Clinton Harrell, Phr Shrm-Cp Email & Phone Number

Westchester, Il, Us

Westchester, Illinois, United States

HRBP and first HR point of contact for corporate employees. Leading a team of four HR Managers and Generalists that supporting all centralized operations and services employees across the United States including two subsidiaries; Impact Auto Auctions in Canada and DDI Technology. Providing coaching and guidance to leadership from Supervisors to Vice Presidents on employee relations with an emphasis on coaching for performance, limiting risk and promoting company goals and culture. Auditing for internal processes, monitoring legal landscape for changes and enforcing pandemic protocols to promote safety of employees. Developing telecommuting protocols to assist employees and leaders with transparency on expectations for remote workers.

Fremont, California, United States

HRBP for all employees in the West Region. Functioning as a member of the Region leadership team to achieve business goals through employee performance, retention and talent acquisition.

Castro Valley, Ca

HR Point of Contact of 350+ associates, supporting both front line associates and management for Home Services in Northern California and Western Washington. Providing HR support for associates in conjunction with shared services. Providing HR support for managers in areas of performance management, recruiting, onboarding, retention, engagement, training and development.

Seattle, Washington

Human Resource Manager for Sears Product Repair Services supporting the Pacific Northwest Territory. Leading a team of five Human Resources District Specialists spanning eight states and 600+ employees.

Hoffman Estates, Il

•Human Resources business partner to staff of 50+ salaried and 400+ hourly employees in call center environment. Participating in multiple project teams that support business unit, sub-BU, and HR vertical organization•Developing and rolling out more effective Attendance Policy and Attendance Tracking System as part of a project team in 2014. New policy reduced risk to business by ensuring consistent execution. Ongoing support for training and development of users and revisions to process•Actively participating in teams to increase employee engagement at the sub-BU level and HR vertical level. Gathering feedback, developing actions and executing community engagement activities for corporate HR and training and development for internal HR team at business unit level•Active Board Member for SHC PRIDE Associate Resource Group. Contributing to SHC’s 10th year in a row of 100% scoring on Human Rights Campaign Corporate Equality Index. Revising SHC Safe Space Training for 2015•Acting as company Culture Advocate and living the SHC Mission to, “Serve Delight and Engage Members while they Shop Their Way”. Leading the communication for supported employees for Annual Benefits Enrollment and changes to Health Care Marketplace format and SHC’s innovative move in 2014 to Performance Enablement coaching for salaried employees.•Handling difficult conversations including separation, ethics complaints, performance management, job change and organizational changes•Continually developing staff through weekly staff calls and training webinars on various reporting, processes and professional development•Working with centralized functions including leave of absence, payroll and recruiting. Within 6 months in position, moved from overall 15% open positions to being fully staffed •Guiding unit leadership in developing and executing Employee Engagement Action Plans through hosting of Roundtables to gather feedback and facilitating action planning sessions

Hoffman Estates, Il

•Designed training plan for routing center reorganization to accommodate job responsibility changes•Produced all training materials necessary to support routing center reorganization and provide standardized training materials for all In-Home routing centers•Partnering with Capacity Management Leadership to identify critical tasks that routing employees perform. Designing monthly Side by Side audit to ensure that training is ongoing after New Hire classes and employees are following processes and best practices. Designing Mid-Year and Year-End Review Metrics to measure performance of critical activities•Designed individual training courses including Coaching for Performance, Motivating Employees, Routing Mentor Training and Reducing Reschedules to develop supervisors, drive employee performance and accountability and improve engagement and reschedules performance•Delivering all training courses that I produced and designed to the Routing Team Lead Trainers to ensure that training product is consistently provided•Active participant in numerous project teams designed to improve In-Home performance; Routing SME for In-Home CCN Focus Group, Attendance and Lost Time Project, National Reschedule Steering Committee•Facilitator for national Capacity Management Leadership project teams designed to drive performance improvements for reschedules, call plan, productivity and employee engagement•Facilitator for Ask the Experts training calls to provide ongoing training and development to Capacity Management Managers and Leads on topics that impact the business and their performance•Developed and edit bi-monthly newsletter, The Dispatcher, to increase level of communication in Capacity Management organization and drive consistency in process execution across the organization•Planned, Coordinated and Hosted the 2013 National Capacity Planning Meeting for all District Capacity and Process Development Managers

Sacramento, Ca

•Lead Trainer for the centralization initiative – Rejected Claims. Nationalized Region 890 Rejected Claims process and trained team - recognized with Business Award July 2010•Single Point of Contact for Routing communications. Developing, editing, and publishing articles for the sub-BU newsletter that relate to Capacity Planning. Formalizing and creating template for monthly Unit Meeting process•Project Lead for developing National In-Home Routing Web Portal•Initiated Staff Development Manager training co-op to share ideas for training across Routing Centers and formalize training process•Partnering with training organization to roll out Phone Etiquette Training for the Routing Centers •Ensuring quality candidates are selected for open positions and conducting new hire training classes•Leading successful adoption of company recognition program; Bravo! and Employee of the Month recognition•Conducting bi-monthly hourly lead meetings to continually identify best practices and ensure front line communication occurring. Facilitated Side-by-Side process for the unit•Region 890 & Capacity Planning Above and Beyond 2010 for Training and Communications

Sacramento, Ca

•Maintaining 100% I9 and new hire paperwork completion•Collaborating with management to seek out, assess, attract, hire and retain the best talent while ensuring the continued diversity of our workforce•Maximizing relationships with employees and managers by keeping communication open and actively participating in both Management Staff and employee Safety Team meetings•Conducted Customer Service training to develop employees telephone skills after completing the Train the Trainer facilitating course•Developing plans to lower Workers Compensation costs: Created Ergonomic Evaluation Program early 2009, trained and directed an evaluation team who evaluated all 150 employees at their workstations resulting in a drop from 131 lost days in 2008 to 1 lost day in 2009•Challenging managers to ensure consistent policy enforcement while maintaining a positive attitude and delivering requested interpretations of SHC policies and Code of Conduct•Administering and tracking all employee leaves; FMLA, CPDL, CFRA, Military, Personal, and Workers Compensation to ensure compliance with law and SHC policy•Developed and facilitated training for Northern California HR representatives on policy and procedure for administering MetLife short term disability benefits in California•Assisting in other districts when additional human resource staffing was needed•Responsible for initiating workforce investigations based on complaints, concerns or ethics reports Investigate and manage the process and provide summary and guidance to senior level management on how to proceed

Sacramento, Ca

•Progressive career with several promotions of increasing responsibility over 10 years•Directing processes and ensuring productivity of logistics and guest services teams•Performing store Leader on Duty tasks; opening store, ensuring safety of employees and customers, monitoring alarms and equipment•Using scorecard metrics to improve overall process and employee productivity•Facilitating new hire training by performing technical training instruction, assigning peer trainer and performing follow-up to ensure training completion•Developing recognition programs to improve employee attitude and increase performance•Leading my team to make over 100% of store credit goals for three years•Interviewing and training entire cashier team for new store opening in 2003 with 86% customer approval•Directing new process rollouts to successful completion including handling defective merchandise and software upgrades•Achieving corporate recognition for Best of the Best individual performance in Western Region