Alexandria Smith Email & Phone Number

Austin, Texas, Us

Alex Smith is HCM Industry Executive Director for State, Local and K12 at Oracle. In this role, she is responsible for driving HCM Cloud growth by working with customers throughout all stages of their lifecycle as well as working with internal Public Sector teams to develop and execute Oracle’s GTM strategy.

Smith Human Capital Management Group is a boutique HR consulting firm. With a wealth of experience in HR, the firm assists leaders with organizational transformation and culture change through policy, training, and coaching. The team comprises credentialed professionals in Human Resources, SPHR, and SHRM-SCP certifications. We provide: HR Advisory Services Talent Management Strategy Training Development Policy Development and Management New Manager and Leadership Coaching

Memphis, Tn, Us

Reporting to Mayor Jim Strickland, and a participating member of the Senior Leadership Team, responsible for HR Strategy and Services for 8,300 full-time and part-time employees (75% represented), and over 5000 retirees. Provide HR vision and leadership to 90+ HR professionals and work as the “Chief Change Officer,” focused on evolving the City of Memphis’s culture through talent acquisition, diversity and inclusion, and culture change initiatives to achieve the Mayor’s objectives.Key Accomplishments: • Restructured HR team – both adding and eliminating positions - Established talent management, equity, diversity and inclusion, wellness and HRIS functions• Led 4 executive search processes and facilitated equitable internal succession planning, aiding in changing the top15 leadership positions diversity composition from 38% minority to 53% minority in 5 years. • Rolled out Private Exchange for Retiree Healthcare—ensuring retirees had access to quality care. Saved the city $300 M in OPEB liability and reduced retiree costs by 26% • Launched employee development program called “Professional Development Institute” • Launched City performance management process with the first-ever pay for performance program at the City• Improved overall employee engagement by 14% pts YOY• Used compensation surveys during 20 labor contract discussions – helping the City prevail in all labor discussions• Reduced overall attrition to 3% and police turnover by 25% and hired over 700 police and 400 fire recruits since 2016• Received national media attention for being the first public sector entity to offer a Student Loan Contribution program as an employee benefit. Saved employees $573,840 in student loan debt in first year.• Created 401a matching program to close the retirement gap for solid waste workers – addressing a 50 year old challenge• Executive sponsor for largest public-sector Oracle cloud implementation – positioning HR to go fully paperless

Minneapolis, Mn, Us

Working as an adjunct lecturer teaching a course on Navigating Difficult HR. Description: HR professionals do a lot of things and some of them aren't pleasant. The class discusses best practices and current research on necessary HR practices like performance improvement plans, formal employee investigations, firing an employee, difficult conversations, etc, and managing the personal and emotional aspects of being an HR professional.

Reporting to VP, Corp HR, and work as the Global HR leader for Brightstar Device Protection, a 270+ FTE and $400 M rev subsidiary of Brightstar Corp. Provided HR direction and leadership to drive business growth through organizational design, culture change and infrastructure. Manage 7 team members with budget of $1 mil.Key Accomplishments: • Facilitated discussions with SVP to restructure the business for growth over 2 month period. Built approach, business justification and change management plan for restructure. Aligned key vendors to ensure exceptional execution. Through the restructure realized $1.7 mil in savings for the company while maintaining employee engagement (2% attrition rate).• Defined and implemented strategic people plan with supporting budget and initiatives to drive delivery of business strategy – including assessing and restructuring the HR team and creating and hiring new positions• Repositioned the HR team’s brand through developing a communication plan (e.g. HR Road Show), realigning the HR team structure, and making two great hires for the HR team• Streamlined the recruiting process, interviewing guidelines and recruiting strategy which enabled the team to hire 70+ people in 4 months• Built relationship with Finance to develop visibility and accountability for SG&A costs and instituted processes to reduce talent acquisition costs by 40%• Drafted and conducted workplace survey and facilitated focus groups to understand employee concerns. Then, using the results from employee research, to work with the leadership team to create a culture change program which included grass-root employee engagement and manager training to aid in resetting the culture

Miami, Fl, Us

Reporting to the Chief Administrative Officer and General Counsel, acted as trusted advisor to the CAO and Global CFO in handling confidential executive employee-relations, hiring and onboarding, change management and communications for the c-suite. In addition, was responsible for designing and implementing the global performance management, executive succession planning and hi-potential identification processes for 2014. Key Accomplishments: • Led the global annual performance review process and formed a 6 person regional committee to ensure regional alignment and execution. Also worked closely with the HRIS and IT to create supporting tools/technology to support the process • Launched the first global Talent Review process with 9-box methodology and hi-potential criteria for the company • Led the re-design of the legal organization creating clear accountability and leadership for integral work streams

