PATRICE JENNINGS

Alpharetta, Georgia 704-***-**** adip9f@r.postjobfree.com LinkedIn

PROFILE

SENIOR HUMAN RESOURCES EXECUTIVE

Pro-active, creative Senior HR leader with more than 15 years’ success managing enterprise-wide HR functions for highly regulated, large-scale organizations. Significant experience encompassing recruitment, diversity and inclusion, supply chain, global corporate travel, hotel accommodations, talent development, performance management, business operations, and risk management compliance within fast-paced environments. Leverage global mindset and approach to communication; able to foster relationships across all levels of leadership and stakeholders. Regarded as a Trusted Advisor. Well able to implement innovative HR policies, procedures, and programs. MBA in Finance and Project Management, BA in Human Resource Management. Areas of expertise:

HR Management Strategic Business Planning Diversity, Equity, & Inclusion Regulatory Compliance Recruiting Retention Team Leadership & Development Budget Administration & Management Relationship Building Process Improvement Cost Containment Risk Management PROFESSIONAL EXPERIENCE

Wells Fargo, Charlotte, NC 2013 – present

Vice President (VP), Senior HR Diversity Strategy Business Leader (2017 to Present) Direct five-person team charged with developing diversity talent acquisition strategies, risk assessments, and program development for Enterprise HR Risk and Technology teams supporting 47,000 employees nationally and collaborating with global leaders to leverage best practices and a One Wells Fargo strategy. Partner cross-functionally with Business Unit Business Managers, Diversity and Inclusion (D&I) Council, and HR teams to form recruitment, retention, and staff development strategies. Forcast global budget for OCC leaders and travel teams,

travel & hotel accommodations. Oversee enterprise project management governance for technology and non-technology new processes and implementation plans.

Build systems of accountability and ownership for talent acquisition by developing a Talent Acquisition Diversity Center of Excellence across the Enterprise (nationally) that supports 33 lines of business.

Spearhead integration of TA Diversity Centers of Excellence across 32 global locations to analyze and mitigate risk across business lines while monitoring employee lifecycle metrics including promotion and turnover rates, travel &

hotel savings, current representation, and diversity strategies.

Leveraged sourcing and hiring strategies that improved hiring diverse candidates from 12% in 2017 to 24% in 2018 to 44% in 2019 across the enterprise while saving $70,000.

Developed onboarding process for new hires, the first official process of its kind, that increased new hire retention rate in Year 1 by 15% and saved $20,000 within 6 months.

Leverage diverse talent to meet Affirmative Action goals and regulatory hiring requirements.

Recognized for developing trust, motivating leaders, and building relationships through education, training, and national diversity conference leadership engagements. VP, HR Recruiting / Senior Program Manager (2015 to 2017) Managed five direct reports through execution and administration of organization’s diversity recruitment strategy reaching 210,000 team members. Oversaw allocation of diversity recruiting travel budget focused on optimizing ROO and ROI. Supervised annual recruitment lifecycle for 300+ full-time and intern positions. Proactively monitored performance metrics and emerging trends and/or potential risks; guided senior leadership to ensure alignment between business unit objectives and organization’s mission.

Launched hiring strategy that increased diversity hiring by 10% within first year, instituted accelerated diversity hiring pipeline, and documented first-time ROI with three national diversity partnerships.

Project Lead for design and implementation of national People with Disabilities (PWD) program.

Fostered and developed external diversity recruiting relationships to enhance organization’s brand recognition; partnered with local engagement vendors and attended national diversity conferences.

Generated compliance and risk activity reports regarding external vendors; assessed areas of opportunity and discrepancies between performance and contract expectations. (See Page 2) PATRICE JENNINGS PAGE 2

VP, HR Recruiting / Senior Supply

Chain Program Manager (continued) …

Developed numerous hiring and recruiting programs: Corporate HR Early Talent Internship, Associate Programs, and Summer Associates Program.

Saved $50K by placing Summer Associates virtually. VP, Senior Diversity Targeted Sourcing Recruiting Consultant (2013 to 2014) Sought out to advance organizational approach to diversity and inclusion by establishing an effective recruitment and hiring risk mitigation strategy. Set and implemented robust diversity recruitment objectives across target markets. Served as strategic diversity recruiting consultant for middle market partners. Instituted recruiting strategies to align overall enterprise goals with specific business units and to include specific demographics, such as Veterans and undergraduates.

Saved firm $88k in recruiting costs by eliminating use of outside search firms, monitored and adjusted travel & hotel budgets by reviewing ad-hoc reports and implementing new processes.

Partnered with the Appraisal Association of America to find viable field appraiser candidates— onboarded 19 in 4 months saving company $175k in salary compensation for the year.

Spearheaded eight annual large-scale hiring events; ensured consistent ROI increases year-over-year while reducing expensesin travel, accomadations, contract negotiations and event alignment.

Built pipeline of top-tier talent with 722 qualified, diverse candidates for designated business units: Human Resources, Technology, Government & Relations, Legal, Audit, Supply Chain, CFO, and Risk.

Represented department and organization at industry networking events, diversity conferences and events, and hosted signature events.

Increased depth of talent pipeline, bench strength, and enhanced team member engagement. US Auto Sales, Detroit, MI 2011 - 2013

Senior Vice President, Talent Management Development & Recruiting Manager Led three direct reports and nine recruiters executing organization-wide recruiting and HR compliance strategies. Established team strategic direction, objectives, and D&I initiatives to support line of business goal achievement. Liaised across internal departments and teams as D&I Subject Matter Expert. Partnered cross teams with Research, Sector Sales, Traders, and Quantitative Team to develop customized strategies, blended quantitative analysis with derivatives expertise. Followed DOL and EEOC compliance guidelines regarding performance reviews and promotions.

Served as Executive Sponsor on HR D&I Counsels for Supply Chain and charged with developing and implementing action plans, training, global travel and compensation structures, conceiving innovative strategies.

Instituted numerous talent development programs, to include a diverse talent sponsorship program and “Get to Know Your Talent” retention program.

Championed implementation of metrics and benchmarks to track and evaluate goals, travel budget, generate risk trend reports, and to create risk control strategies.

Major contributor to growth of company from one location to five and $95k increase in sales in Year 1. Additional Experience

Senior Executive Human Resource Director, City of Detroit, Detroit, MI, 2007-2011 Senior Business Partner, JEM Marketing Financial, Detroit, MI, 2005-2007 Senior HR Analyst – Training & Development, Corporate Risk, DTE Energy, Detroit, MI, 1999-2005 Corporate Campus Recruiter, Comerica Bank, Detroit, MI, 1992-1999 EDUCATION & AFFILIATIONS

MBA in Finance and Project Management, Kaplan University, Davenport, Iowa BA in Human Resource Management, Davenport University, Grand Rapids, Michigan Member, Board of Directors – Committee for The First Ladies Club (supporting underprivileged black women) Co-Chair, Circle Advisory Board of the TOUCHED (supporting local homeless community)