Christopher Neitzel, Mba Email & Phone Number

Phoenix, Az, Us

Tempe, Az, Us

Oversees the provision of both Administrative and Operational services to a diverse cohort of employees within Facilities Development and Management to include all People and Talent responsibilities. Develops, maintains, and implements departmental policies and procedures to align with university protocols and other relevant regulatory bodies. Interprets, applies and provides guidance to departmental leadership on pertinent rules, regulations, policies, and procedures established by the university or other governing entities.Collaborates with departmental leadership, as well as the University's Office of Human Resources, the Office of Equity, Diversity and Inclusion, the Office of Business Services, the Office of General Counsel, University Audit and Advisory Services, and external agencies.Instigated a transformative culture shift focused on empowerment and trust, resulting in a remarkable boost in morale and a substantial reduction in employee turnover.Pioneered the establishment of the department's inaugural Office of Professional Development, completely revamped the "New Employee" onboarding experience.Instituted a dedicated departmental data and analytics function, facilitating the identification of innovative methodologies to gather and leverage collected data for enhanced business decision-making.Nurtured and expanded the talent acquisition team, granting them greater autonomy and flexibility throughout the recruiting process. This strategic approach led to a notable decrease of almost 15% in employee turnover within a span of fewer than six months.

Led the development and implementation of human capital programs and processes supporting nearly 10,000 employees. Served as an active member of the Executive Leadership team and provided leadership, counsel, and guidance on strategic HR issues. Developed and implemented strategic human capital programs that served to attract and retain talent, support equity and inclusion. Partnered is the execution of a $4 billion budget that assisted over 2.9 million state residents.Executive sponsor for departments first ever Diversity, Equity, and Inclusion initiative.Reorganized an HR team of 150 professionals to better align with department strategic priorities and to meet the needs of department personnel while managing an HR budget of over $3 million.Created complete transparency to departments class and compensation, employee relations and operations team functions by creating dashboards and facilitating weekly touch points with leadership.Collaborated with associate state agencies to ensure Governor’s expectations for human capital management and direction were consistently met.

Robins Afb, Ga, Us

Commander’s key enlisted advocate and advisor (most Senior Enlisted member of the base) on operational readiness, training, professional development, utilization of the force, operations tempo, standards, conduct, and quality of life.Delivered advice and initiated recommendations to commander and staff in all matters for 2200+ assigned personnel.Supplied oversight and driving force behind entire enlisted training and professional development initiatives.Evaluated quality of enlisted leadership, management, and supervisory training. Mentored and assisted in development of group superintendents, first sergeants, and enlisted councils.

Robins Afb, Ga, Us

Provided leadership and management in organizing, training and equipping of assigned personnel within subordinate organizations to support search and rescue activities.Directed, observed and evaluated effectiveness of training programs, availability and combat readiness of assigned personnel, operations and adequacy of support programs. Assisted commander in formulating plans and establishing policies for unit administration, organization, operation, training and employment of weapon systems.Recommended and initiated actions to improve organizational operation efficiency.

Madison, Wi, Us

Owned and formulated the execution of HR strategies, objectives, and processes to ensure complete alignment with the overarching functional and business strategy of a multi-million-dollar organization. Collaborated closely with Senior Vice Presidents, providing expert consultation on labor, compensation, succession planning, diversity, and talent management. Assumed the role of lead architect for workforce employee engagement solutions, orchestrating their design and implementation.Conducted comprehensive analyses of both current and future HR requirements, devised strategies for resolution in conjunction with Executive leadership. Effectively utilized HR metrics to ensure the consistent, timely, and high-quality delivery of services. Provided mentorship, coaching, and strong advocacy for the professional development of the HR team members.Guided executive leadership discussions revolving around the formulation and execution of strategic plans and objectives. Played a pivotal role as a core member of a scrum team within an agile methodology, overseeing sprint cycles, daily stand-ups, and the implementation of stories.Facilitated the annual talent management dialogue, steering the achievement of crucial metrics related to leadership bench strength, talent pipeline, performance calibration, and leadership assessment.

