Business Partner Hr

Dr. Marcy Fort, PhD

South Carolina 954-***-**** *********@*****.***

Professional Summary

With 20+ years of experience in HR: HR Business Partner Manager, training and development, management, consulting, organizational development, recruitment, employee relations, and staff development. I hold a PhD in Management and Leadership, and my current role is Human Resource Business Partner Manager at Teleperformance, a global leader in customer experience management. I partner with senior executives to provide critical leadership to new ventures and bridge the gaps between labor force and management to achieve company objectives. Driven and decisive with passion demonstrating success by building and retaining highly effective teams.

Education

DOCTOR OF MANAGEMENT 2012 UNIVERSITY OF PHOENIX

Major: Management and Leadership

MASTER OF ART 2006 UNIVERSITY OF PHOENIX

Major: Organizational Management

BACHELOR OF ART 1990 BETHUNE-COOKMAN UNIVERSITY

Major: Mass Communication

Minor: German

Professional Experience

HR BUSINESS PARTNER TELEPERFORMANCE 2022 – PRESENT

Design and write job descriptions.

Conduct time-sensitive investigations for the entire organization.

Support, develop, and implement company-wide talent management initiatives to include (but not limited to) leadership and employee development programs, talent identification and reviews, mentoring, teambuilding, assessments, and succession planning.

Consult with management regarding federal, state and organizational policies and procedures.

Develop in some cases, and implement in other cases, HR strategies and action plans that are aligned to and drive achievement of business objectives. This may be accomplished by leveraging and integrating key HR levers, including organizational design, workforce planning, talent data and analytics, talent acquisition, performance management, identification of employee potential and succession, total rewards, talent development and employee engagement. Support succession planning.

Help drive enterprise HR initiatives in the organization and ensure the organization’s talent plans align with enterprise-wide HR strategies and programs, working closely with other HR Partners (Staffing, Benefits, Training, Compensation, Employee Relations) as needed.

Support integrated career and leadership development programming and initiatives

Coordinate health committees and support Talent Management review meetings.

Assess, identify and implement continuous training of all levels of leadership.

Assist in identifying, implementing, and overseeing leadership and team assessment strategies for effective teambuilding.

Onboard new employees, consult with leaders moving into new roles as needed, benchmark, recommend, and offer best practices (both internally and externally) in support of talent management deliverables.

Identify and share strategies and solutions that may be implemented in other business areas to improve organizational effectiveness with business heads and HR colleagues, drive implementation where appropriate.

Support 2 sites by providing all HR functions, including executive coaching and counseling to all site employees.

Execute multiple HR programs related to employee life cycle, such as talent acquisition, onboarding, employee development, employee relations, and employee engagement.

Drive talents plans aligned with and provided input into the organization’s change management plans, including stakeholder analyses, communications and training plans, risk identification and mitigation plans, transition plans, and measures of success.

Improved termination documentation procedures to minimize HR risk from the sites.

Collaborate with management and leadership to initiate a new exit interview process to focus on improving employee retention.

Collaborate with HRBP management to develop a new onboarding process through effective restructuring and implementation of a more modernized HR solutions targeting IT systems.

Deliver surveys, supporting data, analytics, and reports on talent management initiatives and outcomes to drive and influence program design and delivery. Manage qualifications and courses in Learning Management System and Learning Source.

PROCESS ASSISTANT AMAZON 2022 - PRESENT.

Employee of the week 3 times by increasing the team’s productivity and safety scores by providing best practices, coaching, mentoring, and training 300+ employees in the sortation site.

Address all employee relations issues in a timely manner.

Work closely with Area Managers to ensure daily numbers are met and/or exceeded by performing daily audits to track associate’s performance.

TALENT ACQUISITION & TRAINING SUPERVISOR URBN 2018 - 2022

Conducted a Salary Trend Analysis to address the decrease in employee retention. This increased employee retention to 15% by increasing hourly wages for front-line employees.

Source potential candidates from various channels including social media, and professional platforms.

Screen incoming resumes and applications

Interview candidates.

Advertise job opportunities on the company’s website, social media, job boards and internally.

Network by attending job fairs and hosting in-house interviews.

Managed the Learning Management System, including the maintenance of employee training records, required training assignments and qualifications for 243 employees.

Provide a shortlist of qualified candidates to the hiring managers.

Screened over 300 resumes and applications monthly and conducted preliminary interviews for all positions.

Processed over 80 new hires monthly that included assigning new employee numbers and scheduling pre-employment background checks.

Collaborate with managers to identify future hiring needs.

Consult with new hires and assist with onboarding.

Monitor key HR metrics, including time-to-fill, time-to-hire and source of hire.

MULTI-STORE MANAGER CRICKET WIRELESS 2017 - 2021

Managed 2 store locations, improved the stores overall district rank from 14 and 15 to 2nd and 4th rank within 4 months.

Exceeded store goal by 35% through mentoring and coaching staff on the sales pitch delivery.

Increase employee sales of phones and accessories in both locations by an average of 45% by conducting weekly observations of employee & customers interactions and providing necessary feedback and training.

Developed and implemented Employee of the Month Program. This implementation increased employee retention by 35%.

TRAINING & HR DIRECTOR CHICK-FIL-A 2015 - 2018

Develop team member orientation program to introduce new team members to Chick-fil-A standards and best practices.

Increase training attendance by 15% by developing and implementing a new online training program for all store employees.

Implemented new online annual review process to ensure all managers process annual reviews in a timely manner.

Lead weekly management meetings to ensure all employees adhere to company policies and procedures.

Developed business relationships with local businesses to provide support and recruit area citizens.

TRAINING MANAGER/ASSISTANT TO CHIEF OF ADMIN MIAMI DADE COUNTY 1999- 2015

Create annual employee survey to identify training needs for 936 housing employees.

Developed, facilitated, scheduled, and trained all 936 housing employees on the Federal HUD mandated ADA state and local law within 90 days.

Increase training attendance by 56% by revamping the department training and training tools.

Increase employee knowledge base through the delivery of courses: Ethics, VCA, HRIS, WIA, WAGES and county policy changes.

Led 100+ professional development course training for all staff from front-line to executive directors.

Directed the relocation and consolidation of 7 single site office buildings into one site, charting the transition of 437 employees and over $330k in office equipment while minimizing the impact to 16k housing residents and service providers.

Oversee the training budget for the department.

Drafted over 12+ new policies and procedures for a comprehensive agency manual.

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