Dr. Di Ann Sanchez, Shrm-Scp, Sphr Email & Phone Number

Dr. Di Ann Sanchez a certified SHRM-SCP and SPHR, and the firm is a passionate and dedicated Human Resources professional firm specializing in non-traditional and 21st-century HR programs. We also are Latin X Generational Experts and Entrepreneurs. We help companies with their PEOPLE to drive productivity, business growth, and results! DAS HR Consulting, LLC is a firm focused on creative and non-traditional Human Resources programs and Diversity services. Sanchez & Associates is committed to the LatinX Millennials & Gen Z— an investment in great performance! Our firm has extensive experience in the following:- Generations in the workplace - LatinX/Workforce/Millennials & Gen Z (Gen Y & Gen Z)- Compensation | Pay Transparency/ Pay Equity Analysis- Benefits Planning/Benefits Analysis- DiSC Assessments | Strengths Training- Diversity | Compliance Training- Employee | Labor relations - Executive Coaching | Leadership Development- HR and Payroll Audits- Management/Employee Training- Performance Management/Performance Coaching- National Professional Speaking Presentations- Recruiting | Retention Strategies- Shared Services | HR Technology- Succession Planning | Talent Management-Confidential Investigations- IDEA – Inclusion, Diversity, Equity, Access Training/Leadership/Manager Training- HR Audits / Due Diligence/Change Evolution- H.R. AdministrationDAS HR Consulting has extensive experience in the following lines of business:  Airline/Railroad/Airport Operations/Railroad Operations/Airline Operations Manufacturing/Sales/Manufacturing Operations Defense/Defense Operations Professional Private Enterprises Property Management Consumer Products/Product Sales Construction/Construction Management Non-Profit Electrical/Telecommunications/Utilities Restaurants/Retail/Hospitality Health and Hospice

Garland, Tx, Us

Amberton University is designed exclusively for the mature, working adult. Our programs and approaches are founded on Christian principles, and have been designed for you, centering around your needs and your lifestyle. We know you are juggling a lot of responsibilities. After all, we are working adults too. That’s why we offer most of our classes online and feature flexible, adaptable degree programs and courses.Dr. Sanchez, SPHR, SHRM-SCP teaches Master courses in Generations in the Workplace, Leadership & Teams, Organizational Change, Managing the Global Workforce, Staffing, Training and Development, Compensation, Human Resources Management, Emerging Issues in HRT, and Performance Management. Currently MS-HRM program lead.

Alexandria, Va, Us

https://speakers.shrm.org/speaker/dr-di-ann-sanchez-shrm-scp-sphr/Topics Include the following:Inclusion, Diversity, Equity & Access (IDEA)Global HRMDomestic HRMBusiness EthicsLatin XGenerationsU.S. Human ResourcesEthical AgilityBusiness Stategy

Dallas, Tx, Us

A nationally ranked comprehensive research university with seven degree-granting schools, SMU is a distinguished center for teaching and research located near the heart of Dallas. SMU's nearly 12,000 students benefit from small classes, research opportunities, leadership development, international study and innovative programs. The University is strengthened by its partnership with the Dallas region, a global center of commerce and culture. SMU students, faculty and alumni are changing the world through their chosen fields

Dallas, Tx, Us

Executive Coach & Advisor to the Latino Leadership Initiative SMU Cox School of Business partnership with the Corporate Executive Development Program. The Latino Leadership Initiative is a national center of excellence established in 2013 that assists participating companies in recruiting, developing, and retaining high-performance Latino executives who will drive business growth, create a sustainable competitive advantage for their companies and accelerate their path to the C-Suite

Dfw Airport, Tx, Us

3rd Busiest Airport in the United States.Developed and implemented a highly effective human resources plan that enabled the Airport to achieve its objectives. Translated the business’ objectives into executable strategic people plans. Built a strong, responsive, service orientated culture that balanced a clear understanding of the business’ needs with governances and broader human resources requirements, proactively recommending clear and direct courses of action. •Created a collaborative process to drive cultural change and support the business model. Worked with key executives to develop value added pragmatic people solutions tailored to specific business requirements and objectives that align to overall Airport’s missions, value and strategies. •Used analytics to demonstrate fact based cost-benefits analysis that drove changes to people programs. •Developed the Centers of Excellence and Strategic Business Manager concept to all the Airport.•Created a human resources department that played an active role in creating a culture of high performance teams and encourage ownership amongst business leaders. Implemented an HR scorecard to hold the human resources department accountable to the business. Increased HR employee engagement from 40% to 75%.•Implemented new Total Rewards Program Change (first in 10 years) with a $3 million savings and implemented first ever Patient Advocacy Program to employees and retirees, wellness initiatives, preventive care and work life initiatives.•Increased Diversity hiring representation from 38% to 56%; implemented the DFW Minority Internship Program from 3 participants to 24. •Implemented new 457 loan procedures for all members, restated Pension Plan (first in 12 years), instituted on-the-spot employee recognition program, Leadership Pipeline Training for high potential employees.

