Human Resources Management

MARY H. TALLEY, MBA, SPHR

Owings Mills, Maryland • 410-***-**** (C) / 410-***-**** (H) • ********@*****.***

SENIOR HUMAN RESOURCES EXECUTIVE

Savvy HR executive and change agent powered with 20+ year history of driving organizational growth and productivity through skillful design, development and execution of highly effective strategic HR solutions, processes, and best practices. Extensive background in organizational and leadership development, succession and workforce planning, performance management, employee relations, risk management, and regulatory compliance.

• Adept at mediating and resolving complex employee relations and HR issues; researching and calculating possible risk factors/solutions while efficiently determining appropriate courses of action.

• Superior capabilities in selection, recruitment, and training of top performing talent; highly focused on adhering to organizational mission and vision while ensuring staff compliance.

• Advanced communicator and liaison between HR and business lines; known for spearheading change through expert alignment of HR solutions with core business operations.

Human Resources Management • Strategic Planning • Talent Acquisition & Retention

Performance Management • Leadership Development • Benefits & Compensation

Learning & Development • Organizational Restructure • Change Management • Regulatory Compliance

Conflict Management • Mentoring & Coaching • Negotiations • Labor Relations • M&A/Divestitures

PROFESSIONAL EXPERIENCE

FOX TELEVISION STATIONS, INC., Washington, DC • 1992-2010

One of the nation’s largest owned-and-operated network broadcast groups, comprising 27 stations in 18 markets and covering 37% of U.S. television homes.

Regional Vice President, Human Resources (2000-2010): Designed, implemented, and managed HR infrastructure, strategic initiatives, and processes for 13 client group stations across 9 states. Recruited, led, mentored, coached, and trained team of 9 HR Directors. Supported and impacted 1,500+ employee stakeholders, with 50% (involving 7 unions and 17 contracts) governed by collective bargaining agreements. Defined and directed employee recruitment, retention, and performance management processes. Oversaw change initiatives, labor relations, learning and development, workforce and succession planning, risk management, and regulatory compliance. Solidified partnerships with C-level and other executives; confidential advisor on complex matters requiring comprehensive analysis, critical thinking, and creative problem solving. Authored position statements and represented corporate interests at grievance, mediation, and arbitration proceedings. Formulated HR infrastructure for mergers, acquisitions, and divestitures.

Specific Accomplishments:

• Merited successive promotions to key leadership roles based upon consistently exceeding goals and expectations.

• Credited with restructuring and transforming entire HR function to “strategic business partner” from “transactional order taker”.

• Selected as company’s 1st Regional Vice President of Human Resources after initiating role to provide seamless HR services, support, and resources for multiple client group stations.

• Devised and launched learning and development program encompassing interviewing skills and techniques, performance management, conflict management, managing difficult situations, workplace diversity, unlawful harassment, discrimination and retaliation. Produced significant reduction of risk and exposure to employee claims and litigation.

• Led internal investigations involving alleged sexual harassment, theft, dishonesty, fraud, mistreatment, unfair practices, conflicts of interest, etc.

• Established productive collaborations with prominent union leaders, influenced their decision making.

• Slashed union grievances by 98% over 10-year period through proactive consultation and negotiation prior to escalation.

• Achieved 95% success rate in defending against discrimination claims involving alleged race, gender, age, disability, sexual orientation, and marital status bias.

• Designed HR infrastructure for $1.3 billion 4-station acquisition encompassing 8 stations and 1,600 employees; and $4.1 million divestiture of 3 stations, impacting 600+ employees.

Continued…

MARY H. TALLEY, MBA, SPHR

• Page 2 •

FOX TELEVISION STATIONS Continued:

• Introduced agile reorganization strategies, reducing non-union staff by 15% and achieving 20% compensation savings.

• Generated $1.5 million annual savings through implementation of unionized employee Voluntary Buyout Program.

• Led strategic compensation negotiations affecting 12% of unionized employee stakeholders, resulting in $1.2 million annual compensation savings.

• Acknowledged for devising Affirmative Action Plans (AAP), skillfully driving efforts in navigating stations through the Office of Federal Contract Compliance Programs’ (OFCCP) audits.

Vice President, Human Resources, WTTG-Washington, DC (1997-2000): Presided over full spectrum of HR activities, impacting over 200 non-union and union employee stakeholders (governed by 4 collective bargaining agreements across 2 unions). Innovated restructuring strategy to improve human capital alignment yielding consolidations, redeployments, and discharges among 25% of staff. Recruited senior management executive from key competitor to drive News operations, the station's largest and most complex function with a 40% span of control of unionized employee stakeholders.

Vice President, Human Resources, WFLD-Chicago, IL (1996-1997): Promoted to steer full HR generalist function, impacting more than 200 non-union and union employee stakeholders (governed by 3 collective bargaining agreements and 3 unions). Oversaw station's operations in partnership with other senior management leadership members throughout Vice President and General Manager's 14-month leave of absence.

Director, Human Resources, WFLD-Chicago, IL (1995-1996): Chosen by station's 7-member senior management leadership team to reestablish and develop HR infrastructure while simultaneously managing 3-member HR team.

Director, Human Resources, WTTG-Washington, DC (1992-1995): Recognized for rebuilding, revitalizing, and identifying key aspects of this leadership role. Resolved concerns around six disgruntled employee stakeholders threatening discrimination claims for an alleged pattern of race-based animus.

EARLY CAREER HISTORY

BROOKSHIRE HOTELS, INC.

Director, Human Resources, Corporate Headquarters, Columbia, MD: Promoted to launch nationwide hotel management company's first human resources function. Played dual roles, guiding both internal and remote HR functions. Transitioned 2,000+-member workforce of 18 client hotels into high-performance teams through forward-thinking HR initiatives, policies/procedures, and L & D programs. Strengthened HR function by emphasizing high standard of excellence in service delivery, demonstrating sincere concern for employee stakeholders' needs and welfare. Invested in talent development to promote performance-driven culture and retention of top talent in high turnover environment. Improved retention by 10% and performance management feedback by 15% within a two-year period. Authored 1st company-wide employee handbook.

Director, Human Resources, Lord Baltimore Radisson Plaza, Baltimore, MD: Drove HR programs for 440-room luxury hotel with 200 employee stakeholders. Ensured outstanding operational results by steering the hiring, orienting, L&D, performance management, and staffing. Optimized employee benefits package by implementing Wellness Program, vision care, life, and long-term disability insurance while adopting cost-effective provisions, and streamlining benefits administration by 20% overall.

EDUCATION

Master of Business Administration • Loyola College, Baltimore, MD

Bachelor of Science, Business Administration • University of Baltimore, Baltimore, MD

CERTIFICATION

Senior Professional in Human Resources • HR Certification Institute, Alexandria, VA

PROFESSIONAL AFFILIATIONS

HR Executive Network, HR Leadership Forum, Corporate Leadership Council Community for Human Capital Professionals (CLC), Society for Human Resource Management (SHRM), Strategic Human Capital Management Practitioners (SHCM)

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