Human Resource Manager or Human Resource Generalist or Human Res

Victoria L. Pond Route 1, Box 2360 Urbana, MO 65767 918-766-3134 [email protected] Objective Highly skilled and results driven, Fortune 50 Company, Human Resources professio nal with over 10 years of experience, seeking opportunity to continue contributi ng to corporate success within the Human Resources Management arena. Professional Capabilities * Employee & Labor Relations * Performance Management * Career Management * Succession Planning * Organization Development * Change Management * Diversity & Inclusion * Recruiting & Staffing * HR Metrics & Measurement * AAP/EEO/Title VII Career Experience Human Resources Management * Performed at the senior human resources professional level as strategic busine ss partner to assigned client group managers, providing all HR general support f unctions for corporate professional and field operations staff of 18,000 employe es. * Maximized company's ROI of employee performance and productivity, by providing HR consulting, coaching, and training in the areas of: Employee Relations, Labo r Relations, Employment Practices/Law (EEO, AAP, Title VII, etc.), Employee & Le adership Development, Staffing & Recruitment, Diversity & Inclusion, Performance Management, Succession Planning, Workforce Planning, HR Metrics/Measurement and Salary & Benefit Treatment Programs. * Managed all merger/acquisition related HR functions for assigned client groups during multiple Fortune 100-500 company mergers and acquisitions (Tosco Corp, P hillips Petroleum, ConocoPhillips) to include: Organizational development/staffi ng, position management, job title/code/salary mapping, reduction in force strat egy & notification meetings, and transition/integration of all HR compensation, salary treatment and benefit programs. * Managed full scope hiring process for over 500 corporate and field exempt, non -exempt and hourly represented/non-represented employees. (Recruitment, backgrou nd checking, reference checking, personality surveying, drug testing, medical te sting, coordination and participation in hiring manager team interview process, and new employee orientation.) * Managed all reduction in force related HR functions for assigned client groups during multiple divestiture/company synergy capture endeavors to include the st rategic planning, coordination and hands on execution of all facets of reduction in force lay-off communication, notification, and benefit presentations, for ap proximately 600 affected corporate and field operations employees. * Managed and administered Company, Safety Sensitive and DOT/FMCSA drug testing program for 800 represented/non-represented employees. * HR Liaison with Information Technology to produce and implement various HRIS s ystems (on-line application, telephone application, pre-screening, personality s urvey, interview questionnaire, new hire documentation, personnel/payroll/benefi t record keeping, payroll reporting/generation, benefits enrollment, etc.) and r eports (turnover, salary, benefits, etc.) for field HR and retail operations tea

ms. * Managed employee retention/turnover initiative for company retail operations, resulting in a reduction in company wide store employee turnover from 237% to 14 8%, over a two year period. Designed and implemented improved turnover analysis and reporting. Performed competitive compensation and benefits surveying/analysi s. Implemented training for retail operations supervision/management, resulting in improvement of: Candidate attraction and targeting, use of prescreening tools , behavioral interviewing techniques, and employee retention methodology (workpl ace climate/culture, employee relations/civil treatment, creating/maintaining a "preferred workplace", career development, etc.). * Designed and developed comprehensive Career Development Guidelines and Career Paths/Maps in a structured, user friendly format, providing managers and employe es with the opportunity to maximize human capital value by aligning skills and c areer interests with the needs of the business/company, while supporting continu ous retention improvement. * Identified the need for increased process structure within several HR service areas, resulting in the development/project management of the following: Job Pos ting Guidelines, Hiring Manager's Interview Guidelines & Checklist, New Employee Orientation Guidelines and Materials, College Intern Recruitment Guidelines, Ca reer Development Guidelines, Career Paths/Maps, and Employee Engagement and Empo werment Vision. * Managed and performed full scope formal EEO complaint investigative services, at a national level, exclusively for the United States Postal Service, in strict compliance with Equal Employment Opportunity Commission (EEOC) federally establ ished standards and regulations. * Produced 150 comprehensive EEO complaint investigative reports, summaries, and files for presentation at EEOC claim hearings and mediations, for determination of claim validity and remedy. * Identified and obtained evidentiary information from all relevant sources, to include securing 750 Complainant/Witness testimonies, documentary evidence, rele vant statistics, collective bargaining agreement stipulations and applicable emp loyment laws. * Managed corporate on-site managed staffing partnership. Developed and negotiat ed a "Win-Win" performance agreement that improved candidate generation quality, quantity, and referral time, HR/vendor business relationships with hiring manag ers, and enhanced vendor performance accountability. * Provided HR support to company owned, retail store operations (18,000 employee s) through research, analysis, development, and implementation of HR initiatives , programs, and HRIS related systems. * HR and Training Project Lead on all facets of company-wide roll-out of automat ed/on-line personnel system for retail field operators (site/district/division/r egion level). * HR Liaison with Information Technology to produce and implement various HRIS s ystems (on-line application, telephone application, pre-screening, personality s urvey, interview questionnaire, new hire documentation, personnel/payroll/benefi t record keeping, payroll reporting/generation, benefits enrollment, etc.) and r eports (turnover, salary, benefits, etc.) for field HR and retail operations tea ms. Talent Management / Learning & Development * Supported the company's strategic direction through the design, development an d effective implementation of global employee and leadership development program s and processes that have long-term impact on achieving business goals (30,000 e mployee base). * Provided HR consulting services in the areas of leadership, management, superv isor and employee development, change management, 360 feedback, teamwork, organi zation effectiveness, career management and performance management. * Consulted with business unit leaders to determine overall business strategy, o rganizational need and program plans for ongoing learning and development of emp loyees and managers.