Providence, Ri, Us

1.7 Billion multi-site wholesale distributor, supporting 4000 U.S. employees and 5 divisions and distributor to Whole Foods. Championed development of a formal human resources architecture to standardize operations and provide the critical sup¬port for planned restructuring/expansion and accelerated growth. Led HR strategic planning and oversight encompassing recruitment, compensation, benefits, payroll, employee relations, training/development, and organizational effectiveness.•Drove changes in corporate culture, countering “status quo” mindset to fuel process improvement initiatives that opti¬mized efficiencies, enhanced productivity and improved internal/external customer service levels.•Brought leadership, focus and structure to a complacent distribution company to poise it for its next level of growth. Led detailed assessments to identify value propositions for succession planning, strategic direction, and restructuring.•Developed national policies and procedures, employee retention, performance management, and succession plans.People, Process & Performance Improvements•Cut HR expenses by securing national services in outplacement, recruiting, compensation, payroll, and training. •Manage the full implementation of ADP HRMS Enterprise; spearheaded a process improvement initiative to streamline HR administrative practices and procedures. •Created a formal training/development organization, engaging internal resources and 3rd party vendors to improve employee bench strength in the areas of finance, sales, marketing, advertising, and operations.•Drive for “employer of choice” by designing a comprehensive benefits consolidation from 22 plans to 3 nationally with cost containment guarantees.•Initiated HR branding strategy which involved the creation of a National employee communications program.•Increased the overall integrity of the Corporate HR function through proper employee investigations, critical management feedback, and superior customer service.

Dallas-Fort Worth, Texas, Us

Nation’s 2nd largest airline company, supporting 100,000 national and international employees.Responsible for Human Resources functions including AA Conference Center, total rewards, pensions, executive compensation, recruitment, diversity, work/life, organizational/leadership development strategies with $100 million annual budget responsibility. Responsible for policy and program development and charged with creating value-based standards and consistent procedures for the entire HR function with a strategic focus. Led an HR staff of 200 employees. Board of Director's responsibility for Compensation and Diversity Committees.•Developed the airlines first formal succession planning process and “room” review approved by the CEO and Board of Directors. Managed the succession process after 9/11 loss of talent at the airline. Worked to develop the “bench” for the next generation of leaders at American Airlines.•Redesigned all executive compensation programs in order to improve retention at the airline post 9/11.•Developed and implemented the Diversity program for American Airlines post 9/11 issues.•Established company-wide metrics for monitoring and measuring regional and total company turnover, HR budget, litigation, and management terminations.•Worked in conjunction with other HR leaders to establish HR shared services model for efficiency and cost containment.•Responsible for new post 9/11 benefit and salary design, actuarial evaluation, plan communication, plan administration, plan audits, trust reporting, and negotiations consultation (pilots, flight attendants, etc.) for American Airlines total rewards program. Analyzed plan deficiencies and recommended changes which consolidated and standardized multiple administrative functions.

Arlington, Va, Us

Largest global aerospace company specializing in manufacturing airplanes, supporting 90,000 domestic and international employeesBrought into the organization to serve as change agent in the HR function. Responsible for all functions of global HR functions and 800 professionals. Reported to President, Commercial Airplane Group and EVP, Human Resources. •Successfully resolved the differences between management/employees, and averted the unionization effort by:─ Driving change throughout senior management and facilitating improved employee communications/interaction.─ Forming management/employee committees to discuss issues, and foster a cohesive, collaborative environment.─ Defeated organizing campaign by the International Association of Machinist (IAM) for 20,000 professional employees.• Established HR competencies, metrics, company wide metrics for monitoring and measuring regional and total company turnover, HR budget, litigation, and management terminations.• Worked in conjunction with other HR leaders to establish HR shared services model for efficiency and cost containment.• Designed and implemented performance based incentive reward system for HR in order to accomplish HR strategic plan goals and objectives.

Greater Philadelphia Area, Pa, Us

Subsidiary of Delta Airlines, 3rd largest airline, supporting 3000 IT employees. Responsible for allll aspects of the human resources function.

Fort Worth, Texas, Us

Largest railroad in the country, supporting 50,000 employees.

Bachelor Of Arts (B.A.), Political Science

Doctor Of Philosophy (Ph.D.), Suma Cum Laude, Organization & Management, With A Specialization In Human Resources

Master Of Arts (M.A.), Magna Cum Laude, Organizational Management