Human Resources Executive

JENNIFER WILLIAMSON COCKRUM

**** ******* ******, ******, ** 34119 (100% Relocatable) M: 303-***-**** E: ***************@*****.***

Professional Summary

Multi-talented Human Resources Executive bringing 20+ years' experience in human resources leadership and organizational development through proven business-centric processes. Proven functional leader. Strong business partner and confidante to C-Level individuals and Senior Management Team.

Experience

Hertz Global Holdings – Estero, FL (January 2019 to May 2023)

Senior Vice President, Human Resources – North American Field Operations (Estero, FL)

In this role, I led the team of field Human Resources Business Partners, Labor Relations Specialists, talented Training Professionals, Recruiters, and Workforce Planning Data Analysts across the North American Division. In my role, I supported the Chief Operating Officer and President, Paul Stone, and his direct reports. I joined Hertz in January 2019 as the Senior Director of Human Resources supporting the Southwest Region and was promoted to Vice President in May 2020. Current Departmental Budget: $20 million. Current team size: 129 (has expanded up to 200)

Notable achievements at Hertz:

Implemented the first ever workforce planning mechanism to control field headcount and reverse outsourcing of frontline employees in the field.

Developed and led the organization’s labor strategy, with over 45% of the frontline under a collective bargaining agreement. Responsible for setting the strategy and executing on that strategy. Negotiated our first-ever productivity standards with the Teamsters.

I am one of the three founding members of the Hertz Women’s Mentorship program (April 2022, now in its second cohort), and serve as an executive sponsor.

Led the team through many franchise actions (both spin offs and acquisitions), including a multi-month process to franchise over 29 locations involving ~2,000 employees. Also, led the acquisition of the Dollar Thrifty branch in Austin, TX, in late 2019.

Was at the helm of the HR operation during the company’s Chapter 11 reorganization and restructure filing in May 2020, and continuing through our emergence in June 2021 (and relisting on the stock market in November 2021).

Led the team through the pandemic layoffs (released over 16,000 employees during 2020-2021) and then fostered the “return/recall/recruiting” of employees as we built back the business in 2022.

Created and Piloted the Peak Support Team in 2019—a cross-regional team that combined operations support with enhanced development training opportunities for high potential managers— that was rolled out division wide the following year.

Promoted from the Senior Director of Human Resources for the Southwest Region (TX, OK, CO, NM, AZ, UT, NV, WY, and ID) – Based in Denver, CO – relocated in early 2020 to fill the VP role.

City and County of Denver – Denver, CO

Director, Safety Human Resources (December 2016 to December 2018)

As the Director for the Human Resources Department within the Department of Safety, I managed and led a staff of 29 HR Professionals and Administrators that handled the human resources needs for the Denver Police Department, the Denver Sheriff's Department, the Denver Fire Department, the 9-1-1 Communications Center, and other Public Safety agencies, supporting over 3,600 uniformed police officers, firefighters and sheriff's deputies, and another 900 civilian employees and 2,500 retirees through this endeavor. Responsibilities included HRBPs, Benefits, Payroll, Recruiting, and Pension Administration. Budget: $4 million.

Created the Department of Safety's first-ever Human Resources Dashboard, published quarterly, that reports on data ranging from current headcount vs. vacancies, turnover, discipline, FMLA usage, retirement projections, and other important metrics as they relate to workforce planning.

Collaborated with the entire Department of Public Safety leadership to discuss new and innovative ways to recruit top talent, while streamlining the hiring process itself. (Time to hire for the Sheriff’s Department decreased from 179 days to 77 days during my tenure.)

Lead the strategic action planning around the 2017 Employee Engagement survey.

Developed succession plans and promotion paths for senior level staff and select frontline managers.

Revamped the Police Department performance review process – go live is in January 2019.

Sat as HR Chair for 2018 collective bargaining agreements for the three safety unions in 2017 and 2018.

Reed Group, LTD (A Division of Guardian Life Insurance Company)– Westminster, CO

Director of Compensation and Benefits, 01/2016 – 12/2016

As the Director of Compensation and Benefits, I primarily focused on the implementation of a large acquisition, which expanded Reed Group's compensation and benefits function from one payroll cycle to seven, from two states to 27 (plus employees in Canada and India), and added additional defined contribution and health plan options, which I had to design and implement in a 60-day time period. Additionally, all benefit and compensation plans were harmonized at the end of 2016.

I managed a team of four analysts and was solely responsible for implementation of the company's HRIS system, compensation compliance, benchmarking and strategic plan design, and M&A integration activities from an HR standpoint. I was also responsible for the design and implementation of a pay scale and salary banding system. Budget: $4 Million.

Extensive mergers & acquisition work as it relates to the implementation of a large multi-country employee population, including harmonizing of job titles and compensation strategies.

