charlotte, NC
Global Executive Director HR ( Service & Delivery) November 2020 – October 2023
Managing a a broader and more complex set responsibilities globally due to the international scope of my role.
Strategic Leadership and Global HR Strategy
Global HR Strategy-Develop and implement a cohesive global HR strategy that aligns with the organization's overall business goals and objectives across all regions.
Executive leadership: Serve as a key member of the executive leadership team, advising on HR implications of strategic decisions and international business operations.
Workforce Planning: Lead global workforce planning and talent management initiatives to ensure the organization has the right talent in the right locations.
Global Policy Development and Compliance
Policy Development: Create, standardize, and enforce HR policies and procedures that are effective across different countries while ensuring local compliance.
Compliance Management:Ensure compliance with international, regional, and local employment laws and regulations. This includes understanding and adapting to labor laws in different countries.
Risk Management: Identify and mitigate risks related to employment practices, labor relations, and regulatory compliance on a global scale.
Talent Acquisition and Management
Recruitment: Oversee global recruitment strategies to attract top talent worldwide. Ensure a consistent employer brand and candidate experience across all regions.
Succession Planning: Develop and manage succession planning processes for key global positions.
Onboarding: Implement standardized yet locally relevant onboarding programs to integrate new hires effectively.
Employee Relations and Engagement
Culture and Engagement: Foster a positive and inclusive work environment that respects cultural differences and promotes employee engagement and retention globally.
Conflict Resolution: Address and resolve employee grievances and conflicts, ensuring consistent and fair treatment across all locations.
Employee Feedback: Implement global employee feedback mechanisms and action plans to enhance employee satisfaction.
Compensation and Benefits
Compensation Strategy: Design and oversee global compensation structures and benefits programs, ensuring competitiveness and alignment with local markets.
Market Analysis: Conduct regular global market analyses to ensure pay and benefits are competitive in each region.
Performance Management: Manage global performance appraisal and reward systems, ensuring consistency and fairness.
Training and Development
Global Training Programs: Identify training needs and develop global programs to enhance skills and knowledge across different regions.
Leadership Development:Promote leadership development and career growth opportunities globally.
Diversity and Inclusion: Implement and promote global diversity, equity, and inclusion initiatives and training.
HR Metrics and Analytics
Data-Driven Decisions: Track and analyze HR metrics globally to inform strategic decision-making.
Reporting: Prepare and present comprehensive HR reports to senior management, highlighting trends and recommending improvements.
Benchmarking: Use data to benchmark global HR practices against industry standards.
Change Management
Change Leadership: Lead global HR aspects of organizational change initiatives, ensuring smooth transitions across regions.
Communication: Develop and execute communication plans for global change initiatives.
Support Systems: Implement support systems to help employees adapt to changes.
Leadership and Team Management
HR Team Management: Lead and manage the global HR team, providing guidance, support, and professional development.
Cross-Cultural Collaboration-Foster a collaborative and high-performing global HR department.
Mentoring-Act as a mentor and coach to HR leaders in different regions.
Corporate Culture and Ethics
Cultural Integration : Promote and maintain the organization's culture and values across all regions.
Ethical Practices : Ensure ethical HR practices and adherence to the company's code of conduct worldwide.
Diversity Initiatives/Lead global diversity, equity, and inclusion initiatives.
Budget Management
Global Budget : Develop and manage the global HR budget, optimizing resource allocation and controlling costs.
Financial Reporting : Report on budget performance and make recommendations for adjustments across regions.
Sun Group of Companies Manufacturing Pompano Beach, FL
Regional Senior Executive Director HR November 2017 – February 2020
Managing high level oversite for multidisciplinary human resources functions. Develop and implement HR strategies that align with the overall business goals.
Lead workforce planning and talent management initiatives. Advise the executive team on HR implications of strategic decisions Create and enforce HR policies and procedures. Ensure compliance with federal, state, and local employment laws and regulations
Oversee the development and maintenance of the employee handbook.Oversee recruitment and staffing strategies to attract top talent.
