Andrea Lucky, Ms, Shrm-Scp, Sphr, Ccp Email & Phone Number

Greater Seattle Area

A visionary executive Human Resources advisor who specializes in developing and executing strategies that blend human resources expertise with business acumen, technological savvy, and a deep understanding of organizational dynamics. With a distinguished career spearheading transformative HR initiatives that have elevated organizational cultures for a variety of organizations, I have been instrumental in boosting employee engagement and driving sustainable excellence. ​I am the CEO and Founder of Silver Fern HR Consulting LLC, a business consultancy that specializes in delivering customized and innovative HR solutions and fractional executive leadership that drives growth and goal achievement for businesses of all sizes.Prior to founding Silver Fern HR Consulting LLC, I held executive human resources leadership roles in diverse industries including Toray Composites (America), Inc., C&W Services, Kitsap Credit Union, and AAA Washington.With a career spanning more than 30 years, I am recognized as a culture champion and cultivator of exceptional employee engagement. I have successfully helped organizations identify and strengthen their desired corporate cultures, improve employee engagement, and grow financial performance.I hold a Master of Science degree in Human Resource Development from Villanova University, a Bachelor of Business Administration from Pacific Lutheran University, and certifications in multiple Human Resources professional organizations.

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Strategic HR Executive and culture champion, leading people operations for multi-faceted membership organization. Strategic advisor developing and executing organizational and HR strategy that blends human resources expertise with business acumen, technological savvy, and a deep understanding of organizational dynamics. Solves complex business problems with systems-based thinking, people analytics, and human performance insights. Shapes and nurtures the organization’s culture through a keen understanding of organizational behavior while driving initiatives that promote DEIB and foster an environment that supports employee engagement and well-being. •Develop and execute comprehensive strategic HR plans that align with company mission, vision, values, and long-term objectives.•Established a competitive Total Rewards program to ensure compensation, incentives, and benefits strategies attract and retain top talent while aligning with corporate mission, vision, and core values. •Led the development and implementation of a competency-based performance management program that identified and aligned core-competencies with values, objectives, and results with organizational strategies. Improved employee-manager communication and the understanding of job and performance expectations, while clearly establishing KPI’s to encourage personal and organizational results. •Establish strategic initiatives and programs developing leaders and people managers’ capabilities, identifying and growing high potential leaders, and sustaining strong employee engagement throughout the organization. •Led the development, design, and execution of a comprehensive recruitment, selection, and onboarding process, improving the candidate attraction and retention rate of high turnover positions by 10% in the first 3 months.•Designed comprehensive benefits plans that drove attraction of top talent, employee engagement and productivity.

Strategic HR Executive leading people functions for a well-respected and growing Credit Union. Cultivate a Customer-First Culture through implementing programs that foster a shared vision enterprise-wide. Transform leadership through the creation of development programs and succession plans. Strategic advisor developing and executing organizational and HR strategy. Solve complex business problems with systems-based thinking, people analytics, and human performance insights. Coach, advise, and partner with Executive Leadership Team on people practices, connection, and culture. Design and deliver HR operational, talent acquisition, compensation, leadership, and culture development initiatives that drive business strategy. • Implemented a strategic talent acquisition program driving equitable and inclusive experiences and results throughout the recruitment lifecycle. Improved TTF by 30% and retention by 10%.• Established strategic initiatives and programs developing leaders and people managers’ capabilities, identifying and growing high potential leaders, and improving employee engagement by 7% in the first year.• Developed and implemented a succession planning program identifying potential successors and strategic development programs to improve bench strength. • Developed innovative solutions in HR technology, HR service delivery, and HR data analytics to meet organizational needs and operations excellence, resulting in efficiency savings of over $100,000 in first year of implementation. • Established a competitive Total Rewards program to ensure compensation, rewards, and benefits strategies attracted and retained top talent while aligning with corporate mission, vision, and core values.• Developed and executed an enterprise-wide HR Strategic Plan that supports the overall business plan and strategic direction of the organization.

