Oversee all HR activities for 14 divisions, HR support for 1,000+ employees across 13 markets, while advising 17 Vice Presidents on HR strategies and driving business growth through customized solutions.Serve as strategic HR partner to lines of business on HR initiatives including, but not limited to, process improvement, performance management, talent management, leadership development, employment policies and procedures, and Affirmative Action Plan.Manage a team of HR Business Partners and own or share responsibility for performance management, coaching, professional development, compensation decisions and recruiting.Utilize superior consultative/ coaching skills, keen ability and desire to identify resolutions to issues.Work with managers across regions and lines of business to develop human capital strategy, and constructively facilitate the resolution of challenging employee and organizational issues while demonstrating strong business acumen.Engage in and supports business strategy through building relationships and managing talent, creating value added organizational capabilities and delivering supporting HR strategies.Partner with managers and line of business leaders on organizational design (inclusive of line of business restructures, merger implementation and workforce planning) and human capital strategies.Provide guidance and input on incentive plan development and compensation to include pricing and benchmarking to ensure competitiveness.Support client groups by developing and implementing human resources programs/projects that meet client business objectives.Analyze trends and metrics in partnership with HR groups to develop solutions, programs and policies.Advise managers in resolving complex employee relations issues; facilitates in the transfer of knowledge on performance management by providing guidance to managers; and when necessary, provide guidance and interpretation on Company policies and procedures.

Regional Director for HR team supporting all Verizon Wireless Retail locations across GA, NC, and SC. Led all HR activities for three sales divisions in VCG Field Sales, 8 offices and 1300 employees.Strategic advisor to three Directors and led a team of 5 HRBPs that provided consultative services to their organization.Advised managers in resolving complex employee relations issues; facilitates in the transfer of knowledge of performance management by providing guidance such as coaching, counseling, career development, and disciplinary actions to leadership.Served as strategic HR partner to lines of business on HR initiatives including, process improvement, performance management, talent management, leadership development, employment policies and procedures, and Affirmative Action Plan.Managed a team of HR Business Partners and owned or shared responsibility for performance management, coaching, professional development, compensation decisions and recruiting.Work with managers across regions and lines of business to develop human capital strategy, and constructively facilitate the resolution of challenging employee and organizational issues while demonstrating strong business acumen.Engage in and supports business strategy through building relationships and managing talent, creating value added organizational capabilities and delivering supporting HR strategies.Partner with managers and line of business leaders on organizational design (inclusive of line of business restructures, merger implementation and workforce planning) and human capital strategies.Provide guidance and input on incentive plan development and compensation to include pricing and benchmarking to ensure competitiveness.Support client groups by developing and implementing human resources programs/projects that meet client business objectives.Analyze trends and metrics in partnership with HR groups to develop solutions, programs and policies.

Spearhead diversity and inclusion leadership development programs for 100K+ employees, guaranteeing implementation across all levels. Enhance company's DEI goals by creating scalable diversity and inclusion strategies and applying new supportive solutions. Advanced workplace diversity and inclusive culture by collaborating with senior leadership on strategic initiatives. Acted as subject matter expert on DEI topics, providing insights on industry trends and best practices for workforce initiatives. Delivered thought leadership by developing DEI initiatives and offering data-driven recommendations aligned with business strategy. Integrated diversity and inclusion throughout the employee life cycle by partnering with various Centers of Excellence and HR business partners.Increased representation of underrepresented groups by supporting development and execution of diversity and inclusion strategy.Elevated organizational DEI capability through targeted education and learning, boosting cultural competency among employees.Accomplished over 90% employee training satisfaction scores by initiating and orchestrating an enterprise Allyship curriculum.Attained 95% completion rate for first professional development learning journey for Employee Resource Group leaders.Achieved over 80% participation by designing an enterprise management engagement model to support employee development. Vendor management and management of on-site training facilitation strategy.Project manage cross functional teams, SME’s, and stakeholders to create learning opportunities.Manage and interpret data for DE&I.Create PO’s and invoices in PeopleSoft.

