Christine Vion-Gillespie, Sphr Email & Phone Number

Apex, Nc, Us

Apex, Nc, Us

Alexandria, Va, Us

The 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.

Raleigh, Nc, Us

Educate 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.

Consultant 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).

Brentford, Middlesex, Gb

PROJECT 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.

Cary, Nc, Us

Established 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.

Stamford, Ct, Us

Directed 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.

Performed 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.

Member 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.