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Hello

I help organizations develop & execute data-driven people strategy.

Over the course of my career, I have created performance management programs, designed & delivered broad-scale organizational surveys, and supported leadership through strategic planning. I am proficient in needs analysis, human capital research, and project management. Technical acumen includes MS Office Suite, SPSS, R, Power BI, Qualtrics, Adobe Acrobat Pro, and Venngage.

In my next position, I hope to drive impactful culture initiatives that foster retention and create engagement, while supporting business objectives.

RESUME

Work Experience

01/2022 - 04/2023

CULTURE, DIVERSITY, & ENGAGEMENT SR ANALYST
Lowe's Home Centers

03/2021 - 10/2021

HR ANALYST
City of Knoxville

07/2020 - 03/2021

HR SPECIALIST III

SAIC

12/2015 - 06/2020

HR GENERALIST

US Bank

Conducted employee assessment and research tasks, such as survey development, work samples, and interviews for a $90 billion national retail chain.
Pioneered a 3-month-long project to track employee burnout by mapping engagement feedback against burnout and EVP factors, resulting in targeted retention initiatives for 30,000+ employees and early intervention to high-risk groups.
Redesigned the assessment tool suite for supervisor hiring over a 3-month period, identifying skills gaps and resulting in a 15% reduction in recruiting and hiring costs.
Championed women’s strategy initiatives by mapping engagement data against 5 specific lifecycle factors, resulting in an 18% improvement in engagement scores and 15 data-driven recommendations to improve the female employee experience.
Spearheaded an exit survey program to provide leadership with evidence-based insights and recommendations for strategy development, leading to a 20% increase in retention. Enhanced the exit survey program through a complete redesign, establishing quarterly analysis and reporting and presenting insights to leadership. This led to the development of several retention initiatives.
Developed an evidence-based assessment tool to understand how the employee experience impacted performance, leading to the development of 4 additional resources and 3 trainings.
Created 3 tailored step-by-step Action Planning guides by partnering with stakeholders from multiple departments that provided recommendations and saved store managers 10+ hours planning time.
Consulted with the CD&I team on future state culture initiatives with the goal of boosting engagement and productivity and resulting in 5 initiatives being developed.
Integrated insights from various lifecycle surveys resulting in a deeper understanding into the overall employee experience, reduced turnover, and improvements to the overall HR strategy.
Owned the annual engagement survey process, including coordinating with the vendor & performing breakout and cross-sectional analyses, creating recommendation guides.
Developed the 2022 employee listening strategy providing pulse & engagement survey design & cadence recommendations, resulting in a structured approach to employee engagement efforts across the business.

Headed data analysis and program management tasks, such as survey implementation, report development, and compensation studies for a small local municipality.
Instituted exit, satisfaction, and pre- and post-training surveys from item and survey design to trend analysesand recommendations for change initiatives, resulting in a 10% increase in employee satisfaction.
Streamlined the selection process for the Fire department, reducing recruit processing time from 5 months to 2 months and received a 95% stakeholder approval rating and 93% from recruits.
Partnered with leadership and external consultants to complete a compensation study, leading to a 20% decrease in turnover, a 148% increase in new talent hiring, and average salary adjustments of 12.26%.
Executed job analyses and competency modeling to strengthen hiring tools, resulting in biennial reviews for every job description and a 25% increase in placement for hard-to-fill roles.
Designed & administered a recruit management program for the Fire department, from planning through implementation and post-launch analysis.
Performed statistical analysis on workforce analytics as well as program effectiveness, resulting in moreequitable & inclusive hiring practices and targeted change initiatives.

Managed project management tasks, such as consulting with stakeholders, developing written and verbal communications, and statistical analysis for a Fortune 500 technology integrator for government entities.
Visualized talent metric trends such at turnover, retention, promotions, and leave use via daily and weekly reporting, improving retention efforts and a 10% cost savings in unutilized benefit programs.
Consulted with HRBPs and management regarding employee dispute resolution and conducted interviews, resulting in a 20% increase in employee and organizational performance and reducing liability.
Completed 3 compensation audits using employee data, market analysis, and projections that lead to increased wages, improvements in retention and a 23% savings in hiring costs in the first year.
Designed & administered HR policies and procedures including leave and benefits programs to better alignwith business objectives.
Optimized the reporting and data analysis process to improve business performance.

Executed employee experience tasks, such as performance management, engagement activities, and culture initiatives for the 7th largest bank in the United States.
Bolstered employee engagement by 25% through designing pulse survey items, testing survey design, and survey deployment after performing a needs analysis.
Planned the transition to virtual work in 2020 in collaboration with organization-wide leadership, ensuring that both critical and non-critical work operations continued for all 4,000 employees.
Coached managers with teams of 50 – 250 employees on policy application, employment law, and performance concerns to ensure fair practices and provide legal defensibility.
Implemented dashboards to analyze hiring and attrition trends across departments and role, reducing time-to-fill for Credit and Risk positions from 35 to 21 days and cutting turnover by 15%.
Facilitated organizational development & talent management initiatives including sensitivity trainings, DEI, onboarding, designing survey & other feedback tools, retention, and job redesign/virtual work.
Engineered employee surveys and other organizational assessments.