Human Resources Business Partner
Resume:
PATRICE RENEE’ ANTOINE
**** ******* ******** *****, **** Charles, LA 70615
**********@*****.***
www.linkedin.com/in/prantoine/
PROFESSIONAL SUMMARY
Seasoned Human Resources executive with aviation and fortune 100 brands, twenty plus years experience in talent acquisition, employee relations, performance management, compensation strategy and strategic planning. Advised CEO, and senior management teams, on career development, succession planning, organization realignment, and talent acquisition integration. HR Business Partner to 250 plus client group, including, sales, marketing, digital, finance and programing. Experienced in developing and launching campus recruiting programs, and diversity and inclusion initiatives.
EDUCATION Abilene Christian University Abilene, TX
Master of Arts and Certificate in Conflict Resolution and Reconciliation,
Master of Science in Organizational & Human Resource Development, Southern University and A&M College Baton Rouge, LA
Bachelor of Science – Business Marketing
PROFESSIONAL EXPERIENCE
6/2015 – 4/2019 Jackson Municipal Airport Authority Jackson, MS
Director of Human Resources and Administration
Successfully researched, developed and launched new compensation structure utilizing a three-step approach to addressing internal inequities.
Established and implement “pay to performance” reward system and Performance Evaluation process.
Conceptualized, developed and implemented positive corrective action to include a Progressive Discipline Process, Grievance Process, Positive Corrective Action Handbook and training classes, as to ensure consistency and fairness.
Served as a key member of the strategy management team, providing training, and guidance on the Strategic Planning process, translating the plan to department goals and initiatives, and performance evaluation. Clear vision and managing strategies that are consistent with the organization’s mission and goals.
12/2013 –5/2015 The City of Houston – Houston Airport System, Human Capital Management Dept. Houston, TX
Human Resources Business Partner – George Bush Intercontinental Airport
Acted as a single point of contact for 740 employees, managers and general managers by providing consulting support in the areas of change management, organization design, life cycle of employees, and strategy development and deployment and employee relations.
Managed complex and difficult HR projects cross-functionally including organization-wide projects, such as the Deep Dive Implementation restructuring, and the Leigh Fisher reorganization.
Built strong business relationships with internal business partners and developed cross-functional relationships to better leverage intellectual capital in all change initiatives.
Actively identified classification and compensation gaps, proposed and implemented best practices to minimize grievances and risk.
3/2001 – 4/2010 The Walt Disney Company Orlando, FL and New York, NY ESPN Director, Human Resources, Enterprise - HRBP 7/2009 – 4/2010
ESPN Enterprise is a division that includes ESPN The Magazine, RISE and Original entertainment. Manage 300-person client team located across multiple offices.
Successfully partnered with Vise President and General Manager on, talent planning, employee training and development, diversity initiatives and strategy, employee relations, individual coaching and mediating, resulting in a favorable departmental employee survey.
Partnered with staffing to build a continuous talent pipeline utilizing a “pre-need” approach which included workforce planning, branding, continuous sourcing, and onboarding.
Lead division wide role out of performance management system. Achieved 100% compliance through manager training on tools and guidelines, coached on how to deliver feedback and help develop performance plans.
Partnered with HR Centers of Excellence to develop and implement a training and development plan. Identify core training needs, customized training to and client group to effectively design, implement, communicate, manage and enhance HR programs and initiatives.
PATRICE RENEE’ ANTOINE page 2
ESPN Director, Business Planning & Operations, Digital Media -HRBP 6/2007 – 7/2009
Associate Director, Digital Media Business Operations
ESPN Digital Media is a division that included online and mobile content group. Managed 250-person client group.
Collaborated, recommended and endorsed personnel actions for hiring, promotions, transfers, as well as, organizational design and compensation adjustments, thus establishing departmental guidelines and best practices.
Developed and managed learning initiatives / programs to facilitate an understanding of company businesses, and foster cross functional growth, encouraging employees to explore internal opportunities accordingly increasing employee retention and satisfaction.
Successfully trained, and managed the administration of the Performance Planning Review process and succession planning, including merits and promotions.
Worked with Department
ESPN Associate Director, University Relations & Recruitment 11/2001 – 6/2007
Program Manager, University Relations & Recruitment
Successfully conceptualized, developed, launched and managed ESPN college recruiting strategies and company-wide intern program, operating at $1.6 MM yearly budget and annual intern yield of 250.
Designed and implemented ESPN’s college recruiting strategies, which included; national fact-base school selection; establishing, cultivating and expanding company branding and relationships with selected Universities, as well as, increasing company awareness and career opportunities through various programs and events outside the interview process.
Established a tier system identifying level of support, recruiting activity executives and Sr. Director of Diversity to conduct internal analysis of department, resulting in departmental diversity strategies focused on recruitment, development and retention of women and people of color.and partnership ESPN offered to targeted schools.
Identified, coached and trained hiring mangers on competency based interviewing and hiring.
Cultivated relationships with professional diverse organizations culminating in strategic partnerships, which produced a consistent candidate pool. Worked with appropriate departments to leverage those relationships through partnership, sponsorship, etc., resulting in an average of 30 – 33% diversity within the intern population.
Demonstrated ability to work effectively with executives and senior management, gaining support and participation, as well as, partnering and advising on current and future hiring needs.
Walt Disney World Professional Recruiter - MBA, Marketing & Finance 3/2001 – 11/2001
Represented Professional Recruiting on redevelopment taskforce team focused on revamping the Walt Disney World MBA Recruiting Program, which resulted in more streamlined processes and potential cost savings.
Co-led the “People’s Strategy Team” toward development of a Finance Undergrad Rotational Program, which was comprised of Human Resource, Compensation, Organizational Development and various Finance Managers.
6/1998 – 2/2001 The Clorox Company Oakland, CA
Recruiting/Training Specialist Worldwide Marketing 8/2000 – 2/2001
Oversight and implementation of new-hire training programs for Brand Marketing and Business Intelligence professionals.
Co-developed and managed the on-boarding of summer interns.
Managed MBA summer brand camp (target -top tier MBA schools). Recruited, evaluated and selected top 2010
College Relations Specialist / MBA Recruiter 3/2000 – 8/2000
Developed and implemented innovative MBA Recruitment Programs company wide.
Partnered with various strategic organizations such as; The NBMAA, NSHMBA, The Consortium, etc. to identity a diverse candidate slate as well as managed company relationship / partnership with organizations.
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Order Management Specialists 6/1998 – 3/2000
Ensured full compliance with cargo transportation requirements of all regulatory agencies, including the USDA and US Customs.
Oversaw store replenishment, Distribution Center trailer unload and acknowledgement processes.
Designed and implemented quarterly plans, including development of target markets; tracked various advertising campaigns for effectiveness.
Applied innovative thinking and processes to foster effective problem solving, while maintaining a positive working relationship with customers.
REFERENCES AVAILABLE UPON REQUEST
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