Diane Conroy Email & Phone Number

Tampa/St. Petersburg, Florida Area

• Responsible for all areas of human resources with an emphasis on data analytics and employee communication.
• Managed open enrollment and benefits administration, including weekly file feed and monthly bills audit and FMLA leave management.
• Benefits systems leadership including transitioned from third party benefits vendor to in-house employee self-service.
• Lead HR reporting and data analytics to include State of Florida reporting, 1095c reporting, EEO1 reporting, FLSA updates, compensation survey participation, turnover and overtime analysis.
• Transitioned in-house employee benefits system to a self-service system managed by an outside vendor.
• Researched and implemented a new performance management solution. Partnered with company president and department vice presidents to develop competencies by job role for the new skills-based system.

Clearwater, Florida

• Developed a talent acquisition strategy to improve service levels and reduce days to hire.
• Created key responsibility charts, ensuring clarity and consistency in job expectations and performance standards.
• Chaired the Workforce Connections Committee to collaborate on branding and workforce planning strategies.
• Contributed to transition of team from being compliance-focused to adopting to a customer service and solutions-oriented approach.
• Researched and provided content on HR’s annual report and HR’s 3-year strategic plan.

Tampa/St. Petersburg, Florida Area

• Cultivated strong relationships with leadership and provided guidance on employee relations and risk management.
• Collaborated with senior leadership on change management initiatives, delivering communication strategies and process maps to facilitate organizational change and optimize talent productivity.
• Facilitated comprehensive training to leadership on updated state and federal employee laws.
• Coached managers using the GROW model (Goal, Reality, Options, Will) to clarify performance expectations, recognize achievements, and address low performance effectively.
• Analyzed Connect engagement feedback and provided recommendations on strategy to improve leadership communication and effectiveness and develop talent.
• Supported the talent acquisition strategy with quantitative/qualitative internal/external data, appraisals, retention risks and provided policy and compensation recommendations.

Tampa/St. Petersburg, Florida Area

• Founding member of shared services team to implement centralized human resources management and tracking system for 65,000 employees across a matrix organization.
• Managed employee relations by investigating through resolution, alleged discrimination, harassment, retaliation, code of business conduct, ethics and compliance hotline and third-party complaints.
• Identified process improvements and implemented best practices to achieve team-wide efficiencies resulting in a 50% drop in EEOC charges and a corresponding savings of up to $10m.
• Delivered sound consultation and recommendations to leaders and associates and managed high-volume caseload (450-600 cases per year) across union and non-union locations within the US, Canada and the US Virgin Islands.
• Led project to develop Corrective Action Tool to enable leaders to differentiate and understand disciplinary tracks for performance, conduct, safety and attendance resulting in improved consistency and turnaround time.
• Increased value to business through “thought partnership” on key employee actions and by connecting the business to a network of expertise in talent acquisition, benefits and compensation.

Tampa/St. Petersburg, Florida Area

• Acting Human Resources Director at International University to partner with senior leadership on organizational design and staff reorganizations.
• Prepared due diligence documentation for an acquisition.

Tampa/St. Petersburg, Florida Area

• Influenced executive leaders on succession planning methodology and developed skills enhancement program to advance the careers of 16 “high-potential” technology employees resulting in increased skills development.
• Developed process maps to track career paths for six technology directors facilitating two internal promotions to a VP role.
• Partnered with executive team in calibration meetings to align performance with pay increases, promote performance differentiation and reinforce pay for performance culture.
• Facilitated nine successive leadership training modules. Created role-play opportunities to increase participation and practice resulting in increased bench strength handling employee concerns.
• Facilitated as leader and change agent in strategic projects including implementation of Compressed Work Week and Telework Programs.
• Partnered with talent acquisition to provide recommendations on key hiring decisions and ensure good faith efforts were made in compliance with affirmative action initiatives.

Tampa/St. Petersburg, Florida Area

• Provided guidance on complex employee relations issues at all levels in an environment that changed from internal at Danka to in-sourced IT, HR and Customer Service resources.
• Interpreted policy, prepared and conducted management training on FMLA and Worker’s Compensation resulting in consistent application of leave processes and reduced absenteeism.
• Improved management effectiveness by creating templates for progressive discipline. Provided guidance to leaders on how to write coaching documentation and deliver key messages to employees.
• Prepared project plans for workforce reductions and outsourcing in IT and Customer Service impacting approximately 600 employees. Created business justifications, communication scripts, management and “survivor”.
• Commended for being a model of great customer service. Outsourced to Gevity/TriNet in 2005.

• Identified needs, developed cost-efficient measures and managed talent acquisition program during the mortgage industry boom, company merger and 300% growth of business.
• Developed job descriptions and pay ranges, analyzed compensation data and provided pay recommendations.
• Created human resources policies and procedures and provided training to managers and employees to improve consistency, streamline processes and eliminate unfair practices.

• Managed employee relations during rapid growth from 1800 to 3500 employees.
• Created and implemented internal communication protocol and methods.
• Project managed employee events resulting in increased engagement.
• Created exit interview process and provided recommendations to improve retention.
• Promoted from Employee Relations Specialist to Sr. Human Resources Representative.