Minneapolis, Mn, Us

Worked as a business partner for the Team Member and Retail Services business, an organization comprised of 5 contact centers with over 530+ exempt and non-exempt employees. Partnered with senior leaders to help them build an organization with an employee engagement and quality-centered culture through building manager capability and proper talent management initiatives/routines.Key Accomplishments: • Successfully partnered with the business to create the business case for increasing headcount of the travel team domestically and internationally in a resource constrained environment • Partnered with the business to create first annual Retail Contact Center Career Forum with 90% satisfaction from attendees• Partnered with employee relations contact to establish common performance management policies and best practices • Helped map the Senior leadership onboarding process and established a “New Leader Assimilation” program to aid new senior leaders with building relationships and confidence with their teams • Established 2 learning circle programs – one program to aid HR professionals who have large non-exempt client group populations, the second program for the diversity business council

Redmond, Washington, Us

Responsible for driving the people agenda for 470+ employees -- inclusive of product engineering group with a $700 M business, and finance group that handled $20 B in revenue. As a HR partner my focus was to play a consultative role where I integrated HR strategy with business strategy to drive talent management, performance management, succession planning, leadership and management capability in order to help move the business forward. Key Accomplishments:• Participated in planning team and co-facilitated training for the Microsoft Finance Professional Career Fair and Development Day -- This event trained 250+ finance professionals on how to develop a career development plan• Integrated 40+ international services team into engineering client group, and successfully changed their compensation structure without having any attrition as a result of the change• Established and facilitated “Facilitated Team Feedback” and “New Leader Assimilation” progeams to improve manager capability and employee confidence. • Established framework for mentoring ring program for global development centers and to train new HR professionals.

Redmond, Washington, Us

With $200K+ budget responsibility and two direct reports was responsible for strategy and implementation of enhancing capability and impact of MS world-wide Quality Profession Leaders through developing hiring procedures, designing training, and communication vehicles. Key Accomplishments:• Built community learning strategy using events, training sessions, Facebook, and mentoring to help community members onboard, learn new skills share information and provide peer-to-peer coaching• Created and delivered virtual Learning Circles, Online Learning Series, produced international off-sites for 50+ with 90%+ satisfaction on avg• Owned, developed and produced a 2-day conference with both training and community building content. Over 100 attendees and achieved a 90%+ attendee satisfaction score.• Communications: Produced monthly newsletter that was distributed WW to 300+ employees internally, was responsible for maintenance and communication of teams intranet web presence, and also produced monthly business briefings for key leaders• Helped to enhance WW performance standards through developing job descriptions, hiring guides, and role profiles• Developed, launched and executed our annual internal community engagement survey which achieved 90% respondents YOY and provided clear feedback on how to improve training and support for employees• Revamped current recognition program and community awards dinner to recognize exceptional performance and build community spirit. Added two new award categories to highlight and recognize appropriate employee competencies, business goals and behaviors.

Redmond, Washington, Us

Completed Microsoft's HR TRAX accelerated leadership development rotational program. A program which provides multiple HR and business experiences with sponsorship from HR Leadership.HR Project Manager, ImmigrationFebruary 2007 – January 2009 With $100K+ budget responsibility was responsible for developing programs to improve employee satisfaction and engagement of US foreign national workers impacted by the immigration process. After research and identifying root-causes to dissatisfaction, developed US-scoped programs and initiatives to improve satisfaction and demonstrate Microsoft as an employer of choice. Also, collaborated with legal to ensure a cohesive communications approach. Key Accomplishments:-Spoke at the Northwest Human Resource Management Association 70th Annual Conference on immigration - 85% satisfaction with workshop, 81% stated that it met their learning needs-In 12 months improved retrogression employee satisfaction by 22% and experience by 46% YOY and increased likelihood of employees recommending MS as an employer by 7%-Owned the RFP process, led the project team, and managed a vendor to create the first-ever website for employee spouses/partners: www.msimmigrationfamily.com on-time and under budgetHR Generalist, Windows and Windows Live Group February 2006 - February 2007 Executed on the HR rhythm of the business and people agenda for a Corporate Vice President with an organization of 418 employees. Also took on extra projects in diversity, onboarding and career development to broaden my HR skills

Columbus, Indiana, Us

Worked as an intern for Cummins' Power Generation business-a business with 1,400+ employees and annual sales of more than $1.2 billion. KEY ACCOMPLISHMENTS: Analyzed and audited their current AA/EEO data and developed a new procedural manual for their AA\EEO audit process. Also, developed an AA/EEO training module for managers and HR Researched intern program best practices and develop recommendations for their Internship Program Management Framework To aid them in creating a culture of diversity and inclusion, worked with team to develop their first Diversity Panel Forum as well as a Multi-Ethnic Affinity Group

Rahway, New Jersey, Us

Worked as an intern for the corporate headquarters at Merck, a 61,500 employee pharmaceutical company with annual revenues of 22.36 billion. Key Accomplishments: -Provided support to corporate staffing through sourcing and screening candidates, and participating in contracting meetings with hiring managers-Developed solutions of new interviewing tools, staffing brochure and staffing process documentation as a result of participating on a Six Sigma team focus on reducing Staffing cycle time-Facilitated discussions and conducted process mapping to remove non-value added work from HR Generalist

Masters Of Arts, Human Resources And Industrial Relations

Bachelor Of Arts, Economics

Study Abroad, Economics

Study Abroad Program, Economics And Art History, Study Abroad

Honors High School Diploma, Course Work At Ball State University In Economics And Accounting