Human Resources Business Partner

BARBARA E. CZARNICK

**** *. *** **.

Omaha, NE **135

********@*****.*** Cell: 402-***-****

SUMMARY

Dynamic human resources professional passionate about leading and delivering effective human resources strategies that improve business results. I champion a collaborative, agile and fun place to work where employees are empowered to make a difference. I bring highly effective results to my business partners through talent leadership, total rewards strategies, employee engagement, and creative problem solving. Core functional competencies include:

•Employee/Labor Relations

•Organizational Development

•Employment Law

•Talent Acquisition

•HR Policies and Procedures

•Performance Management

•Strategic Planning

•Absence & Accommodations Management

•Budget Planning

PROFESSIONAL EXPERIENCE

Human Resources Business Partner 02/2021 - Present

Accenture, Remote /Omaha, NE

(Contracted through Experis Staffing 02/2021 - 07/2022)

oPeople Consultant, Operations (09/2024 – Present)

Currently staffed on a client-facing role with an American multinational tech company supporting the ADA Accommodations team managing a high volume of cases (average caseload 30-45 per mo.). Case management (end to end support) includes employee and/or manager consultations and guidance, related research and documentation, partnering with other centers of excellence teams (legal, global mobility, facilities management, etc.) and managing escalations, as applicable. Assist with special projects.

oHuman Resources Partner, Corporate Functions; Strategy & Consulting (02/2021 – 09/2024)

Served as an advisor to business leaders, driving strategic impact and enterprise solutions to meet critical needs. Supported and championed people agenda and provided direct oversight over human resources matters ensuring alignment with business and strategic objectives.

•Single point of contact for approximately 200 employees in the Strategy & Consulting Utilities practices on all HR related matters and trusted business partner to the leadership team on HR processes and policies.

•Executed and managed key processes such as performance and talent management, compensation administration, internal staffing, reductions in force and employee movements within the organization.

•Provided counsel to employees and management/leadership on employee relations matters, career planning, leadership development and people management.

•Supported business leaders in discussions on optimizing growth opportunities for high performers and coached them to manage poor performers through employee development planning, realignment to other roles or exiting the organization.

•Supported implementation of general human resources initiatives (e.g., regulatory changes, process and policy changes, supply/demand management, digital innovation, and new talent practices).

•Provided individual employee coaching and guidance based on a strong understanding of a person’s interests, aspirations and knowledge of our business.

•Provided employee support during internal staffing process by connecting people to projects and coaching people on “best fit” roles.

•Helped our people thrive through building deep personalized relationships and proactively supporting them through their life, career, and project experiences.

•Leveraged performance management insights and analytics to support talent development.

•Coached leaders to foster an environment of inclusion and diversity within the business.

•Trained, lead, and mentored one junior Human Resources Partner

Human Resources Business Partner 05/2019 - 11/2020

DTN, Omaha, NE

Provided coaching and consultative support to leaders across multiple levels of the organization. Managed employee relations issues and conducted workplace investigations. Partnered with external legal counsel to manage all US immigration cases. Managed reductions in force and internal reorganizations. Drafted and implemented employment policies and related communications. Managed, made recommendations, and executed internal compensation adjustments, Managed all leaves of absence and work-related ADA accommodations. Developed and coordinated employee surveys. Reported on various employment metrics and trends.

•Played a key role in managing two company acquisitions and one major business unit consolidation.

•Reviewed, analyzed, and consolidated multiple global policies into a Global Code of Conduct.

•Recommended and implemented key enhancements to employee engagement survey and implemented two new surveys to the platform.

Human Resources Director 01/2018 - 01/2019

City of La Vista, La Vista, NE

Responsible for the overall administration, coordination and evaluation of all human resources functions including talent acquisition and performance management, employee/labor relations, total rewards, budgeting, and strategic planning/development. Managed one direct report.

