Ashley Mckee Email & Phone Number

Okc, Oklahoma, Us

Responsible for the strategy, leadership, and operations of the Human Resources function, overseeing the company's talent lifecycle and development, total rewards, workforce management, and the company’s diversity, equity, and inclusion (DEI) initiatives.

Tulsa, Oklahoma, Us

Lead various HR functions responsible for talent acquisition, contingent workforce, college recruiting, employment branding, HRIS, payroll, HR service center, organizational engagement surveys and human capital analytics.

Tulsa, Oklahoma, Us

Provide strategic HR support to senior leadership for several business areas: Engineering Services, Safety & Operational Discipline, Central Services, and Information Technology by participating in the creation & execution of business strategies; identifying relevant human capital trends and solutions to mitigate risks and provide competitive advantage. Provide strategic oversight for the Employee Relations Center of Excellence. Responsibilities include: ► Develops a strategic roadmap for the cultivation and growth of internal talent and the future leadership team. ► Participates in the creation & execution Business Unit strategies; identification of human capital trends that may affect execution of Business strategy along with possible solutions to mitigate risks and provide competitive advantage.► Translates of business strategy into the HR priorities & execution of those HR priorities.► Identifies of opportunities to build and develop increased organizational capability and/or organizational effectiveness.► Leads in the development of overall strategic plan & measurable goals in collaboration with Leadership team(s).► Provides perspective for organizational design.► Asking questions that help leadership and HR anticipate the implications of change and develop plans accordingly.

Tulsa, Oklahoma, Us

Responsible for the day-to-day business management of Williams’ Legal Department. Coordinated and managed all department operational activities under the direction of the General Counsel. Responsibilities include:► Identifying and implementing best practices in operations management to enhance the department’s responsiveness, performance and cost effectiveness► Developing and managing the annual operating and capital plan and budgets for all groups that report to the General Counsel► Developing and managing the policies and processes related to outside counsel engagement, matter budgeting, billing, rate approvals, invoice processing, and resolution of issues► Maintaining accounting processes in coordination with Corporate and OA Accounting groups► Develop and maintain processes related to contingency reporting, the external audit letter, and certain Sarbanes Oxley requirements► Assess department IM resources/requirements to enhance existing systems and new tools, and then managing the department’s IM system deployments, enhancements, and upgrades► Manage reporting and analysis of legal services and spend metrics► Evaluating benchmarking opportunities and compile data for surveys

Tulsa, Oklahoma, Us

Managed a group of human resource business partners primarily responsible for partnering and consulting with leaders to plan and implement strategies and programs for work force planning, career management and succession planning, leadership, talent development, retention, as well as day to day HR solutions to meet the business needs. ► Provided oversight and guidance on process execution: salary planning; benefits enrollment and Centers of Excellence communications (e.g. wellness programming); affirmative action planning; performance management; leadership talent reviews; workforce planning development; general HR policy compliance.► Provided strategic HR support to Executive level leaders across the enterprise.► Served as the primary interface with the HR Business Partners for status updates and issue escalation.► Managed budget and allocation of resources. ► Provided leadership and support to direct reports to discuss progress of work, problem resolution.

Tulsa, Oklahoma, Us

Developed and maintained partnerships with business leaders to integrate and implement strategic HR practices designed to cultivate and retain the most effective talent. Assessed client needs and ensured client satisfaction. Consulted with managers and employees to provide recommendations and solutions to address personnel issues.► Developed specialized plans to support business needs including Succession Management, Leadership Development, Workforce Planning and ensured those services aligned with business strategy. ► Partnered with HR COEs (centers of excellence) to deliver tailored solutions involving employee relations, compensation, staffing, reporting, development and other people practices. ► Led a cross-functional team to support several large scale organizational design efforts.

Tulsa, Oklahoma, Us

Leveraged expertise gained as a driver of improved internal data analytics to spearhead development of improved talent and performance management initiatives. ► Collaborated with cross-functional team to implement an enterprise-wide talent management system, My Career Manager, which encompasses: Goal Management, Performance Management, Succession, 360, Recruiting and Employee Profiles. Resulted in increased visibility and accountability of goals that enabled more effective performance management. Created a one-stop shop for employees to access goals and manage their careers.► Managed three 2011 summer interns, ensuring all day-to-day assignments and project milestones were achieved. Provided career development/coaching using the foundational leadership competencies. Played a key role in mentoring two of the three itnerns to full-time hires.► Served as key point of contact for all HR WPX/WMB related spin-activities, including partnering with HR COEs (HRIS/Payroll, Comp/Ben & Staffing/LL&P) to create detailed project plan(s) and weekly dashboards to track progress and raise issues/concerns. Acted as a liaison for HR on other enterprise cross-functional PM teams. ► Served as an active team member of the My Career Manager Enterprise Implementation (2010).

Tulsa, Oklahoma, Us

Drove improvement of Williams data function, including increased collaboration with internal leaders to establish enterprise-wide, data-driven strategy for Williams. Translated data insights into understandable, meaningful information, enabling management and executives to comprehend complex human capital issues and implement effective solutions. ► Served as UW Campaign HR Representative in 2008. ► Collaborated with clients to assess needs and create customized, actionable surveys to enable human capital strategy, planning and decision making throughout the organization. ► Created standard & customized materials that enhance customer understanding of information and its value to their business need. Examples included: Employee Life Cycle, New Hire Assessment Results, Recruiting Process Evaluation scorecard, results related to FORTUNE and other Best Places to Work efforts. ► Acted as a focal point for reporting and analysis needs, work with HRBPs and leaders to identify data integrity concerns, provide expertise and guidance of analytical methods.► Managed three HR interns to ensure deliverables were met 100% on time and within scope. Coordinated with leaders to define scope of work. ► Recognition for pro-bono assessment work for Big Brothers Big Sisters Organization, which gave the organization an opportunity to lend its talents to the community.

Armonk, New York, Ny, Us

Served with a team of I-O psychologists responsible for the development, implementation and validation of IBM's global selection toolkit including biodata inventories, cognitive ability assessments and behavior based structured interview tool. ► In a Client Management role, collaborated with internal clients to help mitigate the challenges associated with increased globalization and ensured standardization of processes/policies worldwide; area of responsibility was the Americas (Canada, Latin America & US).► Served as key contact for all vendor relationships and managed ongoing purchase orders for existing suppliers. Responsible for RFP process including creation of tool specifications and cost negotiation. ► Improved awareness of the benefits of utilizing selection tools in the hiring process to both the line and HR colleagues through training and other visibility initiatives.

Ma, Industrial/Organizational Psychology

Bs, Psychology; Business Minor