Completely overhauled Training and Onboarding programs. Developed a new Employee Engagement and Development program.

Cybergy Partners, Inc. – Greenwood Village, CO (employees based across the U.S.)

Chief Administrative Officer, 06/2011 – 11/2015

Led a staff of 25 employees in the areas of Human Resources, Finance & Accounting, Contracts Administration, and Business Development and served as the head of the “back office” services arm of the corporation. Was responsible for not only the leadership of these departments and the strategy related to system improvements but was charged with maintaining compliance within the Company as all of these disciplines relate to the various federal and state laws that govern Federal contractors. Successful multi-state contracts were held with the Department of Energy and General Services Administration (GSA). Budget: $10 Million.

Established a compensation system and standardized job descriptions through a large organizational change effort in 2013.

Led the Administrative function through an IPO in 2014 and several mergers & acquisitions from 2011-2014.

Organized and directed a skills inventory within the entire company, and as a result, performed a skills

matrix and gap analysis, resulting in long-term workforce planning and implementation.

Frito-Lay, Inc. (PepsiCo, Int'l) – Topeka, Kansas and Denver, CO

Human Resources Director, 06/2007 to 05/2011

Human Resources Director, Topeka, KS, Operations – November 2009 to May 2011

Led a staff of two Human Resources Managers and two Human Resources Associates. Also, as Group HR Manager, I was a member of the Site Executive Board. Had regular staff meetings and Leadership Team meetings to coordinate and align the Human Resources practices with the Business Strategy of the plant.

Responsible for an employee population of 800 bargaining unit employees, as well as 75 managers and business unit leaders. Also, covered OTR drivers totaling 100+. Total plant population ~1,500.

Set Compensation Policy and Oversee Benefits Administration – Including the submission of Project Approval Requests (which set local compensation exceptions based on geography or other influencing factors, such as a high cost of living in a resort area).

Change Management Leader and HR Project Manager with relation to GES conversion of the site in 2010. As the site undergoes a conversion to the new Go-To-Market strategy, I implemented a new Organizational Chart for a new structure related to the GES operations. Also, added new positions and job descriptions, and negotiated with the union for this addition. All job replacement was handled through attrition (no-layoffs).

General direction of work related to Human Resources Generalist duties.

Responsible for Contract Negotiations, 3rd Step Grievances, Side-Letters, and all other union business at the site.

Succession Planning – Conducted regular succession planning sessions twice per year, Resource Competency Assessments once per year for all manager promotions, and focused on development for “ready-now” managers for promotions to bigger roles. Continued to develop entry-level managers as well for future pipeline needs. Division point manager role in Succession Planning.

Human Resources Manager, Mountain Region Sales - June 2007 to November 2009

Based in Denver, CO – extensively traveled (~ 75%)

Led a staff of 8 Human Resources Administrative Assistants and 2 Zone Staffing Managers, who were primarily responsible for the everyday Human Resources operations of the Region. Conducted regular staff meetings, including monthly conference calls with the 7 Zone Business Managers throughout the Region to coordinate and align Human Resources practices.

Responsible for an employee population of over 1,100+ hourly commissioned employees (Route Sales Representatives) and 200+ exempt employees (District Sales Managers and Key Account Managers), for the Mountain Region that covers Wyoming, Colorado, New Mexico, Texas (El Paso & West Texas), and Arizona.

Participated in the New York Decertification Campaign, as well as the Pittsburgh Decertification Campaign, and helped the Labor Group to develop a “Playbook” for future campaigns, and to better define the campaign roles.

Chaired the West Division Leadership Forum for 2008 and 2009, involving the Operations partners for the first time in 2009.

General direction of work related to Human Resources Generalist duties, with special concentration on corporate development and training, retention auditing and planning, and recruiting.

Education

Master of Science, Human Resources Development

Villanova University, Villanova, PA

Bachelor of Arts, Economics

University of Notre Dame, Notre Dame, IN

Notable Experience

Worked for the United Steelworkers International Union in Pittsburgh, PA, from 1998 – 2001, negotiating pension and benefit programs on behalf of the union. I have deep knowledge and experience in Labor Relations, and have worked in unionized/non-union environments for the bulk of my career.

Accomplishments

Named 2015 Top Women in Energy by the Denver Business Journal, one of 40 women in the community that were honored.

Affiliations and Certifications

Certified as a Black Belt (LEAN Six Sigma/PEAK Certificate) – Certified 2017

Certified Senior Professional of Human Resources (SPHR) – Certified January 2011

SHRM Senior Certified Professional (SHRM-SCP) – Certified February 2015

OSHA Basic Safety – Certified 2006

Benefits Communication and Technology Institute (IFEBP) – 2003

Expert level skills at all Microsoft Office products, including Excel and Access, as well as Word, Outlook, Project, and PowerBI.

Contact this candidate