Employee Relations Project Management
Resume:
Letitia Brown
917-***-**** (c) • **********@*****.***
Accomplished HR leader with business acumen and analytical capabilities to deliver maximum return on human capital. Work history in areas of ● Employee Relations ● Organizational Development ● Compensation Planning ● Performance Management ● Talent Management and Acquisitions ● Effective use of Technology PROFESSIONAL EXPERIENCE
CERTIFIED GROUP
HR STRATEGY PARTNER JANUARY 2019 – FEBRUARY 2025
Partner and collaborate with business Leaders to develop and execute both long- and short-term people strategies that align with business plans and the future direction of the organization. Provide guidance and support on a wide scope of human resource issues for 30+Laboratories across the county.
Strategically partner with business unit leaders to provide effective guidance on people issues and programs for the organization that support the business objectives.
Provide day-to-day guidance to managers on coaching, counseling, career development, disciplinary actions, and workforce planning. Lead managers through identifying root causes of issues and how to address behavioral changes.
Engage with employees and managers to address employee relations issues by maintaining regular interactions with team members across all levels of the organization. Develop sound recommendations and execute plans to effectively address issues. Respond to and assist in the development of responses to employee inquiries. Conduct effective investigations.
Develop, implement, and maintain Performance Management Program. Create and deliver training to support PMP and other HR-related topics.
Participate in business restructurings, workforce planning, talent assessment, and succession planning.
Report on KPIs and trends related to the company’s workforce and use the findings to develop strategies and solutions in partnership with the business and the HR team.
Participate in the development and implementation of HR policies and practices including company handbook. Monitor changes in legal landscape and recommend updates.
Contribute to project team developing job titling/leveling and revised compensation planning.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
Gather data from HR systems to deliver Turnover and Headcount reporting and regulatory reporting to include EEO other statutory requirements.
Collaborate with HR and Payroll colleagues to establish procedures and address issues related to the implementation of HRIS system and acquired companies with a focus of ensuring the delivery of high-quality services.
Consult on and manage Leave programs, Workers Compensation (RTW) and job accommodations.
Managed Benefits Administration and communications including annual enrollment and set up of benefits in new HRIS. Provide ongoing support to benefits team. OERLIKON METCO
HR Consulting and Operations Manager June 2017 – September 2017 Consult with the business in the execution of HR programs, processes, and tools. Lead and manage people process along the employee lifecycle and function as a point of contact for personal/individual people topics.
Consult with both managers and employees regarding career/development, leadership, retention, and engagement topics to drive continuous improvement and growth. Manage employee relations issues.
Facilitate the Performance Management process including communications, consulting with managers, data management and reporting, and technical support.
Ensure delivery of employee and leadership development programs.
Manage the Talent Acquisition process including direct recruiting for key positions. Letitia Brown Page 2 of 3
NATIONAL GRID (SOFT, INC.)
HR Business Partners/Contractor June 2015 to January 2017 Support the VP, Lead HRBP for Global Functions to work collaboratively with US Finance and HR function to develop and implement an integrated HR approach for the management population throughout business transformation. Function as the interface between HR and US Finance to ensure the HR agenda is developed, facilitated, and implemented effectively.
Letitia Brown Resume
Provide HR technical support and data analysis for organization design initiatives to ensure the function is structured appropriately and effectively.
Make informed authoritative HR recommendations to improve business performance in the medium and longer term.
Collaborate with Onboarding team to develop business specific program.
Collaborate with recruiting function to design recruiting plans and support staffing new organization. Manage vacancies, postings and track organizational changes.
Support the implementation of a new organizational governance process.
Compile reports on hiring, headcount, demographics, utilization of training portal and other ad-hoc reports as needed.
Manage selection process and placements; maintain and implement transition plans.
Provide HR generalist support as needed.
CONTRACTOR/CONSULTANT January 2010-June2015
Fulfilled various short-term HR-related projects.
Randstadt, Summit Security Services, Contractor
Oversee and manage HR function for Aviation region. Ensure compliance with Federal/State/company regulations, policies, and statutes, as well as Collective Bargaining Agreements and Client Contracts (ER and pay issues).
