Christine Vion-Gillespie, Sphr Email and Phone Number
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Results-driven HR professional with expertise providing “out of the box” employee relations solutions within education, technology, telecommunications, healthcare, and hospitality industries. Key understanding of employment issues and how they affect the workplace, fostering a proactive approach to issues before they become problems. Skilled at applying sound business strategies and tactics to target and achieve corporate objectives that increase productivity and reduce costs.Specialties: Adept at developing and implementing action-oriented programs to enhance talent pipeline. Successful track record for creating accommodations to meet the business needs while breaking down barriers for the disabled in the workplace. Actively coach and develop staff, colleagues, and volunteer leaders with proven ability to transfer job knowledge and create a succession pipeline.
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Renaissance HotelApex, Nc, Us -
Director Of Human ResourcesRenaissance Hotel Sep 2010 - Present
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Director EmeritusNcshrm Jan 2010 - PresentAlexandria, Va, UsThe Mission for the North Carolina Society for Human Resource Management (NCSHRM) is to provide leadership to local SHRM chapters that will support the effective implementation of policies, strategies and objectives consistent with SHRM; to encourage, promote, and share programs and services that add to a higher level of professionals and to recognize those individuals, SHRM chapters, and student chapters that achieve excellence for the profession, their organizations and communities. -
Adjunct ProfessorPeace College Jan 2004 - PresentRaleigh, Nc, UsEducate Junior and Senior-level college students on Affirmative Action Theory and how to develop, analyze, and write an effective AAP plan, including disparate impact and compensation analysis, as well as instruct human resource professionals on the SHRM Learning System via the continuing education program. -
Human Resources ManagerTime Warner Cable Via Spherion Nov 2009 - Feb 2010Consultant through Spherion via Time Warner Cable to successfully build a strategic business partnership by offering advice, providing guidance, and influencing decision making with the Sales Division to ensure the consistent and fair resolution of employee relations issues and concerns. - Created attendance strategy to help resolve key customer issue increasing supervisor productivity by 15%. - Train clients on the mission and values program ensuring 99% completion goal in Raleigh Market by 2009.- Conducted salary analysis on hires/transfers w/ recommendations to avoid compression/disparity concerns. - Coached staff to develop office efficiencies to serve the customer (i.e. standard office hours).
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Hr Manager (Consulting Position)Glaxosmithkline 2010 - 2010Brentford, Middlesex, GbPROJECT GROW – sales force restructuring plan for respiratory/neuroscience cvmu to align the business, deliver value to the customer, guarantee flexibility of the future markets and build sales leadership. Partnered with Regional Vice President to safeguard process followed or issues escalated. Ensure diversity and policies followed to maintain legal compliance. Facilitate process to maintain critical deadlines. -
Director, Employee Relations & Equal OpportunitySas Institute, Inc. Jan 2000 - Jan 2009Cary, Nc, UsEstablished strategic objectives and directed ten employees covering compliance, disability accommodations, employee relations, policy creation, student programs, Visa/I-9, workforce readiness, record room, and HR reception.- Successful integration of the EMEA and AsiaPac regions with the Worldwide Headquarters in key areas such as global outplacement, exit interviewing analysis, severance and settlement strategies gaining consistency in the organization with projected cost reductions of 10-15% in the next year. - Engaged in the instructional design of manager training programs to create Critical Strategies for People Management - an innovative and dynamic program that has stood the test of time.- Innovator and project manager for a variety of HR business initiatives (Global Outplacement, ER Consult Database, R3 Program) ensuring dynamic programs were created and completed within budget & time.- Developed strategy and executed three fully compliant OFCCP audits with $9-12 million savings per audit, allowing for over $170 million in sales for SAS Federal due to no debarment.- Trended, benchmarked and developed policies to enhance the partnership between HR and the Business Units; brought to life the concept of the "No Baked Bean" policy.- Investigated and resolved all Title VII claims of discrimination/harassment with no on-site agency follow-up. - Supported sixteen HR Representatives by offering unique options to employee relations issues to meet business needs; provided ER support for the Umstead Hotel, Prestonwood Country Club & Cary Academy when high-level expertise was needed. - Media trained HR spokesperson on wide variety of human resources issues/policies and how they impacted the bottom line of the business (SHRM Magazine, SHRM's HR Stories: A Web Series, XM Radio/Sirius' Bob Edwards Show, White House Regional Forum on Health Care Reform etc) thus solidifying SAS and myself as a thought leader in these areas. -
