Human Resources Professional

DONNA M. GARVIN, MBA, SPHR .

914-***-**** adyxfo@r.postjobfree.com LinkedIn.com/donna-garvin

HUMAN RESOURCES LEADER

Summary & Objective

Strategic HR Business Partner & Consultant with diverse experience and a proven track record of developing and implementing HR solutions to meet business objectives. Trusted advisor & coach to leadership who’s committed to influencing organizational behavior and outcomes, and consistently drives outstanding human capital results.

Key Skills & Areas of Expertise

Organizational Change (M&As, Reorganizations) Workforce Planning & Talent Management

Mentoring & Coaching Engagement & Retention

Employee Relations & Employment law

Experience within numerous industries and companies of all sizes, holding roles within Corporate Headquarters, multi-site field locations, matrix management environments and remote populations

PROFESSIONAL EXPERIENCE .

SENIOR MANAGER, HR BUSINESS PARTNER Oct 2015 – April 2023

Sunrun New York / Remote

HR Business Partner with expertise in building trusting relationships and providing strategic human resources guidance to leadership teams throughout various business lines; Top skills utilized: Executive Coaching, Workforce Planning, Employee Engagement, Employee Relations, Organizational Development

Key accomplishments include:

●Developed and deployed workplace practices to align with the organization’s vision and goals; Weeded out operations inefficiencies and guided the business through numerous cost management initiatives, including large scale reorganizations and workforce reductions; Initiated creative retention and attraction strategies to prevent attrition and quickly ramp talent in high volume markets

●Spearheaded successful integration initiatives as part of a company acquisition, involving organization and job restructuring, comprehensive talent review (encompassing workforce reductions and retention of key talent), integrating workforce to new roles, compensation structure and corporate culture, to support the organization’s strategy and minimize business interruptions

●Coached business leaders on how to maximize people investments through performance management and professional development to drive the best possible performance of their teams

●Regularly pulsed employees and subsequently created effective Employee Engagement action plans for addressing burn-out, work/life balance, recognition and overall satisfaction issues

●Collected, interpreted and utilized impactful HR data analytics (e.g., attrition & retention rates) to help influence business decisions and drive organizational competitiveness

DIRECTOR, HUMAN RESOURCES Feb 2014 – June 2015

Omnibuild New York, NY

Launched and directed full spectrum HR department, and guided the company through aggressive growth and significant cultural transformation

●Focused on employee engagement and productivity; led the execution of solutions in the areas of retention, improving management alignment, clarifying market position.

●Created & rolled out comprehensive Performance Management Process, which included performance planning, self-appraisal, and 360 feedback component. Linked process to development plans and trained Managers on implementation; Created innovative succession planning process, identifying potential future assignments and related leadership development initiatives of key talent

●Introduced a Mentoring Program for junior associates

●Reduced employee benefits costs by sourcing more cost-effective plans; Wrote policy on Harassment, PTO, education assistance program; Developed Employee Handbook reflecting current employment laws & company policies

●Managed all Payroll, Benefits, Onboarding, Employee Relations & Regulatory Compliance functions

CONTRACT CONSULTANT, HUMAN RESOURCES Jan 2010 – Dec 2013

Multiple Companies NY Metropolitan Area

HR consulting services for clients spanning a variety of industry sectors and project types. Most notable projects/results included:

Developing comprehensive Talent Management program, resulting in improved retention, optimized employee engagement & performance, better career pathing & succession planning, and ultimately, bottom line impact

Creating & rolling out of collaborative, competency-based Performance Management process; Writing Guidelines for setting performance goals, and coaching managers on performance management techniques, improving productivity and effectiveness

Writing Employee Handbooks with current employment policies and practices, such as disciplinary procedures, code of conduct, FMLA policy and benefits information, to comply with laws & regulations

Providing advice and consultation to management team on Employee Relations matters; investigating and resolving conflicts; disseminating policy and procedures

Conducting high volume recruiting/onboarding and supervision of busy payroll department for government entity

Evaluating marketplace salary trends, developing relevant salary scales and compensation structures for client companies

Writing company-wide position descriptions for client companies, including determining skills and key competencies required for each position

Providing outplacement assistance, mock interviews, and resume writing workshops to displaced groups & individuals

REGIONAL MANAGER, HUMAN RESOURCES Jan 2005 – July 2009

CIGNA New York, NY

Directed HR operations across the northeast, managing team of HR professionals across the region, to provide direction on key organization and related people issues impacting business, and implement solutions

●Monitored organizational climate to uncover significant issues impacting business effectiveness, and provided guidance to business leaders on implementing corrective actions

●Facilitated Annual Succession Planning Process. Coached business leaders on identifying key competencies & skills, developing & retaining high potential people and building bench strength for key positions

●Executed effective performance management process to support business objectives. Trained business leaders on effectively setting performance expectations and confronting performance problems, interpreting & applying HR policies and handling other employee relations issues

●Facilitated Peer Review process. Integral member of transition team for several mergers & acquisitions, smoothly integrating newly acquired offices and respective staff, and executing cost mitigation plans, including reductions in force.

EDUCATION ..

MASTER OF BUSINESS ADMINISTRATION – Zicklin School of Business – Baruch College, Industrial-Organizational Psychology

BACHELOR OF ARTS – University at Albany, Psychology & Management

SENIOR PROFESSIONAL IN HUMAN RESOURCES (SPHR) CERTIFICATION - HRCI

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