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. • Researched software options and implemented a new Learning Management System in 2021 in support of company's strategy for role targeted employee training. • Interpreted the new Federal Motor Vehicle Carrier Safety Administration regulations and ensured compliance by updating company policies, procedures and reporting.

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 investigating, documenting and resolving cases. • 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.• Actively participated in leadership meetings and provided ER data and recommendations on key promotions and organizational changes. • Created monthly reports identifying trends and risk by case type and developed action plans to measure progress and increase accountability.• Developed and implemented open door training contributing to increased leadership bench strength and a 50% increase in employee complaints handled through open door process.

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, retention and promotion from within. • 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” training, severance letters and reports for payroll.• 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.