Employee Relations Change Management

Tiffanie Steward, GPHR, SHRM-SCP

404-***-**** ***************@*****.***

Innovative HR Leader Driving Transformational People Strategies

Professional Summary

Dynamic and visionary HR professional with over 20 years of comprehensive experience in aligning support services with cutting edge technology and business strategies by leading teams, strategic planning, streamlining people processes, organizational and financial analysis and management, maximizing productivity and using agile methodologies to drive change management and process improvement while fostering inclusive work environments in diverse organizational settings. Proven expertise in leading HR teams, managing complex employee relations, and developing talent management strategies. Exceptional communicator with a consultative leadership style, adept at building consensus and promoting teamwork across business units. Highly organized, analytical and decisive with strong data driven problem-solving capabilities to champion HR strategy and decision-making. Proven abilities in creating and managing high-quality, cost-efficient initiatives responsive to organizational needs and the achievement of business objectives and identifying methods for improving productivity and organizational behavior through innovative management techniques

Education And Certifications

Capella University— Organizational Management

Lincoln University — Finance, MS

Lincoln University— HR Management, MS

Cheyney University— Communications, BA

SHRM-Senior Certified Professional (SHRM-SCP)

Global Professional in Human Resources (GPHR)

University of South Florida-Diversity, Equity & Inclusion

Mental Health First Aid Certification

Competencies and Skills

Full Cycle HR/Business Startup and Development

Global HR Law/Culture/Business Support

Diversity, Equity & Inclusion Initiatives

HRIS Technologies

Mergers, Acquisitions and Global Expansion

Conflict Resolution

Compensation/Benefits Administration

Payroll Administration

Program/Project Management

Change Management / Continuous Improvement

Organizational Policies, Procedures and Internal Controls

Orientation & On-Boarding

Training & Development

Performance Management

Employment Law/Employee Relations

Agile methodologies

HR People Analytics

Employee/Stakeholder Engagement Strategies

Executive Leadership Coaching and Development

Business Strategy Advisor

Organizational Development

Organizational Branding

Strategic Data Analysis

People & Culture Management

Title VII/Title IX

Generative AI/Prompt Engineering

Technical Skills

HR Systems: Workday, ServiceNow, ADP, Paylocity, SAP, Kronos, ICIMS, PeopleSoft, Employease, UltiPro, Oracle, DayForce

Office Tools: Microsoft Office (Access, Excel, Word, PowerPoint, Project, Visio, Outlook)

Data Tools: Microstrategy (Data Warehouse), SQL Server; Generative AI tools

Professional experience

HR/Business Consultant (Contract) Be Rezilient 11/2022- present

Contracted to deliver comprehensive HR consulting services, this role focuses on optimizing workforce strategies across recruitment, compensation, performance, and policy compliance while promoting equity and innovation. Strong attention to analyzing human capital inefficiencies, developing tailored HR models, and integrating AI-driven analytics to support data-informed decision-making and regulatory adherence.in several key areas:

Recruitment

Compensation

Performance management

Employee relations

Talent development

Employment transactions

Policy compliance

AI Analytics

Key Responsibilities:

Evaluate and identify human capital inefficiencies; recommend solutions and develop HR strategies and models.

Provide advice on HR policies and best practices.

Meet with management teams to define the company's HR issues, goals, and requirements.

Conduct research to identify workforce issues or inefficiencies.

Develop HR strategies and company-specific models.

Recommend solutions and provide advice on HR policies, procedures, and tools.

Oversee the implementation and integration of new policies, procedures, tools, and strategies.

Monitor and review human capital analytics to evaluate the efficacy of new policies.

Generate analytic reports and presentations for management feedback.

Ensure workforce operations and activities are efficient and aligned with company goals.

Assist with recruitment, onboarding, and training of new employees.

Ensure compliance with Title VII of the Civil Rights Act of 1964, preventing employment discrimination based on race, color, religion, sex, and national origin.

Develop and update policies to promote a diverse and inclusive workplace.

Monitor adherence to Title IX requirements and coordinate with compliance regulators as necessary.

Stay abreast of industry trends, tools, practices, and advancements in technology.

Perform miscellaneous job-related duties as assigned..

HR Operations Specialist (Contract) IntelliSwift/Adobe 06/2022- 10/2022

Contract position providing expertise supporting COVID initiatives, including:

Authenticated vaccination records for validity within Adobe’s internal system, adhering to CDC standards and Global Safety & Security guidelines.

Conducted virtual verifications via video conference as needed.

