Cynthia Shelton, Phd, Mshrm, Bsba- Deloitte Email and Phone Number

Spearhead activities within the HR Strategy and Transformation (HRST) team related to the transformation of how talent fuels the businesses, focusing on improving the talent experience and enhancing the Talent organization using data-driven insights, industry-leading digital solutions, organizational design, and human-centered HR service delivery. Oversee the delivery of HRST Talent Organizational Initiatives within the portfolio and the broader talent channel.● Launched a forward-thinking long-term strategy to allow leadership to oversee Consulting and other workstream projects supporting the Talent Business Advisor Transformation initiatives.● Successfully delivered project and workstream milestones through the introduction of strategies to drive the work plan (milestones and contingency plans based on budget, timing, and business needs).● Delivered compelling, logically structured presentations/deliverables shared at the Talent and business leadership level.● Recognized for consistently delivering high-volume quality by identifying project/program risks or issues and recommending mitigation tactics and strategies.

Led the definition and execution of the Talent Management practice strategic direction/vision as senior HR executive. Drove continued focus on consultation for workforce planning, performance management, succession planning, engagement, and talent management. Oversaw daily HR functions and activities (including compensation, D&I, talent acquisition and management, and employee relations) across commercial and government business practices. Directed staff goals setting and planning across the business through mobility coordination, performance management, immigration, training, and compensation. Facilitated coaching on people, HR processes and programs, employment practices, and associated impacts for senior leaders.● Supported the naming and communication of headcount against succession gaps, budget, organizational design, and practice skillset requirements through strategic partnerships with the business.● Resolved employee relations issues/complaints (including ADR case investigations) through collaborations with internal team member relations partners and the introduction of pro-active organizational development strategies on change management, team-based initiatives, leadership development, open communication, and compensation and benefits.● Shaped and launched the human capital strategy for diversity and inclusion policies across business practice areas.● Established genuinely inclusive work environments by enforcing compliance with EEO and Diversity Regulations.● Improved employee engagement and retention across the Region through the implementation of innovative strategies, oversight of employee relations efforts, and key issue resolution.● Enhanced business capability by incorporating the people component into planning, development, and assessment.● Introduced strategies to optimize organizations/employee performance and regional goal attainment.

Directed staffing efforts and HR function development for the US and international talent acquisition recruitment team. Negotiated global contractual agreements for all immigration and US employees in Afghanistan and Iraq while confirming adherence to all federal rules and regulations through government training compliance requirements for 500 contractors/FTEs. Oversaw the performance and provided training for five Talent Acquisition team members (internationally and domestically) to ensure consistency and collaboration.● Delivered and enhanced high volume quality structure and go-forward strategies for talent acquisition efforts through a strategic recommendation of investment into additional resources, recruitment of top talent, and introduction of recruitment structure practices to meet staffing goals.● Oversaw talent acquisition and talent management initiatives (health talent pipelines for roles in the US and offshore in Uganda, Afghanistan, and Iraq) in collaboration with senior management, leading executive development and companywide succession planning.● Improved recruitment/onboarding, international mobilization, relocation, and project onboarding by creating and implementing instructional design for recruitment policy/procedures with HRD personnel guides.

Spearheaded HR, training, talent acquisition and development, and health/safety aspects in the geographic area. Led a team that supplied vital structure through oversight of the HR team's focus on employment, compensation, labor relations, and team member relations. Delivered strategic/tactical recruitment and staffing leadership for 1,100 employees. Designed management training programs on recruitment, employment relations, diversity, employment law, team member retention, college internships, and organizational development. Oversaw activities of five team members to ensure consistency and collaboration.• Successfully obtaining qualified Talent resulted in organizational change of $350m in revenue sales within five years.• Directed and structured strategies and campaigns to attract qualified candidates; campaigns included advertising, sourcing, special programs, job fairs, and contract labor. Provided strategic tactical and staffing leadership for a facility with 1,100 employees. • Introduced an applicant tracking system (Taleo and Peoplesoft), successfully achieving recruitment goals and supporting the planned budget by effectively streamlining staffing strategies.• Enforced compliance with EEO and Diversity regulations for diversity, equity, and inclusion strategies across business areas while developing forward-looking practices that embodied a genuinely inclusive work environment. • Enhanced and built the capability of the business by incorporating the people component into strategic planning, development, and assessment.• Established a learning culture, expanding the training and development opportunities available to employees and working on customizing development plans to their specific needs.