Employee Relations Sales

FELICIA BROWN

Lakewood, CA ***** 562-***-**** linkedin.com/in/feliciajbrown *.*********@*****.***

HUMAN RESOURCES CONSULTANT, COACH & TRAINER

Elevating Organizational & People Performances of Competitive Businesses, from Work Cultures to the C-Suite

Human Resources executive and HR consultant with extensive and progressively advancing leadership experience in fast-paced, rapidly changing, customer-centric retail and healthcare industries. As Managing Partner and Consultant to a nationwide firm, provided advice and training to corporate leaders across areas that included compensation, organizational effectiveness, job description optimization, strategic talent acquisition, and employee relations.

VALUE-ADD EXPERTISE

HR Policy Design & Management

Organizational Design & Development

Organizational Effectiveness

Change Management

Employee Engagement & Retention

Inclusion, Diversity & Equity

Work Culture Transformations

Employee & Labor Relations

Compensation & Benefits

Compliance & Employment Law

Employee Investigations; Mediations

Strategic Talent Acquisition

Succession Planning

Learning & Development

Career Coaching & Training

CAREER HIGHLIGHTS

TAILORED BRANDS, Fremont, CA, 2018-2019

Senior Vice President of HR, Supply Chain & Stores

Developed HR strategies across Talent, Employee Relations, Training & Development, and Organizational Effectiveness in support of Senior Leadership team serving 20K employees. Mentored and led 6 direct reports; oversaw 16 indirect reports in the field. Reported to EVP of Human Resources.

HR TRANSFORMATION: Transformed the business model, culture, and performance of the HR team by pivoting it from task-based to strategic Human Resources Business Partnerships. Acquired new HR talent to join newly cohesive, engaged team. Won the buy-in of EVP of Supply Chain to hire additional HRBP to bolster diverse and disenchanted NY team.

PERFORMANCE MANAGEMENT: Generated 10% positive turn and 5% increase in sales within 90 days of starting position by redesigning performance management and accountability processes and strategically hiring new talent.

DIVERSITY & INCLUSION: Empowered Senior Leadership team to meet and exceed D&I goals by engaging the members in developing change initiatives, leading research benchmarking and events, and establishing scorecards with key D&I metrics.

TALENT MANAGEMENT SYSTEMS: Initiated and led implementation of predictive Infor Talent Science Talent Management System that advanced D&I goals and decreased turnover 10% within 4 months. Leveraged system’s technology and behavioral and performance data to match skills, aptitude, and productivity of internal and external talent to optimal roles.

TALENT DEVELOPMENT: Developed learning/career paths for internal teams and expanded the capabilities of managers to implement talent development initiatives.

SUCCESSION PLANNING: Strengthened succession planning by creating a leadership development program for high-potential team members.

PREMIER HEALTHCARE SERVICES, Los Angeles, CA, 2016-2018

Vice President of Human Resources

Developed and executed strategies across Recruitment, Compensation, Benefits, Employee Relations, Training & Development, and Worker’s Compensation for 13K+ team members during planned restructuring, expansion, and accelerated growth.

HR TEAM-BUILDING: Grew the HR team from 3 to 30 to meet aggressive growth goals. Acquired highly skilled HR Managers and HR Recruiters who conducted meticulous investigations, empowered management with critical feedback, and provided exemplary customer service. Pivoted the team from tactical to strategical and highly customer-centric.

PREMIER HEALTHCARE SERVICES, VP of HR, Continued

COST REDUCTION: Reduced HR expenses ~40% by securing national services in onboarding, recruitment, life skills workshop, benefits, and training.

BUSINESS GROWTH & HR OPERATIONAL TRANSFORMATION: Boosted candidate flow from 10% to 50%, providing clients with nurses needed to drive revenue growth. Hired Director of Recruitment and recruiters specific to various areas of the business. Centralized operations into one cohesive department, optimizing performance and accountability of recruiters.

EMPLOYEE RELATIONS: Reduced escalated employee relations issues 60% by instituting performance management and review processes.

PERFORMANCE MANAGEMENT: Generated 35% increase in sales by creating and implementing a formal training and development organization that engaged internal resources and 3rd party vendors.

INCLUSION, DIVERSITY & EQUITY: Facilitated engagement of women and minorities by introducing and advancing the D&I learning and mentoring program.

SYSTEM IMPLEMENTATION: Led successful implementation of Workday Human Capital Management System before company’s acquisition, serving as point person between Workday and 3rd party implementation organization throughout one-year project. Conducted multiple deep analyses; collected critical data; and facilitated meetings between stakeholders, consultants, and line managers.

BARNES & NOBLE, Monroe, NJ & Reno, NV, 2009-2016

Senior Director of Human Resources

Starting as Regional HR Director of East Coast stores and café operations, earned promotion to lead HR for 24K employees, with a distribution population of 1,200 off-holiday and 2,000 during holiday seasons. Managed 4 direct reports and 6 indirect reports. Reported to Head of Human Resources. Led assessment, design, deployment, implementation, and evaluation of corporate effectiveness, employee engagement, Diversity/Inclusion, and legal compliance, leveraging ADDIE model.

TALENT RETENTION: Initiated work culture, talent development, and strategic staffing changes that reduced turnover 20%.

L&D: Implemented a Learning & Development Program at store level; rolled out training and development to all managers. Conducted training in areas that included Five Dysfunctions of a Team, Situational Leadership, Learning Plan Development, HR 101 (optimal handling of difficult employees/situations), Writing Effective Employee Reviews.

PROACTIVE WORKFORCE PLANNING: Conducted workforce planning analysis, positioning the company to have talent at the ready for busy holiday surges.

ORGANIZATIONAL SAFETY: Decreased safety claims 20% across distribution centers, cafes, and stores by collaborating with the team on implementing safety and training programs and raising awareness at all levels. Improved results by conducting root cause analyses, tracking trends, and taking a proactive approach to change.

EMPLOYEE & LABOR RELATIONS: Led the communications, employee engagement, training, and union awareness campaigns that resulted in landslide 99% vote to overturn unionization.

EDUCATION, TRAINING & PROFESSIONAL ACTIVITIES

MBM, Organizational Development and Change, Azusa Pacific University, in process; anticipated completion 10/2021

BA, Liberal Studies, Chapman University

Yellow Belt Certification, Six Sigma

California Employment Law Certification

Workday Implementation Workshops Certification

Member, National and Local Chapters of Society of Human Resources Management

Member, National Association of African Americans in Human Resources

Member, Professionals in Human Resources, PIHRA

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