Recorded authentication results in the internal system of record, ensuring data privacy and protecting Adobe’s reputation.

Utilized Workday and ServiceNow to record and verify employee status for special projects, including COVID-19 vaccination mandates.

Assisted employees in identifying and obtaining acceptable vaccine records and/or identification for verification purposes.

Coordinated with legal, security, and operations teams to resolve discrepancies and further review problematic records.

Adapted to changing legal and regulatory requirements related to vaccine verifications.

Supported various employee experience projects, programs, and initiatives.

Applied strong analytical and interpersonal skills to identify and articulate challenges to the verification team.

Leveraged project and program management experience to assist with Employee Experience Initiatives.

Identified areas for improvement and process optimization in line with current guidelines and requirements.

Maintained a customer service mindset to explain requirements and resolve employee questions or concerns.

Employee Relations Consultant (Contract) Artech/Medtronic 10/2021-03/2022

Utilized strong background in labor relations, employee accommodations, and diversity initiatives to navigate complex regulations, provide expert guidance on policy matters, and manage HR processes using tools like Workday and Service Now.

Committed to fostering an inclusive workplace and ensuring compliance with local, state, and federal guidelines.

Counseled and partnered with employees and all levels of management on COVID-related accommodation matters, ensuring alignment with company practices, policies, and local labor legislation.

Provided guidance and expertise to site leaders and managers on workplace COVID accommodation cases and concerns.

Handled escalated COVID accommodation matters and identified and implemented policy and process improvements.

Navigated the complexities of changing local, state, and federal guidelines related to the pandemic.

Reached out to employees regarding vendor vaccination requirements.

Aimed to increase the representation of women and people of color at all levels in the U.S., ensuring long-term progress towards diversity goals.

Managed contractor attestation of vaccination status as required by various vendors.

Collaborated with local Employee Relations partners on cases and overload situations.

Ensured proper data storage in Workday, utilizing its reporting and task tools for day-to-day HR and employee interactions.

Documented employee relations investigations using Service Now.

Provided research and recommendations on various Employee Relations issues initiated by both employees and managers

Employee Experiences Analyst(Contract) Spectraforce/REI 07/2021-10/2021

Contract role managing and optimizing recognition programs and systems to enhance employee engagement and drive a positive workplace culture. Acted as a subject matter expert, leveraging data and strategic partnerships to support employee awards, events, and initiatives aligned with the co-op’s impact goals.

Managed recognition program tools and data, developed new recognition tools, and optimized events and recognition program systems, including web tools and distribution lists.

Provided communications support for existing employee programs, driving initiatives integral to the co-op’s culture.

Supported employee awards, events, and mechanisms for connection and recognition to drive engagement and belonging, enhancing the co-op’s reputation as a top workplace.

Served as a subject matter expert, managing detailed data to reach, recognize, and bring together employees from diverse roles, locations, and backgrounds.

Operated strategically and tactically in a fast-paced environment, partnering with internal and external stakeholders to deliver best-in-class experiences.

Contributed to the client’s impact work, including climate advocacy, racial equity, diversity, and inclusion through employee and member experiences.

Applied attention to detail to broader impact, maintaining a holistic approach with internal “customers” at the center.

Leveraged soft and analytical skills to promote clear communication, strategic use of digital platforms, polished stakeholder management, and the delivery of meaningful experiences, focusing on constant improvement and innovation.

Employee Relations Manager/Professor Florida Institute of Technology 05/2015- 07/2021

Progressed from a Subject Matter Expert in Course Design and Professor to Employee Relations Manager, aligning people and culture with operational objectives. Acted as an HR Business Partner to all departments. Key Responsibilities:

Facilitated communication between employees and management, offering guidance on problem-solving, dispute resolution, regulatory compliance, and litigation avoidance.

Resolved internal conflicts using conflict resolution management and mediation techniques.

Advised managers on organizational policy matters, including ADA, FMLA, Title VII, and Title IX.

Managed complaints from faculty, staff, and administrators regarding harassing or discriminatory behavior, maintaining records and reporting trends to senior management.

Assisted in developing and updating policies to prevent discrimination and promote a diverse and inclusive workplace.

Provided oversight for the corrective action process and the annual performance evaluation process.

Managed internal and external investigations in alignment with EEOC, DOL, OSHA, and other labor law agencies.

Oversaw the required training program for the university, including DE&I initiatives and programs addressing anti-racism.

Managed federal reporting requirements, including Affirmative Action, VETS-100, and EEO.