Human Resources ManagerTime Warner Cable Feb 1998 - Jun 2000Stamford, Ct, UsDirected HR staff supporting 400 employees in seven North Carolina facilities. Coordinated with field HR Managers to ensure consistency within TWC's fourth largest cable division company with 750 employees. - Investigated and resolved employee grievances mediating between EEs and Management in a fair & consistent manner thus negating the need for external legal action.- Recruited, hired and retained top talent for various system locations and professional level positions, maintaining an average time-to-fill for non-exempt positions to 10 days and exempt positions to 21 days-helped ensure hiring managers secured their top candidates.- Developed and trained employees and management on current issues regarding local, state and federal laws; thus limiting actions brought against company, even thwarting a union organizing attempt. - Partnered with executive management in developing Affirmative Action Plan. Filed all semi-annual FCC EEO reporting, EEO-1, Vet 100, and Title Reports, securing compliance with all government audits with no systemic adverse impact.1999 President's Award Winner, nominated by both Vice President of HR and Senior Director of Technical Operations for significant business contributions made to client groups. -
Director, Human ResourcesSedona Healthcare Group, Inc Jan 1997 - Jan 1998Performed all human resources functions work for three-year old healthcare company with 250 employees across six states. Conducted self-audits on self-insured comprehensive insurance plans, 401(k), FMLA and leave policies and benefits.- Developed and integrated polices, procedures, and employee handbook to fully integrate 35 separate physician practices with legal compliance and business culture consistency.- Created and executed company-wide recruiting, selection, and retention strategies that reduced turnover 10% during the first year.- Strategically managed unemployment and workers compensation claims, reducing experience rating and payroll burden 38% in the first full year.- Investigated and responded to all EEO, ESC, DOL, and OSHA issue with no charges or penalties incurred. Resolved all employee relations issues and concerns in a timely manner to prevent further escalation.
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Hr / Payroll Manager / Personnel AdministratorRadisson Plaza Hotel Jan 1990 - Dec 1996Member of the executive management team responsible for all human resource and payroll functions for this 350 room, two restaurant/bar, gym/pool, and 13 meeting room downtown hotel with 300+ employees. - Investigate and respond to all EEOC, ESC, DOL, & OSHA inquires, claims, request and hearings, to include managing the unemployment hearing appeals process to reduce experience rating and thus limit SUTA tax rating to an all time low of .0250.- Researched and authored the Hazard Communication Program for the hotel and revived and directed the Safety Committee to aide in reducing workers compensation costs halving the reportable claims by the second year of the program.- Processed a bi-weekly payroll for 200+ employees and published a daily P&L to highlight payroll costs per revenue allowing managers to make key staffing decisions on a daily basis that affected bottom line profits.- Implemented a retention program that reduced turnover by sixty-seven percent in an industry that averaged a 250% turnover rate.
Christine Vion-Gillespie, Sphr Skills
Christine Vion-Gillespie, Sphr Education Details
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Virginia TechPolisci / Urban Affairs
Frequently Asked Questions about Christine Vion-Gillespie, Sphr
What company does Christine Vion-Gillespie, Sphr work for?
Christine Vion-Gillespie, Sphr works for Renaissance Hotel
What is Christine Vion-Gillespie, Sphr's role at the current company?
Christine Vion-Gillespie, Sphr's current role is Director of Human Resources at Renaissance Hotel.
What is Christine Vion-Gillespie, Sphr's email address?
Christine Vion-Gillespie, Sphr's email address is cm****@****ail.com
What is Christine Vion-Gillespie, Sphr's direct phone number?
Christine Vion-Gillespie, Sphr's direct phone number is (888) 236*****
What schools did Christine Vion-Gillespie, Sphr attend?
Christine Vion-Gillespie, Sphr attended Virginia Tech.
What skills is Christine Vion-Gillespie, Sphr known for?
Christine Vion-Gillespie, Sphr has skills like Grievances, Writing, Policy Writing, Financial Advisory, Administrative Assistance, Profession, Consulting, Workforce, Market, Pools, Sound, Out Of The Box.
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