KENYA C. CARR

***** *** ******** **, ***********, VA 20121

703-***-****, ady57r@r.postjobfree.com

Human Capital Consultant with proven expertise in policy and procedure, recruiting and hiring practices, coaching, consulting, and strategies that support senior level management in all human capital matters. Competent in creating/capitalizing on networks, liaisons and business connections, while influencing and managing partnerships across the businesses supported. Excel at partnering with division leads to improve employee performance, morale and productivity. A team player with strong interpersonal skills.

●Performance Management ●Talent Management and Succession Planning

●Employee Development ●Talent Acquisitions

●Change Management ●Training and Development Facilitation

●Organizational Development ●Policy Administration

●Workforce Planning ●Employee Relations

●Coaching ●Consulting

●Data Analysis ●Relationship Management

PROFESSIONAL EXPERIENCE

FANNIE MAE, Washington, DC 2003 to Present

Human Capital Strategy, Principal 2022 to Present

Consult and focus efforts on strategic planning and execution for Fannie Mae or business units within the organization.

Coordinate and engage in cross-functional strategic execution, as well as engage project teams and stakeholders to advance business initiatives.

Collaborate with management on implementing strategic goals and vision for business units and/or the enterprise.

Consult on division programs including early talent development.

Guide management through strategy development, strategic plan formulation, and execution of business objectives.

Research and consult with management on resources to support strategic goals and new initiatives.

Collaborate with team members and internal partners on unit’s production, activities, and efforts.

Partner with management on process improvement opportunities, as well as the day-to-day operations, including: modeling, forecasting, talent strategy and management, governance, and negotiations.

Lead and assist in implementing new processes and/or updating existing processes.

Coach executives and team members.

Human Capital Consultant, Advisor 2019-2022

Support business units consisting of 1000+ employees. Maintain partnerships by working collaboratively with management to determine and execute against human capital strategies. Advise, coach, consult, and counsel management to drive employee productivity, engagement, workforce management, talent management and development, and retention.

Delivered immediate and long-term performance management plans, processes, and solutions to continuously raise employee performance.

Demonstrated knowledge of business needs and aligned HR programs and services to enable success.

Articulated HR policies, procedures and processes and confirmed for clearly defined and consistent application.

Ensured complex HR programs were executed seamlessly with clear business impact.

Served as a trusted advisor to business leaders, driving results and influencing by engaging at the right time with the right information.

Coached management on how to effectively develop and performance coach employees.

Helped leaders set their talent bar and work to build high performing teams.

Proactively identified strategic solutions to both simple and complex problems while focusing on the big picture.

Engaged with COE partners to develop well-rounded talent strategies and development, offering a POV regarding talent at the Manger, Director and Officer levels.

Stayed ahead of industry trends to attract, retain, and develop the talent for the present and future.

Provided 1:1 mentoring and coaching.

Human Resources Business Partner 2005 to 2019

Delivered immediate and long-term performance management plan, processes, and solutions to continuously raise employee performance.

Advised senior management on organizational designs to strategically evaluate and restructure organizations for span of control, right-sizing, optimization, and efficiency purposes.

Coached management on how to effectively develop and performance coach employees.

Assisted in developing recruiting, compensation, and employee development strategies to hire, develop and retain talent.

Lead team building and facilitated divisional, corporate-wide manager training workshops.

Partners with management and Chiefs of Staff to interview and successfully onboard senior level management employees.

Created effective training programs, launched strategies, and resolved post-launch problems.

Provided 1:1 mentoring and coaching.

ACCOMPLISHMENTS

Successfully redesigned, coordinated, and facilitated leadership training for 160+ division Officers and Directors

Initiative a strategy to identify and assess skills, interests, and development areas that improved productivity, morale and bench strength within the organization.

Spearheaded the corporate adoption of a new performance rating scale name based on self-initiated research and recommendations presented to the Executive Committee.

Served as the project lead in expediting the creation of a campus hiring program that resulted in successfully attracting 36 undergraduate professionals in the first year of the program.

Successfully managed all the human capital activities for a major data outsourcing effort to the IBM Managed Service Provider involving the transfer of 100+ employees.

Established the concept and creation of a divisional Employee Recognition Program modeled after American Idol.

Successfully led the management of the Corporate Analyst Program consisting of 40 undergraduate Analysts including candidate and rotation selectin, performance management, incentive program management, and program training curriculums.

Created and launched a structured interview process leveraging Korn Ferry competencies.

Recruiter 2003 to 2005

Recruited for Fannie Mae’s Single Family and Housing & Community Development divisions utilizing effective sourcing strategies including Internet, direct recruiting/cold calling, career fairs, networking, and referrals. Developed and maintained business relationships through effective client engagement and proven strong talent acquisition.

Conducted strategy meetings with hiring managers to better understand their business and hiring needs.

Prescreened potential candidates for technical and leadership qualifications via phone and face-to-face prior to presenting to hiring managers for interview consideration.

Consulted and advised hiring managers on candidate “fit” and provided constructive feedback to assist with the hiring decision.

Negotiated salary to close candidates for hire.

ACCOMPLISHMENTS

Successfully reduced average time-to-fill from 60 to 45 days through aggressive sourcing strategies and strong candidate development.

Filled over 70 positions in first year in role.

THE SEARCH GROUP, Columbia, MD 2001 to 2003

Recruiter

Recruited Accounting, Finance and Healthcare professionals for permanent positions utilizing effective sourcing strategies including direct recruiting/cold calling, networking, Internet, and referrals. Developed and maintained business relationships through effective client engagement and proven strong talent acquisition.

Conducted client visits with senior accounting, finance and healthcare management for new business development.

Brought in new business by successfully marketing candidates to prospective clients.

Conducted face-to-face interviews to assess technical and interview skills, established job search criteria, and verify qualifications.

Coached candidates on interviewing techniques.

Facilitated client negotiations on benefit packages, discounts, and salaries.

ACCOMPLISHMENTS

Maintained a 2:1 interview-to-hire ratio record.

Recognized as the highest biller in the company.

Recognized as the most consistent biller in 2002.

AOC, Baltimore, MD 1999 to 2001

Recruiter

Recruited Accounting professionals for temporary, temp-to-hire and permanent positions utilizing effective sourcing strategies including Internet, referrals, networking, references, job/college fairs, on-campus-recruitment, DLLR, and open houses. Built strong client relationships by addressing and advising on employee job performance improvement.

Presented at college workshops on resume development, salary negotiation, and interviewing techniques.

Conducted client visits for new business development.

Obtained job orders through own selling/marketing efforts.

Assessed candidates’ accounting and software skills through relevant testing.

Coached candidates on interviewing techniques.

BOSTON MEDICAL CENTER, Boston, MA 1997 to 1999

Supported the Chairman of the Obstetrics and Gynecology Department in development of personal and departmental goals and objectives. Acted as liaison between senior management, CEOs, and COOs of the institutions while maintaining the highest level of confidentiality.

EDUCATION

Master of Business Administration University of Maryland Global Campus, Adelphi, MD 2006

Bachelor of Science: Business Administration Northeastern University, Boston, MA 1999

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