Administered employee recognition programs, Inclusion Networks, and mentoring programs.

Conducted ongoing reviews of university policies, updating them as necessary.

Served as COVID-19 Case Manager, engaging in task force efforts to design effective pandemic and post-pandemic strategies, including return-to-work protocols, workplace accommodations, internal contact tracing, safety health screening, and data reporting/analysis.

Addressed issues of workplace incivility and microaggressions linked to a COVID-weary workforce.

Workday Transition: Assisted with the transition to Workday, using it to manage employee performance and other talent management functions.

Special Projects: Managed other special projects as assigned.

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Director of HR College Options Without Walls 05/2013-05/2015

Reporting to the CEO, managed Employee Relations, Training and Development, HRIS, and management reporting. Led leadership development, performance management, and DE&I initiatives.

Designed and implemented the annual performance and development process, supporting supervisors in meeting organizational and individual development goals.

Developed and managed compensation policies and pay practices, providing recommendations for hiring salaries and promotional increases.

Conducted quarterly and annual reviews/audits to ensure internal equity and prevent adverse impact.

Reviewed and managed employee benefits and healthcare plans.

Created an annual Employee Engagement & Retention Survey to track organizational performance against benchmarks and best practices.

Set strategic objectives for talent management and collaborated with operational departments to support DEI, recruitment, succession planning, promotion, and retention goals.

Performed statistical analysis on HRIS data, ran queries, and ensured secure recording and storage of HR metrics, including attendance and performance data.

Conducted audits on HR processes and documents related to hiring, terminations, and payroll administration.

Monitored technological advancements and trends in HRIS.

Designed employee communications to foster a sense of belonging and connectedness.

Managed additional duties and special projects as assigned.

Head of Human Resources, NA SIG Combibloc 04/2012- 05/2013

Led the development and management of a cost-effective HR department across North America, supporting international projects and ensuring compliance with regulatory standards. Oversaw full-cycle recruiting, compensation programs, and employee relations, while providing strategic input and data stewardship for HRIS systems.

Provided vision, leadership, planning, project coordination, and management for the ongoing development and improvement of a cost-effective HR department across the U.S., Canada, and Mexico, with support for international projects including Germany.

Facilitated, analyzed, and directed all HR functions, including employee compensation, recruitment, personnel policies, and regulatory compliance.

Managed full-cycle recruiting, including ATS management, onboarding (e.g., I-9 processing, fingerprinting, background checks, and new hire paperwork).

Contributed to strategic planning as part of the corporate governance team by addressing future business needs within the HR function.

Acted as HRIS data steward, analyzing system performance, creating and distributing reports, protecting data integrity, and identifying areas for improvement.

Implemented, analyzed, and administered the compensation program to ensure organizational compliance and equity.

Directed global and local variable income programs for executive and support employees.

Provided payroll and internal/external audit (SOX) support.

Developed and mentored the executive team through coaching and facilitated the 360 Feedback program.

Executed performance management and facilitated individual/team building.

Served as a subject matter expert, advising managers on organizational policy matters such as ADA and FMLA.

Managed employee relations, working with department managers to resolve issues and consulting with legal counsel as needed.

Conducted investigations and ensured proper documentation of employee relations matters and complaints.

Higher Education Consultant/ Professor University Level 04/2008-Current

Accomplished educator with extensive experience in developing and delivering undergraduate, graduate and doctoral-level business courses using various teaching modalities, including online and hybrid formats. Proven expertise in curriculum design, student advising, and international business research, with a focus on leadership development and program innovation.

Utilized various teaching modalities (online, hybrid, synchronous, asynchronous) to instruct graduate and doctoral-level business courses.

Developed and implemented new teaching strategies, including course and curriculum design, assessments, and rubrics.

Advised students, conducted course content audits, and chaired capstone, thesis, and dissertation committees.

Led faculty development initiatives, served as a Subject Matter Expert (SME), and maintained positive relationships with students.

Conducted international business research and teaching in China and the United Arab Emirates.

Designed and created training curricula, learning outcomes, assessments, and program evaluation methods.

Developed coaching programs focusing on leadership development beyond subject content.

Proposed and designed a business incubator/clinic program to apply classroom theories in practice.

Continuously evaluated and refined course content to enhance student learning.

Demonstrated expertise in Human Resources, Business/International Business, and Organizational Behavior/Development through professional memberships and consultancy.

Engaged in scholarly research, industry publications, and professional activities to maintain subject matter expertise.

Promoted the University and its programs through service and special projects.

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