Human Resources Manager

Christen M. Watson

**** ************ ****, ****, ** 77494

Cell 713-***-****; Email: *******@*****.***

Objective

To obtain an active Human Resources Business Partnering role with a results-oriented organization.

Education

Auburn University, Auburn, AL

B.S. Human Resources Management

Experience

BP January 2007-Present

North America Gas (NAG) Strategic Business Unit January 2011-Present

Discipline Capability Advisor

• Led all work activity and co-facilitated the annual talent review process for the NAG Wells Organization. Collaborated with Engineering Managers and Team Leaders to identify key critical staff to fill current and upcoming work fronts across the business. Identified learning and development offerings in an effort to close skills gaps.

• Managed the Western Hemisphere Training Development and Orientation Program for Wells Entry Level Engineers. Developed the annual training plan schedules and worked closely with Discipline Functional Specialists to ensure that training met required technical competencies.

• Designed and implemented a welcome and induction program for new experienced hires joining North America Gas in an effort to accelerate the indoctrination process into the BP culture. Conducted pulse sessions and utilized Survey Monkey in collecting feedback from recent hires to enhance existing processes.

• Spearheaded the North America Gas Recruitment Battle plan and work in close conjunction with the Discipline Recruitment team in filling critical vacancies as outlined in demand plan. Partnered with Engineering Managers and Team Leaders in reviewing resumes, conducting phone screens and participating as a member of the interview panels in support of specialty skilled requisitions. Consulted with Wells Operations Team Leaders and functional assessment team in the creation of robust technical phone screening questions for Engineering and Wellsite Leader roles.

Gulf of Mexico (GoM) Strategic Business Unit November 2009-December 2010

Human Resources Advisor

• Provided comprehensive hands-on Human Resources support for hourly offshore workforce and Houston based Engineering, Marine and HSSE functional teams.

• Drove the People Plan agenda, which included the annual rewards, performance management, and talent review process.

• Responsible for leading the Gulf of Mexico SPU-wide severance program. Represented GoM in the HR North America Process Severance Reviews and coordinated all pre and post severance activities with payroll, outplacement vendors and other key stakeholders.

• Managed a high volume of employee relations issues dealing with hourly pay; overtime policies; offshore living conditions; disciplinary actions and policy interpretation.

• Partnered with Off-Shore Asset and Engineering Managers in the completion of the annual resource demand planning process.

• Provided support as a member of the HR Command Center during the initial weeks of the Deepwater Horizon incident and assisted Discipline Capability Leaders across the functions in identifying staff to support various field activity fronts.

• Provided full-time support to the Gulf Coast Restoration team during fourth quarter of 2010. Played a pivotal role with Indirect Procurement in the selection process of long term staffing providers for field sites and selection of a vendor to conduct pre-employment and random drug screens for contractors supporting DOT and non-DOT work. Conducted case management on a variety of HR related claims that originated from outsourcing call center, distributed appropriate claims to field-based HR staff for thorough investigation, and tracked key metrics including resolution cycle times for all claims. Led investigations for highly sensitive/visible claims.

Exploration & Production (E&P) Technology January 2007-October 2009

Human Resources Advisor

• Provided Human Resources support to the Houston and Sunbury based E&P Subsurface and Wells Research and Development organizations (approximately 600 employees; nearly 65% of employee population consisted of Foreign Nationals). Drove the Annual People Agenda in partnership with the Sunbury based HR Advisor as it pertained to performance management, salary planning and talent management.

• Partnered with the SDDN Discipline Leads in delivering the annual resource plans and facilitated the bi-annual People Planning sessions. Lead the refresh of the Career Acceleration Program for the entire SPU.

• Worked strategically with the Directors of Discipline Capability as well as the Subsurface and Wells Vice Presidents in the selection process of critically skilled talent eligible for the North American SPU retention programs. Assisted with the development of selection criteria and communicated critical guidelines to the E&P North America HR team, which led to successful program implementation through partnering with Team Leaders.

• Provided hands-on day-to-day coaching to front line managers with regards to a variety of employee relations issues and was responsible for leading investigations and managing performance issues that resulted in disciplinary action.

• Worked in close partnership with the Discipline Recruitment team and hiring managers in staffing critical vacancies. Played a hands-on role in the selection and onboarding processes of new hires and in collaboration with the Rewards Function, helped to create competitive compensation packages for scarce skilled candidates.

