Alexis D. Waiters, SPHR, SHRM-SCP, CPM

West Deptford, NJ 08096 609-***-**** adsttu@r.postjobfree.com www.linkedin.com/in/alexis-waiters

SENIOR HUMAN RESOURCES EXECUTIVE

Transforming Cultures, Building Corporate Infrastructure and Engaging Employees Proactively

Accomplished Human Resources Executive offering over 25 years of HR experience leading HR processes in multiple industries including, healthcare, transportation, technology, logistics, manufacturing, government and telecommunications. Special expertise in building and leading top performing teams, turning around troubled organizations, and establishing HR departments from scratch. Experienced at utilizing internet technologies to improve organizational performance.

Strategic Human Resources Planning

High Performing Talent Acquisition

Training Development & Facilitation

HRIS Implementation

Succession Planning & Organizational Development

Performance Compensation Programs

Field & Office Collaboration

Multi-unit Management

Employee Relations, Diversity & Inclusion

PROFESSIONAL EXPERIENCE

City of Atlantic City

Atlantic City, NJ 8/2017- Present

DIRECTOR, HUMAN RESOURCES

Implemented Online Applicant Tracking, Onboarding, Performance Management and Employee Training Modules thereby deeming HR processes 90% paper free.

Developed comprehensive on-boarding program and retention management training that reduced turnover by nearly 50% in key positions.

Manage both Civil Service and non-Civil Service positions and processes

Created career development programs for key positions increasing the company's future leader pool by 25%.

Conducted company skills gap analysis and individualized development plans for all positions.

Developed variable compensation plans that increased employee performance and morale.

Manage Employee Benefits and Total Compensation programs including merit increases, equity, and promotions that attract and retain key talent.

Improve labor relations by 60% by having monthly labor/management meetings and nearly eliminating grievances.

Coach Directors on leadership behaviors and practices; employment communication; development and performance management strategies to promote engagement and culture of continuous growth and development.

Provide consultation on FMLA, ADA, FLSA, CRA, OSHA and other State and Federal regulations to ensure compliance.

Developed Retention strategy with focus on employee engagement, training and updated compensation practices.

Consultant Contract Opportunities:

Campbell Soup Company

Camden, NJ 2/2017- 11/2017

WORKFORCE DIVERSITY & INCLUSION CONSULTANT

Manage and analyze large amounts of complex data for each of the key focus areas in Corporate Initiatives

Monitor, analyze and prepare monthly, quarterly, and annual reports for various Federal/State agencies, including but not limited to, Affirmative Action Plans (AAP), Equal Opportunity Reports (EEO), VETS 100 reports, Job Openings and Labor Turnover Surveys, and Bureau of Labor & Statistics submissions

ACCOMPLISHMENTS

•Identified and resolved HRIS challenges which improved accurate reporting by aligning reporting measurements. This resolution resulted in compliance among all corporate entities.

•Improved the Business Resource Group initiatives by aligning them with the corporate goal review process and improving the customer experience by using the BRG as a focus group.

Children's Hospital of Philadelphia

Philadelphia, PA – 3/2016 to 11/2016

EMPLOYEE RELATIONS MANAGEMENT CONSULTANT

•Advised and partnered with client organizations in full realm of HR to include but not limited to leadership selections, employee relations, performance management, rewards and recognition, organizational structure, manpower fluctuations, and any other special HR initiatives/projects. Partnered with business unit directors and above to assist in meeting business unit objectives by managing employee relations issues and providing training, both customer-requested and HR initiated

•Client groups included the Clinical Support Departments (2600 employees, VP highest level)

ACCOMPLISHMENTS

•Coached Managers and Directors on effective employee interactions and how to have meaningful corrective action conversations by establishing and improving employee expectations. Developed goal tracking and department operational metrics to document employee development.

•Resolved long standing (2+ years) union grievances by working with union business managers to change and update business work rules that resulted in a win-win situation.

PSEG Nuclear

Hancock's Bridge, NJ (2014-2016)

MANAGER, HR BUSINESS PARTNER

•Provide contract interpretation and administration.

•Leads the Succession Planning Process including identifying and recommending development resources for high potential employees.

•Conduct investigations and coordinated responses to numerous internal and external employment-based complaints, equal employment opportunity matters and claims for unemployment compensation.

•Serve as a champion for change efforts related to managing diversity and inclusion; to increase organizational capacity to include multiple dimensions of diversity and leverage the value and contributions of these components. Business Resource Groups leader leveraging diversity and inclusion to extend the reach and impact of our business efforts.