Develop and manage succession planning processes.
Implement effective onboarding programs.Foster a positive and productive work environment. Address and resolve employee grievances and conflicts.Develop and implement employee engagement and retention programs.
Design and oversee compensation structures and benefits programs. Conduct market analyses to ensure competitive pay and benefits.
Manage performance appraisal and reward systems. Identify training needs and develop programs to enhance employee skills and knowledge.
Promote leadership development and career growth opportunities. Implement diversity and inclusion training initiatives.
Track and analyze HR metrics to inform decision-making. Prepare and present HR reports to senior management. Use data to identify trends and recommend improvements.
Lead HR aspects of organizational change initiatives. Support employees through transitions and ensure smooth implementation.Communicate change effectively across the organization.
Manage the HR team, providing guidance, support, and professional development. Foster a collaborative and high-performing HR department. Act as a mentor and coach to HR staff.
Promote and maintain the organization’s culture and values. Ensure ethical practices and adherence to the company’s code of conduct Lead diversity, equity, and inclusion initiatives.
Develop and manage the HR department’s budget. Optimize resource allocation and control costs. Report on budget performance and make recommendations for adjustments.
Cross Country Healthcare Boca Raton, FL
Senior Executive Director HR January 2017- July 2017
.
Overseeing all aspects of the human resources function. Develop and implement HR strategies that align with the overall business goals.
Lead workforce planning and talent management initiatives. Advise the executive team on HR implications of strategic decisions Create and enforce HR policies and procedures. Ensure compliance with federal, state, and local employment laws and regulations
Oversee the development and maintenance of the employee handbook.Oversee recruitment and staffing strategies to attract top talent.
Develop and manage succession planning processes.
Implement effective onboarding programs.Foster a positive and productive work environment. Address and resolve employee grievances and conflicts.Develop and implement employee engagement and retention programs.
Design and oversee compensation structures and benefits programs. Conduct market analyses to ensure competitive pay and benefits.
Manage performance appraisal and reward systems. Identify training needs and develop programs to enhance employee skills and knowledge.
Promote leadership development and career growth opportunities. Implement diversity and inclusion training initiatives.
Track and analyze HR metrics to inform decision-making. Prepare and present HR reports to senior management. Use data to identify trends and recommend improvements.
Lead HR aspects of organizational change initiatives. Support employees through transitions and ensure smooth implementation.Communicate change effectively across the organization.
Manage the HR team, providing guidance, support, and professional development. Foster a collaborative and high-performing HR department. Act as a mentor and coach to HR staff.
Promote and maintain the organization’s culture and values. Ensure ethical practices and adherence to the company’s code of conduct Lead diversity, equity, and inclusion initiatives.
Develop and manage the HR department’s budget. Optimize resource allocation and control costs. Report on budget performance and make recommendations for adjustments.
Corporate Staffing @ Electrolux Greenville, SC
Senior Executive Director HR, June 2015-August 2016
High level management for overseeing all aspects of the human resources function. Develop and implement HR strategies that align with the overall business goals.
Lead workforce planning and talent management initiatives. Advise the executive team on HR implications of strategic decisions Create and enforce HR policies and procedures. Ensure compliance with federal, state, and local employment laws and regulations
Oversee the development and maintenance of the employee handbook.Oversee recruitment and staffing strategies to attract top talent.
Develop and manage succession planning processes.
Implement effective onboarding programs.Foster a positive and productive work environment. Address and resolve employee grievances and conflicts.Develop and implement employee engagement and retention programs.
Design and oversee compensation structures and benefits programs. Conduct market analyses to ensure competitive pay and benefits.
Manage performance appraisal and reward systems. Identify training needs and develop programs to enhance employee skills and knowledge.
Promote leadership development and career growth opportunities. Implement diversity and inclusion training initiatives.
Track and analyze HR metrics to inform decision-making. Prepare and present HR reports to senior management. Use data to identify trends and recommend improvements.