* Successfully lead a cross-functional project team to the development of a glob al New Supervisor 30-Day On-Boarding program. Developed and produced new supervi sor "Resource Center" web-pages, 30-day transition plan and guide, communication strategy and roll-out plan for HR lead implementation. * Lead a cross-functional project team to the successful architecture and develo pment of a global blended learning, "Communications Excellence" training curricu lum for all company supervisors and employees. * Project Team Co-Lead of a global New Hire Development Orientation program. Par ticipated in all phases of the project from curriculum development, vendor selec tion, train-the-trainer sessions, HR community roll-out and general employee rol l-out. * Key project team member in the design, development and effective deployment of global diversity & inclusion training for all employees and new hire orientatio n training for all new hires (graduate & experienced). * Key project team member in the design, development and successful deployment o f a global on-line career development system and processes, that house: Employee profiles, skills assessments, individual development plans, transition plans, s uccession management plans and workforce planning tools/reports. * Provided metrics, benchmarking data and consulting services to the HR function and businesses on current trends in employee, supervisory and leadership develo pment. * Provided critical interface between technical/functional training groups to le verage business alignment and adherence to corporate processes and principles, c ommunities of practice, networks of excellence and best practice sharing. * Selected and managed vendors for design and delivery of employee development s olutions, programs & systems. Sourced, identified and negotiated services with s pecialized external consultants. * Successfully managed and performed as Lead-Instructor of a 4-week supervisor's program, focusing on leadership, management, communication, and human behavior. Trained and evaluated over 700 front line military supervisors. Recruited and s upervised a team of 10 primary and associate instructors (of various leadership levels). * Developed, directed and conducted formal training curriculum/program designed to maximize the supervisory skills of civilian government employees who supervis e military personnel, at assigned location. (HQ Air University requested copies for Air Force-wide implementation.) Operations Management * Successfully oversaw the operation of 12 company owned/operated retail petrole um/convenience sites. * Increased YTD district sales from a negative 4.97% to a positive 5.4%, in a si ngle fiscal year, by maximizing marketing, merchandising, and in-stock execution , while implementing store image and customer service improvement initiatives. E ntered the successive year with an 8.89% increase in sales through continued foc us on these areas. * Consistently managed $500,000 annual budget by educating managers and implemen ting procedures on controlling inventory & cash shortage, salary & overtime cont rol, R&M, and supply costs. Employment History 2006-Present Learning & Development Advisor, ConocoPhillips, Bartlesville, OK 2005 -2006 EEO Investigator, US Postal Service/Independent Contractor, Deltona, FL 1993 - 2004 Human Resources Lead/District Manager, ConocoPhillips, Tempe, AZ 1981- 1992 Leadership School Program Manager, United States Air Force, Bellevill e, IL Education

Bachelor of Applied Management, Management of Human Resources Grand Canyon University, Phoenix, AZ Associate of Applied Science, Vocational Education Associate of Applied Science, Audio-Visual Production Services Community College of the Air Force, Montgomery, AL