Diversity Inclusion Customer Service

Algene Bailey

*** ***** ****, **********, ** ****1 - 508-***-**** - ******.********@*****.***

www.linkedin.com/in/algene-bailey-25120892

Proven, driven, and process-oriented director of multimillion-dollar retail, health professions, and military organizations with top producing teams (with up to 30 direct/indirect reports). History of strengthening compliance; improving processes; and elevating engagement output, hiring, retention, internal and external customer satisfaction metrics, while improving employee morale to all time bests. Relied on to drive top-line and bottom-line gains in people management processes regardless of historical challenges. Strong advocate for various communication processes to elevate consistent compliance and knowledge. Enthusiastic, professional leader with strong people skills and over 20 years of military service in both Marines and Air Force.

Skills:

Team Supervision and Training Organizational Development Compensation and Benefits Diversity Training

Employee Relations Training and Development Performance Evaluations Executive 360 Provider

Engagement Talent Acquisition HR Policies and Procedures Strategic Leadership

International Association of Privacy Professionals 2021 – Present

Portsmouth, NH

International Human Resource Director

Responsible for providing HR support to 257 Staff, 5 Senior Leaders, and 1 CEO. IAPP is a membership organization which specializes in providing Privacy education, certification, and counsel to a global community of companies and organization that initiates or maintains a Privacy Professional as a member of their Leadership Team, The IAPP has accomplished and advanced Privacy as a profession around the world and has basically established the industry single handedly.

oResponsible for HR guidance and support for US, England, Belgium, China - Staff

oReplaced a team of 3 HR professionals with a team of 8 – all specialist in their field

oGrew the organization from 213 to 257, despite losing 35 employees during the first 90 days of 2021.

oReduced YOY Turnover in half, while increasing hiring.

oCreated or strengthen HR structure with a ‘Customer Service Flair’ which made HR more approachable. This would prove to minimize turnover year over year.

oAssisted in designing and implementing a Quarterly Pay Review for Promotions, Adjustments, and New Jobs which replaced a once-a-year process. More contribution to Retention Strategies

oIntroduced and Implemented Succession Planning Strategies to bolster Retention Strategies.

oPurchased and implemented an HRIS system, replacing manual HR processes that were timely and subject to human error and noncompliance of state and federal laws.

oManaged a budget of $277 Million

oImplemented Accommodation Process to assist in minimizing turnover and better support morale issues facing work schedules.

oImplemented HR at a Glance to assist SLT members on current HR issues to solicit their input and help manage a more productive and robust workforce.

oIncreased the Referral Bonus from $500 to $2500 with exceptions to $5000 for hard to fill positions.

oCreated and filled a Talent Acquisition Manager to advance the Time to Hire from 7 positions a month to 15.

oCreated and filled a Learning and Development Manager which created a new Learning Management System not previously had -adding more robust training courses which included required and elective topics.

oCreated a Management Training Curriculum which included incentives for Managers to complete early.

oProvided counsel for several growth initiatives, including strategies such as ‘hot desk’ desk sharing and customized work schedule in order to house 250 staff members and growing

Kelman Hill Properties, INC - Shirley, MA 2020 - 2021

Company Director of Human Resources and Talent Acquisitions

Responsible for company implementation of all Human Resources initiatives and strategies for parent company plus 3 additional entities: Turf Logic, Central Ave Compassionate Care and Gage Cannabis Company.

oHired and trained HR Department to support HRIS, Recruiting, and People Programs

oIncorporated Annual Cost of Living program which provided automatic 3% increase to all employees annually. Included Management Training and Rollout

oImplemented Performance Approval Process for which included 30 / 60 Day Appraisal, 6 Month Appraisal and 12 Month Annual Reviews - Included Management Training and Rollout

oAdded Safety / OSHA Training Programs – included Management Training and Rollout

oDeveloped COVID Infection Management Process and Contact Tracing to help monitor and quarantining and scheduling. Worked closely with the Board of Health and the CCC. Included Management Training and Rollout

oInitiated Performance Management process to include Progressive Discipline Programs, Robust Performance Improvement Programs focused on Retention, Problem Solving and Counseling.