Demonstrated accountability and knowledge in all Human Resource areas including ethics, compliance & employee relations, both in person & virtual, supporting workgroups of 500-1200 diverse/multi-generational individual nationwide.Created & provided analysis regarding employee attendance, performance, unauthorized time reporting concerns & other ad hoc reporting based on business needs.Facilitated new Employee Experience for New Hire classes.Supported Work from Home employees by using Adobe Connect, Webex, Blue Jeans, Slack & other tools for virtual communication.Provided guidance to the business on Year End review processes, merit increases, & additional financial incentives.Exhibited proficient knowledge & expertise of federal/state leave laws including Family Medical leave & Americans with Disabilities Act.Served as the business liaison partnering with & assisting leave vendor & internal disability team regarding Short Term & Long-Term Disability, FMLA & all other employees requested leave.Managed and resolved complex employee relations issues by conducting effective investigations in a timely manner.Provided guidance and assisted employees with workplace accommodation for medical or religious purposes to ensure a healthy work/life balance.Worked closely with leadership and employees to improve work relationships, promote recognition, professional development, build morale, increase productivity & retention of key talent.Partnered with Employee Relations, Medical Accommodations Team, Disability, Employee Relations, Legal and Time & Attendance to reduce legal risks & ensure compliance.Demonstrated expertise in EEOC regulations, labor & employment laws & serve as unemployment point of contact responsible for processing State claims & representing the business in appeal hearings.Displayed proficiency in many HR systems such as Workday, Peoplesoft, HR Acuity & various attendance tools.

Led a team of up to 18+ remote talent acquisition professionals responsible for full cyclerecruiting efforts (sourcing, pre-qualify, interview, assess, extend/negotiate offers).Developed and drive the execution of the talent acquisition strategy for respective talent at Verizon.Developed functional specific staffing plans in conjunction with business leaders and the HRBP teams.Developed and sustain sound working relationships with internal clients, peers and candidates.Maintained team scorecards to communicate recruiting success and regularly report on recruiting stats against any function specific or company hiring needs.Oversaw reporting, goal setting and action plans for each recruiter.Hosted regular checkpoints with stakeholders, and involvement with National Ops teams to provide progress readouts related to goal and KPI attainment.Maintained daily involvement with all direct reports, senior leadership, and the greater Talent Acquisition team through management of projects such as sponsoring the Talent Management Development Committee, e3: Ongoing Development, classroom facilitation of Talent Acquisition Academy, Local Job Network Outreach project, and monthly Spotlight Award selection.

Led search projects for Verizon’s Customer Service, Technical Support, and Sales organization. I owned the relationship with the client group, set the search strategy, and lead the full lifecycle recruitment for individual contributor and manager level positions within the Corporate Recruitment Vertical.Manage the recruitment process for exempt level sales/staff positions.Lead consultative recruiting planning session with stakeholders to establish expectations, timelines for the recruiting process, and create a desired candidate profile.Develop sourcing strategy and establish desired communication protocol with the hiring manager and HR Generalist team.Active recruitment — effectively executes targeted sourcing via phone and online tools to identify and engage qualified passive candidates at specific companies.Passive recruitment – source, evaluate and qualify top talent utilizing VZ applicant tracking system, internet recruiting databases and advertising.Lead unique staffing initiatives that may include searches for niche/emerging technological skill sets and/or executive level recruitment.Establish and drive the staffing processes and procedures to ensure alignment with the needs of respective HQ functions to ensure recruiting is efficient, legally compliant and fiscally responsible.Engage the HR Business Partner team and functional leaders to identify skill gaps within the business and proactively build a rich pipeline of talent for current and future vacancies. Communicate with managers and employees regularly to establish rapport, and source new candidate leads.Continuously network through industry contacts, association memberships, trade groups and employees. Build strategic relationships with local professional groups and affinity organizations. Identify and leverage alternative sourcing methods.