SHEILA M. DAVIS
CAREER SUMMARY & OBJECTIVE:
Seasoned HR leader with proven success in broad Human Resources experiences to include: employee engagement, talent management, individual and team development, mergers and acquisitions, employee relations, leadership development and training. Seeking an HR leadership role with a progressive, metrics-driven company valuing HR as a strategic partner, talent management, employee engagement, and organizational development.
SUMMARY OF QUALIFICATIONS:
Employment, Labor Law & WC
Recruitment, Retention, Workforce Planning
Talent Review & Succession Planning
Diversity, Equity & Inclusion (DEI)
Employee Onboarding & Engagement
Government Compliance & Training
Budget Planning & Administration
ER, Legal Support & Risk Mitigation
Strategic Planning/Change Agent
Project Management & Program Implementation
Union Relations & Negotiations
Reductions in Force/Reorganizations
KELLOGG’S FOOD MANUFACTURING FACILITY • 5/2019 TO PRESENT
Human Resources Manager
Successfully turned around an unhealthy work culture resulting in an increase of Gallup Organizational Survey (GOS) satisfaction of 9% in first 12 months through unsolicited feedback from employees, changes to management disciplines resulting in increased employee engagement for both salaried and hourly plant employees. Revamped employee recognition programs. Developed strong partnerships with leadership team and union representatives. Increased community relations activities and engagement by 200%. Manage employee relations utilizing empathy and risk mitigation tactics.
COOPERATIVE AGRICULTURAL SUPPORT SERVICES • 6/2018 TO PRESENT
SR. HR GENERALIST
Provide HR consulting to CEO for 700 employee food and agricultural support HR Company. Completed project work in developing training modules, internal controls, strategic planning, training, and development of policies and procedures in recruiting, talent management, safety, and complaints and investigations.
WELLS FARGO BANK • 2003 - 2016
RECRUITING MGR • WELLS FARGO BANK • 4/2015 – 5/2016
Led recruiting team of 13 professionals supporting retail banking. I maintained a focus on individual and team development. Developed employee engagement efforts.
ER MANAGER • WELLS FARGO BANK • 11/2012 – 4/2015
Led Employee Relations team of 8 ER Consultants managing high profile ER cases. Maintained a strong talent management focus with my team and across the organization.
TALENT MANAGEMENT & DIVERSITY CONSULTANT • WELLS FARGO BANK • 3/2010 – 11/2012
Led talent management and diversity efforts across all US based Retail Banking organizations. Prepared materials and leaders for talent review with President of organization.
SR. HR MANAGER • WELLS FARGO BANK • 9/2005 – 3/2010
Led HR Business Partner Team for Distributed Retail Sales in Home Mortgage and later the Home Mortgage Servicing HR Consultants. Integral part of leadership and strategy development teams including HR leadership through the largest merger in the US with acquiring all mortgage servicing needs for Washington Mutual Bank.
HR BUSINESS CONSULTANT • WELLS FARGO BANK • 8/2003 – 9/2005
Managed HR needs for Pacific Markets Distributed Retail Sales Home Mortgage organization. Led talent management, diversity and leadership development efforts for the region.
QUAKER FOOD & BEVERAGES / PEPSICO (1995-2003)
SR. HR MGR – WESTERN REGION, PLEASANTON, CA • 7/1998 – 8/2003
Provide HR leadership to sales force within multi state region. Strategic consultant on all HR matters for two VPs and integral part of the regional leadership team. Led the integration of two cultures following corporate merger and realignment.
EMPLOYEE RELATIONS & COMMUNITY RELATIONS MANAGER• OAKLAND, CA GATORADE MFG PLANT • 11/1995 – 6/1998
Managed all labor relations, employee Relations and Community Relations needs for this unionized manufacturing plant.
CLOROX CORPORATION (HIDDEN VALLEY RANCH) • HR MANAGER • WHEELING, IL • 2/1993 – 11/1995
Led HR efforts for 400 employee non-union food manufacturing plant. Focused attention to responding to prior EEOC claims. Implemented organizational effectiveness changes to remedy poor employee relations environment.
Master of Arts: ADMINISTRATION (Minor: Personnel Management), Michigan State University
Bachelor of Arts: Fine Arts, University of California – Davis