oCreated Referral Bonus Programs to strengthen and reward internal recruiting process.

oIncorporated Employee Assistance Programs to provide additional, personal problem resolution.

oImplemented Monthly Communication Boards and Quarterly Communication Meetings.

oIntegrated Monthly Management Training Program to include Annual Diversity Training

oExpanded current Handbooks to incorporate new and updated processes along with establishing new SOPs.

oUpdated Payroll Systems for employee friendly access of Compensation Information and PTO Balances

oDesigned Management Training Programs for internal Succession Planning Candidates

CARE-ONE Healthcare – New Jersey 2016 –2020

Senior Director of Human Resources and Talent Acquisitions

Regional responsibility for successfully completing all HR metric goals and year-over-year improvement for employee relations, recruiting, and retention of Skilled Nursing Centers and Assisted Living Facilities in Massachusetts, Connecticut, and Pennsylvania.

oSuccessfully built longest tenured HR team in company. Initiated HR Metrics Scorecards with immediate improvements.

oManaged Internal Marketing campaign for all HR Programs, Benefits, Hiring Needs, FAQs

oResponsible for Staffing all centers with front line staff and support staff: RNs, LPNs and CNAs, Chefs, and Directors.

oGlobally revised Orientation Programs and initial training programs to new hires

oIntegrated annual Engagement Surveys with individual facility strategies to increase engagement and retention.

oInitiated Quarterly Communications events with each center to enhance work environments and consistency.

oDeveloped Patient Care / Customer Service Training to line staff.

oProvided staff support on pay, benefits, bonus payout, attendance, turnover, and per diem programs.

oEnsure annual performance reviews are conducted and recorded in a consistent, timely manner

Rite Aid - Dover, NH – Regional Human Resources Manager 2015 – 2016

Providing HR Support for 72 New Hampshire / Maine Region stores operations.

Implemented executive HR training programs as well as Talent Acquisition programs for Northern New England.

oSpecialize in Pharmacy Staffing and Retail Management Staffing.

oCreated HR Management Training to all staff leadership teams to include Policy and Procedures for all supervisors

oDeveloped Performance Management Overview with each store.

oProvided Annual Management Retention Evaluations.

Staples Office Superstore - Cincinnati, Ohio, Division - Director of Human Resources 2003 - 2014

Providing Strategic HR Support for 403 Midwestern Stores spanning 4 Regions - Largest geographical region in the company.

oEnsured that all stores met state and federal requirements for safety and people programs

oStaffed each store and District with Management Team. Initiated Diversity Inclusion training for all.

oProvided monthly and annual training programs to increase customer service performance

oInitiated pay and benefits support -Created improved pay equity for female managers.

oOpened 4 new markets in Illinois, and Wisconsin.

The Home Depot – New England and Mid Atlantic 1997 - 2003

Director of Training – Director of Human Resources

Assisted in growth of 2 Divisions and created training platform for newly assigned New England Region

oHired and trained, 2 Regional HR Teams which supported 98 stores

oImplemented pay equity programs which incorporated in better staffing and retention of female managers

o3rd Training Director to be appointed in company

Master’s Degree Training and Organization Development / Business Admin Univ of Hawaii - Pace – UNH – USAF

BS Human Resource Management Shrewsbury College England/ USAF

Associate Degree Personnel Management Community College of the Air Force

USAF Personnel Management and Leadership Academies USAF Retired

USMC Officer Training Program - Platoon Leaders Corps USMC Officer Training Wash D.C.

Available upon request.

HUMAN RESOURCES DIRECTOR

PROFESSIONAL EXPERIENCE

EDUCATION

PROFESSIONAL REFERENCE

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