Lead HR aspects of organizational change initiatives. Support employees through transitions and ensure smooth implementation.Communicate change effectively across the organization.
Manage the HR team, providing guidance, support, and professional development. Foster a collaborative and high-performing HR department. Act as a mentor and coach to HR staff.
Promote and maintain the organization’s culture and values. Ensure ethical practices and adherence to the company’s code of conduct Lead diversity, equity, and inclusion initiatives.
Develop and manage the HR department’s budget. Optimize resource allocation and control costs. Report on budget performance and make recommendations for adjustments.
BMW Manufacturing Greer, SC
Senior Executive Director HR October 2012-May 2014
Responsible for overseeing all aspects of the human resources function. Develop and implement HR strategies that align with the overall business goals.
Lead workforce planning and talent management initiatives. Advise the executive team on HR implications of strategic decisions Create and enforce HR policies and procedures. Ensure compliance with federal, state, and local employment laws and regulations
Oversee the development and maintenance of the employee handbook.Oversee recruitment and staffing strategies to attract top talent.
Develop and manage succession planning processes.
Implement effective onboarding programs.Foster a positive and productive work environment. Address and resolve employee grievances and conflicts.Develop and implement employee engagement and retention programs.
Design and oversee compensation structures and benefits programs. Conduct market analyses to ensure competitive pay and benefits.
Manage performance appraisal and reward systems. Identify training needs and develop programs to enhance employee skills and knowledge.
Promote leadership development and career growth opportunities. Implement diversity and inclusion training initiatives.
Track and analyze HR metrics to inform decision-making. Prepare and present HR reports to senior management. Use data to identify trends and recommend improvements.
Lead HR aspects of organizational change initiatives. Support employees through transitions and ensure smooth implementation.Communicate change effectively across the organization.
Manage the HR team, providing guidance, support, and professional development. Foster a collaborative and high-performing HR department. Act as a mentor and coach to HR staff.
Promote and maintain the organization’s culture and values. Ensure ethical practices and adherence to the company’s code of conduct Lead diversity, equity, and inclusion initiatives.
Develop and manage the HR department’s budget. Optimize resource allocation and control costs. Report on budget performance and make recommendations for adjustments.
Pharmaceutical Associations Manufacturing Greenville, SC
Senior Executive Director HR August 2007-Dec 2011
Managing and overseeing all aspects of the multidisciplinary human resources functions. Develop and implement HR strategies that align with the overall business goals.
Lead workforce planning and talent management initiatives. Advise the executive team on HR implications of strategic decisions Create and enforce HR policies and procedures. Ensure compliance with federal, state, and local employment laws and regulations
Oversee the development and maintenance of the employee handbook.Oversee recruitment and staffing strategies to attract top talent.
Develop and manage succession planning processes.
Implement effective onboarding programs.Foster a positive and productive work environment. Address and resolve employee grievances and conflicts.Develop and implement employee engagement and retention programs.
Design and oversee compensation structures and benefits programs. Conduct market analyses to ensure competitive pay and benefits.
Manage performance appraisal and reward systems. Identify training needs and develop programs to enhance employee skills and knowledge.
Promote leadership development and career growth opportunities. Implement diversity and inclusion training initiatives.
Track and analyze HR metrics to inform decision-making. Prepare and present HR reports to senior management. Use data to identify trends and recommend improvements.
Lead HR aspects of organizational change initiatives. Support employees through transitions and ensure smooth implementation.Communicate change effectively across the organization.
Manage the HR team, providing guidance, support, and professional development. Foster a collaborative and high-performing HR department. Act as a mentor and coach to HR staff.
Promote and maintain the organization’s culture and values. Ensure ethical practices and adherence to the company’s code of conduct Lead diversity, equity, and inclusion initiatives.
Develop and manage the HR department’s budget. Optimize resource allocation and control costs. Report on budget performance and make recommendations for adjustments.
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