Madison, Wisconsin, Us

Led the administration of a complex, multi-location management program providing Human Resources and Payroll services to over 1400 classified, unclassified, Limited-Term and project employees throughout the state.Provided supervision to an agency HR and payroll team of 24 in three separate locations.Developed employee development, employee training and employee assistance programs.Oversaw the classification/compensations program through classification surveys, class determinations and reclassification and compensation studies.Analyzed statistical data to determine needs for new policies, work rules and procedures to ensure sound personnel practices.Assisted in the development of budget priorities and projections for the biennial budgets and annual operating budgets.

Madison, Wi, Us

Directed all human resources and payroll and benefits activities for the Department of Medicine’s 1,190 appointments (385 faculty, 229 academic staff, 76 classified/LTE/project employees, 149 student hourlies) and 351 officially appointed volunteer clinical faculty and staff. Supervised an HR team of six staff serving faculty in all University tracks, classified, project and limited term employees, student hourlies, fellows, residents, mid-level clinicians, and academic staff. Provided oversight and administration of employee on-boarding and departures, recruitment and selection, compliance (HIPAA, Caregiver Law credentialing, etc.), state and university policies and procedures, labor relations, wage and salary administration, interpretation of labor agreements, employee development, and recognition. Served as departmental representative for employment contract administration and interpretation, grievances, discipline, employee assistance and other employee relations issues for classified and unclassified staff.Oversaw and ensured implementation of performance evaluation systems for all employees (faculty, postgraduate learners and staff) in collaboration with faculty governance and department administration. Provided tools and support to ensure that all management and leadership staff could set appropriate expectations with employees and understand the process of evaluating job performance in the context of an academic, healthcare environment.

Randolph Afb, Tx, Us

Supervised and performed personnel activities and functions, including personnel action requests; source documents; unit, field, and master personnel records; and Commander's Support Staff tasks.Managed unit’s Operational Readiness programs to ensure 100% mission capabilities.Managed Air Force retention programs, assisted military personnel in making career decisions, and advised on benefit programs.Briefed provisions of personnel programs such as assignments, promotions, separations, retirements, benefit programs, retention, bonus, classification, training and retraining, and personnel reliability program, and career progression.Supervised Commander’s support staff along with all administrative functions for units ranging in size from 25 to 850 airmen.Investigated all formal military complaints and provide feedback to Commander.Managed the base Fraud, Waste and Abuse program. Principle advisor to the Commander on all issues related to the enlisted force; exercised general supervision over assigned personnel.Performed quality force reviews and ensured timely processing of performance reports, awards, decorations, promotions, demotions and disciplinary actions. Provided leadership and guidance to supervisors and members enabling them to resolve issues at the lowest level.Ensured discipline was equitably maintained and the health, esprit de corps, mentoring and overall welfare of the unit was being managed.Developed, maintained, and initiated quick reaction checklists supporting situations such as suspected or actual sabotage, nuclear incidents, natural disasters, aircraft accidents or incidents, evacuations, dispersal, and aerospace anomalies.Monitored and reported information on international treaty requirements and aerospace assets.

Madison, Wi, Us

Administered the full complement of human resource programs for 130 employees and provided supervision to related support staff to include employment relations; contract administration; personnel management, worker compensation; affirmative action program and employee performance evaluations. Managed support services to include payroll, benefits, worker compensation, recruitment and selection. Supervised the business operations and office staff, including managing operations and salary budgets and monitoring expenditures; client records and financial matters. Oversaw and managed facilities numerous contracts, including drafting, evaluating, negotiating and executing.Functioned as primary contact between management and the State of Wisconsin's Bureau of Human Resources, on the proper interpretation of Department of Employee Relations and Division of Long Term Care administrative notices, rules, regulations and collective bargaining agreements.Served as chairperson for the local labor management meetings; developed agendas, formulated and presented responses to labor issues; presented management issues and lead discussions.

Master Of Business Administration (Mba), Masters Of Business Administration

A.S., Human Resource Management

A.S., Information Management

B.S, Management