Barbara E Czarnick Page 2

Employment & Employee Relations Manager/VP 09/2012 - 07/2017

American National Bank, Omaha, NE

Managed employment, onboarding, and employee relations programs. Functioned as a strategic business partner to two retail markets (18 retail branch locations) and 9 support departments (300 FTEs). Served as a consultant to management on human resources-related matters. Managed and resolved complex employee relations issues. Conducted effective, thorough, and objective investigations. Recruited for open positions. Analyzed trends and metrics to develop solutions, programs, and policies. Provided guidance to managers regarding employee compensation decisions. Managed leaves of absence program and ADA accommodations. Responded to unemployment claims and represented the bank in unemployment hearings. Managed the bank’s Affirmative Action Plan. Drafted and updated job descriptions, personnel policies and procedures and provided related interpretation, guidance and training to managers and employees. Developed and administered budget. Conducted employee exit interviews. Provided guidance and input for business unit restructures, workforce planning and succession planning. Managed two employee recognition programs. Conducted employee/manager training. Managed special projects. Managed three direct reports.

•Promoted to VP within first two years of employment.

•Played a key role in implementing new HRIS (UltiPro) recruiting and onboarding platforms.

•Successfully managed 80+ involuntary terminations and countless employee disciplinary actions mitigating risk to the bank with no resulting EEO complaints or legal claims.

•Played a significant role in reducing unemployment tax rates for the bank over a four-year period by successfully managing all claims (100% compliance claims responses), hearings and appeals (97% favorable determinations).

•Led a team of Sr. Human Resources Business Partners in revamping the progressive discipline policy and related procedures. Developed and delivered associated managerial training.

•Developed key enhancements to the employee recognition programs and drove efforts to increase employee nominations for 212 Recognition Program resulting in a 40% increase in quarterly nominations.

Sr. Human Resources Generalist 01/2011 - 07/2012

Infogroup, Omaha, NE

Human resources consultant to IT, Finance and Client Services divisions. Served as primary point of contact for complex and challenging issues (i.e., employee relations, reductions in force). Provided recommendations for compensation adjustments, attended unemployment hearings, drafted job descriptions, managed leaves of absence, conducted exit interviews, and participated in client audits.

•Developed and launched the People Pulse survey, an internet-based employee touch point survey.

•Partnered with assigned business units to ensure smooth facilitation of multiple internal reorganizations.

Sr. Human Resources Specialist 06/2008 - 01/2011

Accenture, Remote/Omaha

Provided human resources services for four outsourcing contracts comprised of approximately 200 employees across the US. Teamed with contract leadership to determine business needs and develop and execute innovative solutions. Provided guidance and intervention to resolve complex personnel issues, administered compensation and variable pay plans and delivered employee training. Supervised and mentored one direct report.

•Played key role in managing FY10 annual performance management process spanning 36 contracts and 543 employees. Received feedback from Senior Executive that the process was “the most well run of all processes” she had encountered.

•Partnered with Mobilization Team to manage successful transition and integration of three waves of employee groups totaling 100 employees who were transitioning from client to Accenture. Co-managed transition of additional 50 resources without Mobilization Team support which resulted in smooth, positive onboarding into new organization.

•Reduced severance costs by $225K in FY09 and $376K in FY10 by working closely with management team to redeploy 77% of impacted employees over a two-year period.

•Minimized organization’s liability risk by successfully managing the employee termination process (both voluntary and involuntary). Coordinated and conducted employee discussions, resolved severance issues, and completed all terminations with no resulting legal issues.

•Directed annual talent management process for 100 employees. Collaborated closely with managers to determine employee development plans and organizational succession planning.

Prior Experience:

Sr. Human Resources Specialist / 2005 - 2008

Securities America, Inc., Omaha, NE

Sr. Human Resources Recruiter / 2002 - 2005

Creighton University Medical Center, Omaha, NE

EDUCATION

Bachelor of Arts (BA) in Management - Bellevue University, Bellevue, NE

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