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Employee Relations Human Resources

Charlotte, NC
April 30, 2021

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Mark E. Beasley PHR, SHRM-CP

**** ********** *****, *********, *.C. 28269

(704) 577- 5160

High - Impact Human Resources Director/ Manager and valued HR Business Partner

Driving Strategic Human Resources initiatives to realize bottom-line results

and enhance employee engagement in the pursuit of organizational objectives

Performance-driven Human Resources professional with several years of combined expertise in Human Resources management, recruitment, and employment laws. Strategy architect in the development of innovate HR initiatives to streamline processes and capitalize on organizational growth opportunities. A creative thinker, problem solver and decision maker who effectively balances the needs of the employees with the mission of the organization.


Effective Communicator at all employee levels

Cultural Transformation

Business Acumen

Project Management

Change Management


People Management

Strategic Workforce Planning

Leadership Training/ Bootcamps

Risk Management /Compliance

HR Data Analytics

Complex Employee Relations Resolutions

Compensation/ Wage Analysis

Employee Surveys/ Action Planning

Leaves/ FMLA Administration

HRIS, ATS, Workday, Kronos, Relias

Human Resources Leadership Experience

Five Star Senior Living - Charlotte, NC February 2018 – Current


Manage HRBP/HR Generalist functions for forty communities located in South Carolina, North Carolina and Virginia.

Established self as a competent /responsive Human Resources Resource and Business Consultant on a variety of complex risk management and employee related issues.

Key Regional Leader to keep Senior Leadership and Executive Directors updated on Human Resources policies and updates.

Quickly built effective relationships with Community/ Regional Leadership and Employee Teams.

Reassigned to support twelve Regional Offices in Virginia due to identified strengthens and demonstrated capacity.

Key contact and troubleshooter for Applicant Tracking System workflows and Workday System related issues.

Made HR alignment recommendations to Senior HR and Regional Leadership on HR Shared Service Model.

Committee member to assess Background Check Vendors. Successful implemented new background vendor into assigned Regions.

Supported and Consulted with Communities to drive successful Open Enrollment Benefits Process.

Drove Reduction of Overtime strategies for assigned communities.

Implemented Community Recruitment Strategies in order compete for hard to fill Resident Care positions.

Implemented Covid-19 risk mitigation policies for assigned regions and administered screening criteria and return to work guidelines for 27 communities.

Monarch - Albemarle, NC September 2015- February 2018


Manage HRBP functions for multiple Agencies within matrix organization including Behavior Health Open Access/Crisis Centers and Group Homes for the Western Region of North Carolina. Identified as a key HR leader, consulting with various levels of leadership to drive aggressive business initiatives that include Agency reorganizations, effective management of organizational and culture change, risk management, employee relations issues/solutions, employee engagement improvement initiatives policy administration and interpretation, leadership training, career development, and succession planning incentives.

Quickly established self as a competent Human Resources Resource and Business Consultant on a variety of complex risk management and employee related issues.

Proposed and will play a major role in the delivery of the Enhanced Development Training Program for business leaders which includes key topics as coaching and mentoring, team building, communication, engaging, employee motivation and problem solving. Proposed corporate wide performance management process to Senior Human Resource Leadership including CEO.

Identified as a critical lead role regarding the integration and onboarding process for mergers and acquisitions.

Serving as a co-chair of the State wide Monarch Employee Recognition and Appreciation Committee (Merac)

Facilitated Regional Employee Engagement Survey Meetings analyzed responses and provided executive departmental summaries for leadership action planning committee.

Proposed new benefits initiatives and programs to drive employee engagement.

Effectively developed and leading recruitment strategies to improve quality of hire and time to fill performance delivery.

Provided leadership to two regional recruiters carrying bench loads of 65 plus positions for the North Carolina Regional Offices.

Time Warner Cable - Charlotte, NC December 2013 – April 2015


Manage HRBP functions for multiple business units within a matrix organization including Sales, Technical Operations, Maintenance and the Customer Service/Call Center in support of locations across North and South Carolina. Identified as a key HR leader, consulting with Senior Sales leadership to drive aggressive business initiatives that include staffing reallocations, effective management of organizational change, career development, succession planning and commission pay incentives.

Provide leadership and development for three assigned HRBP Partners that served over 1200 employees residing in multiple clients, businesses and locations.

Key strategic HR Business Partner to support Senior Sales Leaders to effectively transition new business initiative going from Retail Front Counter Service Center to a Service and Sales revenue business model. Implemented and drove key policies and action plans to drive culture change and employee engagement that has resulted in the Carolinas Region to be number one in Sales generation across the country.

Act as a key business consultant on complex employee relations issues, greatly improving communications through advanced leadership training. Proactive and appropriate handling of Employee Relations issues resulted in very few employee EEOC charges and strong union avoidance measures.

Delivered Leadership training on Valuing Employees, Labor Relations, Affirmative Action Plans, Leading through Uncertainty and Leader/Employee Focus Group Action Planning. Developed Tracking Tool for Leadership Teams to track proactive leadership communications and activities to improve overall employee engagement.

Under my direction, developed Talent Management Review Tool for Leadership Team.

Delivered Affirmative Action Plans to clients and partnered to achieve aggressive goals.

Cone Health - Greensboro, NC April 2011– August 2013


Effectively managed dual role between Directorship and EPM while supporting the largest campus with an employee population of over 4,000.

Provided HR strategic leadership and guidance to teams within the multiple sites housing a variety of complex healthcare disciplines for 8,200 clinical and non-clinical employees system-wide.

Responsible for eight HR professionals delivering employee relations solutions and shared HR Services.

Delivered leadership coaching and guidance on multiple HR disciplines, prepared, and aligned communications for the organization’s 2013 merger.

Rapidly built job knowledge credibility with Senior Leadership and Middle Management to collaborate and implement new programs, which strengthened relationships with all Cone Health employees.

Oversaw the planning and launch of a new tower on Cone Health’s largest campus; hiring and training new clinical and non-clinical staff as well as transferring existing staff from other departments.

Selected to act as a member of the Enrollment Team and played a key role in a major organizational culture transformation initiative. Re-identified values by examining and re-formatting previous survey measurement systems, converting them into more significant data collection tools for more accurate review by Senior Management.

Collaborated with a consulting vendor to design activities which directly engaged employees in the new value system, increased morale and provided clearly defined accountability for both discipline and recognition.

Examined and implemented new policies for reviewing complex ESC hearings and EEOC charges to minimize inaccurate unemployment and disability payments.


Bachelor in Business Administration (BBA), Campbell University, Buies Creek, NC


PHR Certified, The HR Certification Institute, Alexandria, VA

SHRM- CP Certified, The Society for Human Resources Management, Alexandria, VA


Lake Norman Human Resources Member (LKNHR) - Active Member

Society of Human Resources Management- Active Membership

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