Michelle Blackmore, Shrm-Scp Email & Phone Number

Guymon, Oklahoma, United States

Plans, leads, and supports human resource functions including employee labor relations and employee related services for all departments of a pork processing facility with approximately 2000+ employees. Promotes good employee relations through accurate interpretation and administration of employee policies and programs, including compensation and benefit administration. Participates in union negotiations and grievance procedures; ensuring labor agreements are properly administered.

Ada, Oklahoma, United States

Provides executive-level leadership and guidance to the organization’s HR operations. Responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals.

Canyon, Texas, United States

A start-up independent HR consulting company providing executive level HR expertise.Strategic HR services: HR strategic planning, proactive culture development, complex employee issues, employee engagement surveys and action plans, etc.Risk Mitigation and Compliance: Policy and process development, HR audits, EEOC and unemployment responses, etc.Employee Experience: full cycle recruiting, pre-boarding, onboarding, talent development, succession planning, etc.

Amarillo, Tx

Drive strategic planning, risk mitigation, member engagement, and HR operations, focusing heavily on organizational development, talent management, and promoting a high-performance culture.Developed and managed a strong succession planning framework, performance management processes, recruiting processes that encompassed skills, abilities, and right fit for culture, and effective onboarding processes that immersed new employees into the GSEC culture on day one. Member of the Internal Risk Committee and Executive Liaison for the Policy and Compensation, Member Services, and Executive committees, interfacing with committee chairs and Board of Directors on policies, compensation, and CEO employment.DELIVERED RESULTS: ⇒Created and launched compensation plans that attract and retain top-tier talent, enabling the organization to secure the top candidate >95% of the time. Achieved a historically low involuntary turnover rate of <8%.⇒Directed the organizational initiative to define and articulate GSEC culture and translate new behavioral expectations to managers and employees. Successfully put 10 inspirational and meaningful operating principles into play.⇒Implemented employee engagement initiatives that captured double-digit increases in employee engagement scores and propelled engagement performance.⇒Spearheaded a comprehensive organizational review that resulted in significant change in the organizational design and aligned with the company’s strategic objectives.⇒Applied metrics to gain buy-in to incorporate Diversity, Inclusion, and Equity programs into HR operations, including recruiting and culture initiatives.⇒Facilitated communications with the Policy & Compensation Committee, Added Services Committee, Executive Committee, and 32 board members. Continually analyzed and broke down complex information into easy-to-understand concepts for members with limited HR knowledge.

Houston, Tx

Joined this global enterprise with locations spanning the US, New Zealand, England, Austria, and Australia to direct the US site’s HR strategic planning, organizational, and team development capabilities. Spearheaded change and forged relationships with all stakeholders. Served as a member of the Senior Management Team (SMT); developed and deployed operational improvements and organizational mentoring and coaching programs. Created and administered budgets. DELIVERED RESULTS: ⇒Facilitated a focus group tasked with identifying a plan of action to boost employee engagement based on a Best Place to Work survey; realized a double-digit improvement in scores after a 3-year decline.⇒Designed and launched an innovative process that identified competencies and skills needed to meet business objectives in each function and measure gaps across the organizations, resulting in the creation of a training and development plan that tied into professional development plans for all staff.⇒Recruited 50+ employees in 9 months, a 120% increase, to support aggressive organizational growth plan.⇒Administered employee benefit programs (health, retirement, workers’ compensation, disability, and unemployment); incorporated options assessments and cost benefits analyses.⇒Recruited by Global Executives to assist in the HR Manager replacement process for the company’s Australian operations and recruit high-profile positions. Studied Australian and Chinese employment law to provide support and improve processes.⇒Directed the global strategic initiatives to attract top talent and create brand awareness, interfaced with employees in domestic and international locations. Developed repeatable frameworks and processes used globally for both initiatives.⇒Served as account manager for major public utility and government customers.

Houston, Tx

Provided a comprehensive Strategic HR management advisory and consultancy service to key accounts. DELIVERED RESULTS:⇒Assisted clients in managing operational human resources related functions, including development and implementation of policies, training administration, human resources reporting, recruiting, remuneration, and performance management processes.

Lawton, Ok

Drove organizational capability initiatives throughout the operation.DELIVERED RESULTS:⇒Led plant-wide, comprehensive associate and organizational development programs including learning opportunities, change strategies, and training initiatives, to promote a high-performing work culture. ⇒Provided counsel and expertise to plant leadership as an innovative change agent, delivering expertise and focus on Union Avoidance Strategies.

Oklahoma City, Ok

Accountable for managing the start-up of an HR Department; reported directly to the President. DELIVERED RESULTS:Oversaw the administration and compliance requirements for all aspects of HR for an 800+ employee, multi-site retail company.

Master Of Science (Ms), Human Resource Management

Bachelor Of Science (Bs), Organizational Leadership