Seattle, Washington

Strategic and operationally focused Talent and People Executive leading people functions for rapidly growing, high profile Amazon account across the U.S. Transformed leadership through the creation of development programs and succession plans. Built and scaled teams through a period of significant organizational change. Strategic advisor developing and executing organizational and HR strategy. Solved complex business problems with systems-based thinking, people analytics and human performance insights. Coach, advise and partner with executives on issues related to people practices, connection and culture. Designed and delivered HR operational, talent acquisition, compensation, leadership, and culture development initiatives to drive business strategy. • Improved talent acquisition policies and practices that decreased vacancy rates from 16% to 2.9%, enhanced candidate onboarding experiences, and created more efficient and effective training programs. Program enhancements were lauded and adopted by the client and other third party providers and aided us in being awarded an additional 50 sites to our portfolio. Successfully hired, onboarded, and trained 550 employees in 3 months with a 98% retention rate.• Implemented a succession planning program that identified potential successors and suitable development programs that improved bench strength and has resulted in a dozen internal successful promotions across the organization in the previous 12 months.• Successfully Implemented proactive talent acquisition, management, rewards, employee relations and engagement strategies and programs that improved employee retention by 10% while growing the organization by 1,000 employees. • Grew the HR team from 8 to 17 employees to support tremendous growth and development in T&A, L&D, and ER. L&D programs recognized and implemented by the client and used as the benchmark for other contractors. Improved engagement scores from 2.6 to 4.3 (5 .0 scale).

Tacoma, Wa

Led HR team of 7 employees including Sr. HR Manager, Manager of Organizational Effectiveness and Development, Manager of Payroll, HR Generalist, HR Business Partner, and HR Assistant. Supported employee base of approximately 1.1K staff members across 3 locations. Guided transformation of HR, rebuilding trust with employees by gaining insight from staff and addressing issues through improved training and communication. Served on Executive Team, focused on setting strategy for company. • Developed new compensation and benefits program, consistently rated in 90th percentile by employees in surveys, exit interviews, and stay interviews. • Oversaw recruiting and talent acquisition programs focused on maximizing revenues by leveraging efficient staffing, training practices, and proactive employee relations; reduced turnover from 32.6% to 14.4% in 3 years and boosted staffing levels by 30% in 4 months. • Spearheaded recruiting strategy to target candidates in remote areas; streamlined interview processes and training programs to increase new employee onboarding effectiveness. • Boosted satisfaction scores on opinion survey and engagement level by 30%. • Designed and implemented new performance management systems for hourly, exempt, and non-exempt employees that integrated bonus structure and review process; contributed to highest revenues in company history while reducing turnover by approximately 15%. • Introduced succession planning program, increasing qualified talent base by 50%. • Created leadership development and change management programs to address negative feedback surrounding leadership and improve communication of organizational goals and vision. • Served in critical role by leading M&A related HR interests during merger of 2 multi-location organizations.

Tacoma, Wa

• Partnered with local community college to develop certificate program for management candidates; program continued for 5 years and graduated 2 groups of employees with management certificate. • Created new recruiting strategy leading to increased staffing levels by 30% in accelerated timeframe; established online career page on website, innovative advertising methods, and new branded website url.

Tacoma, Wa

• Transitioned company to new unified 401K record-keeper plan from 9 subsidiary plans; participated in RFP process and design of plan. • Selected to team focused on maintaining union-free environment, successfully defeating union prior to vote. • Redesigned compensation program for hourly workers and increased employee relations efforts; enhanced employee trust with HR and updated exit interview process, leading to reduction of turnover of 5% in 6 months. • Prepared and executed RFP for new benefits broker, implementing new program to realize decrease in renewals.

Tacoma, Wa

• Implemented compensation system focused on evaluating jobs through point-factor method for job valuing. • Created formal pay structure and classification for all jobs throughout organization.

Seattle, Wa

• Served as compensation lead on a team that worked to develop, design and implement a broadbanding program to align with organizational vision and goals• Participated in and analyzed results from salary surveys to determine competitive pay practices and market rates for benchmark jobs• Used market pricing/benchmarking/job evaluation system to evaluate and assign appropriate grades for new/revised jobs and requests for reclassification• Administered pay-for-performance program• Served as a facilitator for the Port’s Collaborative Resource Team (CRT) to assist employees in resolving workplace disputes• Managed the Flexible Spending Account program• Conducted employee orientations to educate employees on benefit programs and features• Counseled individual employees, retiree, and their dependents regarding benefits and compensation issues

Master Of Science (M.S.), Human Resources Development

Bachelor Of Business Administration (B.B.A.), Business Administration And Management, General