ACCOMPLISHMENTS

•Led the first Business Resource Initiative for the Organization increasing employee morale and offering senior management business improvement recommendations for recruitment and training

•Provided employee relations training to supervisory staff improving employee survey engagement and appreciation scores by 35%.

Comcast

Philadelphia, PA (2004-2014)

REGIONAL HUMAN RESOURCES & LABOR RELATIONS DIRECTOR

•HR Business Partner and Consultant and primary point-of-contact for management and local HR, providing advice, technical guidance, and training on the full range of human resources policies, practices, and matters affecting working conditions of bargaining and non-bargaining unit employees; including grievances, disciplinary and adverse actions, appeals, unfair labor practices, performance issues and contract violations.

•Managed a wide variety of union-related activities for 4 active contracts. This included handling all collective bargaining activities, contract negotiations, and organizing, picketing, decertification and avoidance activities; responding to unfair labor practice charges; preparing for and presenting of arbitration cases; managing disciplinary actions, grievance administration, and compliance with CBAs.

•1st and 2nd chair in contract negotiations.

•Directed employee engagement efforts, which contributed to regional top tier performance in employee opinion survey results -achieved above company benchmark scores in upper management leadership results.

•Provided management and leadership skill development in achieving excellence in growth, profitability, customer service, employee retention, recruiting and training & development, which resulted in receiving company HR Exceptional Achievement Award.

•Traveled to different system locations to provide meet with local leaders and staff to provide training, coaching and employee engagement meetings.

ACCOMPLISHMENTS

•Developed progressive disciplinary documentation for managers to enforce Codes of Conduct; resulting in increased overall quality of services and higher employee morale.

•Designed, Implemented and Monitored Union Managers Communication Program which included Quarterly meetings with Vice-Presidents of Business Units identifying grievances and trends that may lead to an arbitration, completing risk based decision making to settle cases and identify operational gaps; Introduced and Facilitated Quarterly Labor Update Meeting with Managers and above, providing trends, statistical comparisons against internal regional and divisional business units, corporate goals and industry standards, successes and challenges and how it affected productivity and profits; and also met with local supervisors to develop engagement action plans, clarify union issues, complaints and rules to improve supervisor performance.

•Through increased leader education, communication and union engagement decreased Grievances, Arbitrations & outside Legal Expenses by 70%.

HR MANAGER

•Partnered with Regional Vice Presidents/GM, Sales Leaders, Managers and Supervisors to ensure strategic HR goals, policies and programs are aligned with business initiatives and priorities.

•Provide executive coaching for people leaders regarding employee relations issues, leadership style, team effectiveness, and performance excellence.

•Trained all levels of management (including other HR staff) in laws such as the ADA, FMLA and regulations stipulated by the FLSA, NLRB and EEOC stressing best practices regarding Employee and Labor Relations.

•Identify metrics and trends in order to recommend/implement solutions designed to improve employee satisfaction, performance, workplace safety and retention.

SENIOR HR CONSULTANT (2002-2004) –

Healthcare, Education, Manufacturing and Transportation Industries

Philadelphia, PA, New York, NY, Cinnaminson, NJ, Camden, NJ

•Provided human resources project management and/or provided administrative and management support in Recruitment, EEO, Compliance, Risk Management, Compensation, Employee Relations (both union and non-union) and Policy Administration.

•Led Training in Setting Goals, Coaching, Evaluating Performance, Handling Stress in the Workplace, Downsizing Procedures, Provided Outplacement Services, including Self-Marketing Campaigns, Resume Preparation, and Interviewing Skills workshops to groups and individuals.

•Managed the Reduction in Workforce Process in which a manufacturing plant was shut down

•Assembled and led team to hire teaching staff for a highly urbanized Abbott school district. Reached 79% of goal in less than 90 days.

EDUCATION

•B.S., Industrial Relations, Rider University, Lawrenceville, NJ

•M.S., Human Resources, Wilmington University, Wilmington, DE (Currently Pursuing)

•Certified Public Manager (CPM), Rutgers University, New Brunswick, NJ

•Senior Professional, Human Resources (SPHR)

•Senior Certified Professional Human Resources (SHRM-SCP)

•Certified Recruitment and Retention Specialist (SHRM)

•OFCCP/Affirmative Action, Utilization Analysis and Contract Compliance, Certificate of Completion, Cornell University, New York, NY

•Certified Personnel Decisions International 360 Degree Assessor (Management & Executive)

Re

COMPUTER SKILLSs

MS Office, Various HRIS systems

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