General Electric June 1998–June 2006

GE Energy Services – Carrollton, TX August 2003-June 2006

Installation & Field Services and Energy Services Sales

Regional Human Resources Manager

• Provided day-to-day as well as strategic HR support to field services engineers/technicians (non-union labor) and field sales teams across the Southwest Region.

• Drove annual succession planning, performance management and salary planning initiatives across the region. Partnered with the region services team in developing a 5-year succession plan to assess technical bench strength, identified potential employee retention risks, and understood demographic trends throughout region to forecast current as well as future staffing and training needs.

• Reduced attrition within field services team by implementing career development plans for high potential field engineers and established a formal mentoring program. Partnered with other field services organizations across GE Energy to promote networking and career enrichment opportunities for team.

• Managed the region recruiting and staffing initiatives for entry level as well as experienced hires. Led local hiring teams in college recruiting activities and drove participation in job fairs and organizations to aid staffing diversity initiatives.

• Played a pivotal role in integrating two sister businesses (Industrial Engineering Services and Power Maintenance Incorporated) with the SW Region Installation and Field Services team. Managed a high volume of integration issues and worked as a change agent to assimilate new employees into the business.

GE Commercial Finance – Addison, TX February 2002-August 2003

Field Human Resources Manager

• Provided HR support and strategic direction for 250 employees across 3 geographic regions at the non-exempt to leadership level.

• Partnered with Region Management to drive functional excellence across the Regions, including talent identification, development, succession planning and compensation review.

• Partnered with leadership team in driving organizational changes within the Middle Market Finance division. Re-aligned existing risk and operations resources to support new sales territories and identified regional sales and risk talent to lead new teams. Assisted in the implementation of compensation strategies to retain top talent.

• Conducted pulse sessions with newly acquired employees in identifying business issues and sought appropriate resources in resolving integration and training issues.

• Led the effort in downsizing two risk/operations offices into one office in southern California. Developed transition plans and retention packages to ensure smooth work flow until implementation.

GE Capital Simuflite - Dallas, TX September 2000-February 2002

Field Human Resources Manager

• Provided full range generalist support for approximately 200 associates within an acquired business of Commercial Equipment Finance. This included support of employees at the headquarters facility as well as three remote training centers located in Grapevine, TX; Marietta, GA; and Tampa, FL.

• Counseled front line managers with a high volume of employee relations issues. Conducted investigations and advised management in implementing appropriate disciplinary actions.

• Strategically partnered with management in driving GE values and initiatives within the employee populations. Injected GE based HR Programs such as Employee Rewards and Recognition and annual performance appraisal and management workshops.

• Served as the site HR compliance lead and established structured policies and practices for mandated FAA/DOT and Pre-employment drug and alcohol testing programs. Selected new vendor and used metrics as a vehicle to streamline processes and reduce overhead.

• Analyzed client groups within the organization that had high employee turnover and low employee satisfaction. Conducted skills competency reviews of non-exempt front-line positions, reviewed current compensation plans against market data and implemented appropriate changes across business.

• Managed the leadership compensation of 12 Directors and Managing Directors as well as performance management and salary planning for 200 employees.

GE Capital Services – Mortgage Insurance Division

Raleigh, NC

Human Resources Generalist July 1999–August 2000

• Provided generalist support for the National Processing Center, Action Center, Collections and e-Commerce Teams.

• Conducted New Manager Assimilations for Front Line Managers and provided progressive HR support to client groups pertaining to employee relations, performance management, career development, and benefits/compensation issues.

• Partnered with VP, Human Resources in staffing newly created e-Commerce team. Devised staffing strategies to attract talent.

Corporate Recruiter September 1997-July 1999

• Performed full life cycle recruiting for entry to leadership level positions.

• Developed staffing innovations with a focus on e-cruiting to reduce staffing cycle times while meeting business needs.

• Partnered with business compliance leader in executing recruiting and sourcing strategies in meeting goals of underutilized job groups. Articulated outreach efforts during 1999 OFCCP Audit.

• Led in the conversion effort of implementing Brassring, a web-based applicant tracking tool. Responsible for training headquarters HR staff.

• Program manager for INROADS program. Partnered with business mentors in identifying challenging internships and developed student workshops to foster career development.

• Represented business as Campus Ambassador to key schools – partnered with business leaders in identifying resourcing needs and helped to drive selection/transfer process in targeting upcoming rotation assignments for Corporate Programs.

• Led corporate recruitment initiatives for Junior Military Officer program.

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