Manage all employee relations issues and employee actions. Recruit and onboard new hires. Capstone Strategy Group, Independent Consultant
Participated in fulfillment of Contract with NYC Small Business Services to interview, collect and analyze data from existing clients of WorkForce1 career centers. Observed and reported on site operations and client experiences.
TAPROOT Foundation, Consultant
Project Manager on team to develop a Board Recruitment Strategy; managed project database (Basecamp).
Consulted to review and strengthen the Performance Management process for a non-profit organization. ADECCO
Human Resources Business Partner/Sr. Manager January 2008-January 2009 Partnered with leadership teams to guide resolution of HR-related business issues and function as change agent during consolidation of Shared Services functions. Provided general HR support to 80+ branch offices across the US and Canada.
Updated and spearheaded the implementation of new HR policies and practices. Rolled out new policies and Employee Handbook. Wrote communications, designed training materials, and conducted training.
Advised senior business managers on employee relations issues; collaborated with legal group to minimize employee claims and assist with defending EEOC charges.
Evaluated and recommended changes to recruiting and on-boarding procedures to ensure smooth candidate hiring experiences; and to improve compliance with regulatory requirements.
Improved service and reduced transactional errors while directing payroll, compensation, and on- boarding specialists in transferring HR responsibilities from business line accountability to corporate shared services unit. Transitioned HR operations from NJ to Long Island.
Collaborated on project teams and led the HR Shared service delivery team to drive operational improvements and efficiencies in the delivery of HR transactions while implementing a self-service tool.
Letitia Brown Page 3 of 3
Reduced turnover and enhanced corporate culture by advising senior business managers on employee relations issues; collaborated with legal group to minimize employee claims and assist with defending EEOC charges.
Partnered with HRIS group to ensure accurate and value-added reporting. THE HOME DEPOT
Human Resources Manager January 2007-December 2007 Drove HR functions for a new Home Depot store from start-up stage to $30M in annual sales.
Executed store staffing strategy and managed the recruitment and onboarding processes.
Partnered with management team to implement quality standards and ensure employee work performance adhered to company policies, legal compliance, and OSHA requirements.
Delivered training and monitored employee learning plans.
Managed employee relations, performance management processes, and facilitated succession planning discussions.
Managed one non-exempt employee.
JPMORGAN CHASE March 1987-March 2006
Human Resources Business Partner, Vice President
Partnered with leadership teams to implement and execute people programs that drove business results and people development in a highly dynamic business environment. Provided generalist support through major mergers, reorganizations, relocations, and downsizings.
Key Achievements:
Strategized with managers and provided counseling services to all levels of staff on employee relations issues, compensation planning and administration, performance management, and organizational assessment and development for multiple functional groups in various geographies.
Orchestrated relocation of a technology group from NY to MA; implemented organizational change interventions. Collaborated with management on reorganizing functions, writing new job descriptions, and designing and implementing recruiting plans to staff up new site.
Counseled management on HR related business issues during the launch of multiple new Lockbox processing operations in Chicago, Dallas, and Los Angeles
Helmed Talent Review process and facilitated management succession planning discussions.
Directed annual compensation process for assigned client groups; consulted on salary increase and bonus recommendations; analyzed compensation data for equity and distribution.
Delivered training sessions on numerous HR topics, including Sexual Harassment Awareness, Performance Management, policy, benefits, and other ad-hoc topics.
Facilitated employee focus groups and action planning on environmental issues.
Analyzed policies and procedures to evaluate risk to the organization.
Communicated business continuity plans in anticipation of operational disruptions.
Delivered training and implemented 360 feedback processes.
Led multiple reduction-in-force initiatives, both merger-related and BAU, without adverse action.
Piloted rollout of Time and Attendance system across several business lines with 10K+ employees.
Played integral role on activity planning and impact evaluation committees.
Introduced new Customer Service Incentive Plan. Managed up to two exempt employees. EDUCATION & CREDENTIALS
Organizational Change Management Graduate Studies
Milano Graduate School, the New School, New York, New York Bachelor of Science in Business; Marketing
Virginia Commonwealth University, Richmond, Virginia Project Management Certificate, Capstone
Hofstra University, Hempstead, New York
SPHR Certification 2010
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